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Artículos de revistas sobre el tema "Flexibility in organisations"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 10 de febrero de 2022

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1

Rialti, Riccardo, Giacomo Marzi, Andrea Caputo, and Kayode Abraham Mayah. "Achieving strategic flexibility in the era of big data." Management Decision 58, no. 8 (2020): 1585–600. http://dx.doi.org/10.1108/md-09-2019-1237.

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PurposeThis research unpacks the micro-mechanisms that exist between an organisation's ability to conduct big data analytics (BDA) and its achievement of strategic flexibility. Knowledge management capabilities and organisational ambidexterity have long been considered factors influencing the aforementioned relationship. In order to assess this, the authors build on dynamic capabilities as the main theoretical lens through which to examine.Design/methodology/approachStructural equation modelling (SEM) is the main methodological approach used in this research. A structural model was developed a

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Keogh, Kathleen, and Liz Sonenberg. "Designing Multi-Agent System Organisations for Flexible Runtime Behaviour." Applied Sciences 10, no. 15 (2020): 5335. http://dx.doi.org/10.3390/app10155335.

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We address the challenge of multi-agent system (MAS) design for organisations of agents acting in dynamic and uncertain environments where runtime flexibility is required to enable improvisation through sharing knowledge and adapting behaviour. We identify behavioural features that correspond to runtime improvisation by agents in a MAS organisation and from this analysis describe the OJAzzIC meta-model and an associated design method. We present results from simulation scenarios, varying both problem complexity and the level of organisational support provided in the design, to show that increa

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Badjie, Gibriel. "The Value of Human Resource Flexibility: A Study of Private and Public Organisations in The Gambia." Jurnal Ilmiah Aset 22, no. 2 (2020): 89–102. http://dx.doi.org/10.37470/1.22.2.165.

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Human resource flexibility has attracted lots of research attention, but limited papers categorically address the benefits of HR flexibility to employees. This paper ispurposely crafted to address the knowledge gap and bridge the perception and expectation gap from both sides regarding the benefit of HR flexibility. The research uses a mixed method approach. First used questionnaire-based survey, but and second interviewed 10 employees randomly selected from organisations that participate in the survey. About 80 senior HR personnel participated in the survey representing the views of 40 privat

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Stacho, Zdenko, Hana Urbancová, and Katarína Stachová. "Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 61, no. 7 (2013): 2787–99. http://dx.doi.org/10.11118/actaun201361072787.

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A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of hu

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Forcino, Rachel C., Marjan J. Meinders, Jaclyn A. Engel, A. James O'Malley, and Glyn Elwyn. "Routine patient-reported experience measurement of shared decision-making in the USA: a qualitative study of the current state according to frontrunners." BMJ Open 10, no. 6 (2020): e037087. http://dx.doi.org/10.1136/bmjopen-2020-037087.

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ObjectivesTo identify and describe instances of routine patient-reported shared decision-making (SDM) measurement in the USA, and to explore barriers and facilitators of routine patient-reported SDM measurement for quality improvement.SettingPayer and provider healthcare organisations in the USA.ParticipantsCurrent or former adult employees of healthcare organisations with prior SDM activity and that may be conducting routine SDM measurement (n=21).OutcomesQualitative interview and survey data collected through snowball sampling recruitment strategy to inform barriers and facilitators of routi

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Badjie, Gibriel, Armanu Thoyib, Djumilah Hadiwidjojo, and Ainur Rofiq. "Testing the Relationship of Employee Empowerment and Organisational Performance." Jurnal Analisis Bisnis Ekonomi 18, no. 2 (2020): 95–110. http://dx.doi.org/10.31603/bisnisekonomi.v18i2.3732.

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The research aimed to test the new measures of employee empowerment in a collectively social oriented society. The study applied questionnaire-based survey to obtain data and test the relationship between employee empowerment and organisational performance. A total of 80 completed questionnaires from the senior HR personnel from 40 organisations in the Gambia took part in the survey. Ten employees were engaged in a face-to-face interview, 2 private and 8 public organisations from among the 40 organisations that participated. Both SPSS and SmartPLS were utilised to analyse data. MGA is used to

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Palanisamy, Ramaraj. "A Knowledge-Based Framework to Manage Flexibility in ERP Systems." Journal of Information & Knowledge Management 05, no. 01 (2006): 39–53. http://dx.doi.org/10.1142/s0219649206001311.

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The need for flexibility in organisations and information systems has long been recognised. Much research has been conducted to understand the flexibility concept in various types of information systems. Comparatively less research has been conducted to understand the process of managing flexibility in enterprise resource planning (ERP) systems. This paper focuses on developing a conceptual framework for managing flexibility in ERP systems emphasising the need for a match between external and internal flexibilities. The application of the framework is illustrated with a case example. The frame

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Orsenigo, Achille. "I riflessi sul piano psicologico di flessibilitŕ, precarietŕ e povertŕ relazionale del lavoro." RIVISTA SPERIMENTALE DI FRENIATRIA, no. 2 (August 2009): 47–72. http://dx.doi.org/10.3280/rsf2009-002003.

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- the author - organisational consultant and trainer for public and private health and social services - examines the connections between work environment and mental health: the current fragile and dynamic work identity and its relation with personal identity. He underlines how organisations when trying to bring around change have to face serious difficulties arising from a world that involves flexibility and job insecurity, at times to an extent considered unacceptable. Moreover, work as a system has often to meet contradictory requests of different groups of citizens: clients asking for serv

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Nuhu, Nuraddeen Abubakar, Kevin Baird, and Ranjith Appuhami. "The impact of management control systems on organisational change and performance in the public sector." Journal of Accounting & Organizational Change 15, no. 3 (2019): 473–95. http://dx.doi.org/10.1108/jaoc-08-2018-0084.

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Purpose This study aims to examine the role of organisational dynamic capabilities (strategic flexibility and employee empowerment) in mediating the relationship between management control systems (MCSs), in particular the interactive and diagnostic approaches to using controls, with organisational change and performance. Design/methodology/approach Data were collected based on a mail survey of public sector organisations in Australia and analysed using structural equation modelling (SEM). Findings The findings indicate that strategic flexibility and employee empowerment mediate the associatio

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Bhakta Bhandari, Roshan, Christine Owen, and Benjamin Brooks. "Organisational features and their effect on the perceived performance of emergency management organisations." Disaster Prevention and Management 23, no. 3 (2014): 222–42. http://dx.doi.org/10.1108/dpm-06-2013-0101.

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Purpose – This study reports on a survey of experienced emergency management personnel in Australia and New Zealand to identify the influence of organisational features in perceived emergency management performance. The purpose of this paper is to analyse the influence of organisational features in emergency response performance and to discuss how this knowledge can be used to enhance the response capacity of emergency services organisations. Design/methodology/approach – Based on a review of the literature, a conceptual theoretical model for organisational performance is first developed based

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Koornhof, C. "Developing a framework for flexibility within organisations." South African Journal of Business Management 32, no. 4 (2001): 21–30. http://dx.doi.org/10.4102/sajbm.v32i4.727.

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Recent research in Management Sciences has shown that flexibility is an essential characteristic of successful enterprises in a highly competitive and rapidly changing business environment (Kogut, 1985; Ansoff, 1988; Pasmore, 1994; Volberda, 1998). Consequently, management should not only understand flexibility but also be able to create flexible organisations and to measure and monitor flexibility. However, flexibility is a nebulous, elusive and multidimensional concept which is poorly understood and seldom managed and measured in enterprises (Gerwin, 1993; Parthasarthy & Sethi, 1993; Upt

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Kumari, Dr Neeraj. "Studying the Dimensions of Corporate Culture in Indian IT Companies." World Journal of Educational Research 8, no. 2 (2021): p20. http://dx.doi.org/10.22158/wjer.v8n2p20.

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The objective of the study is to find out how employees perceive the organizational culture in three leading IT companies. It is an exploratory research. A primary research was conducted through an administration of a structured questionnaire. The sample size is 165 consisting of employees from three leading IT organizations in India. Most project work in the IT sector is done in teams. Hence proper team building is a pre-requisite to high performance and ensures that everyone is aligned and working equally hard to the team and the organisation’s goals. Team orientation can be fostered by havi

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Fayezi, Sajad, Ambika Zutshi, and Andrew O’Loughlin. "Developing an analytical framework to assess the uncertainty and flexibility mismatches across the supply chain." Business Process Management Journal 20, no. 3 (2014): 362–91. http://dx.doi.org/10.1108/bpmj-10-2012-0111.

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Purpose – The purpose of this paper is to discuss how decisions regarding organisational flexibility can be improved through targeted resource allocation, by focusing on the supply chain's level of uncertainty exposure. Specifically, the issue of where and in what ways flexibility has been incorporated across the organisation's supply chain is addressed. Design/methodology/approach – A two-phase methodology design based on literature review and case study was used. Using 83 journal articles in the areas of uncertainty and flexibility an analytical process for assessing uncertainty-flexibility

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Smedley, Jo. "Information innovation: it’s all about people." Information and Learning Science 118, no. 11/12 (2017): 669–71. http://dx.doi.org/10.1108/ils-08-2017-0087.

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Purpose This paper discusses the importance of effectively engaging people in sharing information and managing its implementation across organisations as a key part of successful change initiatives. Design/methodology/approach Consideration why information is important to an organisation and how people and space contribute to its current and future effective management. Findings How flexibility of working practices and the creative management of physical and virtual space empowers and enables change in innovating new working practices. Research limitations/implications How creative thinking co

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Al-Azzeh, Jamil. "Information Technologies for Supporting Administrative Activities of Large Organisations." DESIDOC Journal of Library & Information Technology 38, no. 3 (2018): 187. http://dx.doi.org/10.14429/djlit.38.3.12620.

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Study describes a specified analytical method and model for the organisational management of a company. The proposed solutions allow for revealing information resources, which can be used to support management decisions adoption and control of plans. Information obtained from programs and information systems of the electronic document flow of organisations were used as data sources. The result of configuration investigation and characteristics of information exchange in information systems can be used as administrative decisions support in the organisation. The conducted research allows for im

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Shevat, Allon. "Developing More Value Flexibility for Organisation Development in India: Lessons Learnt from Different Value Orientations Across the World." NHRD Network Journal 13, no. 3 (2020): 352–58. http://dx.doi.org/10.1177/2631454120951883.

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Organisation development is riddled with values from the Occident; these Western values fly in the face of driving, developing trust and facilitating change in global organisations. Organisation development, via its Western values thus can vitiate to be seen as the handmaiden of cultural force-feeding, albeit perhaps not with malicious intent. This article explores episodes where the occidental and the relatively non-occidental, including the oriental context, make painful and ineffective interface. It raises the possibilities that organisation development can be and must be retooled. This art

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Singh, Doordarshi, Jaspreet Singh Oberoi, and Inderpreet Singh Ahuja. "Assessing strategic flexibility of manufacturing organisations using AHP." International Journal of Agile Systems and Management 5, no. 4 (2012): 319. http://dx.doi.org/10.1504/ijasm.2012.050153.

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Conley-Tyler, Melissa. "A Fundamental Choice: Internal or External Evaluation?" Evaluation Journal of Australasia 4, no. 1-2 (2005): 3–11. http://dx.doi.org/10.1177/1035719x05004001-202.

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An organisation wishes to evaluate one of its programs. It can ask a staff member or hire someone outside the organisation. Which should it choose? Surprisingly little guidance is available for this common scenario. A review of 30 texts dealing with organisational performance and evaluation shows that too often the issue is assumed one way or the other. Management texts aimed at business and organisational audiences tend to presume that evaluation is conducted by internal evaluators, usually managers. By contrast the specialist evaluation literature almost always proceeds from the opposite ass

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Patky, Jahnavi, and Shivendra Kumar Pandey. "Does Flexibility in Human Resource Practices Increase Innovation? Mediating Role of Intellectual Capital." South Asian Journal of Human Resources Management 7, no. 2 (2020): 257–75. http://dx.doi.org/10.1177/2322093720934243.

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Building on resource-based view theory, this article investigates the impact of human resource practice flexibility (HRPF) on innovation performance with (a) the mediating role of intellectual capital (IC) and (b) moderating role of the industry type (service or manufacturing) of an organisation. We empirically examined the relations using a survey dataset of managers of 257 Indian organisations. We have used the structural equation modelling method for data analysis. Findings of the moderated mediation analysis revealed that IC mediates the relationship between HRPF and innovation performance

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Fayezi, Sajad, Ambika Zutshi, and Andrew O'Loughlin. "How Australian manufacturing firms perceive and understand the concepts of agility and flexibility in the supply chain." International Journal of Operations & Production Management 35, no. 2 (2015): 246–81. http://dx.doi.org/10.1108/ijopm-12-2012-0546.

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Purpose – The purpose of this paper is to address an important question which centres on investigating how do manufacturing businesses perceive and understand the concepts of agility and flexibility in their supply chains (SCs). Design/methodology/approach – A case study approach was utilised and data were gathered from semi-structured interviews with ten organisations in the Australian manufacturing sector. Data analysis was conducted using analytic techniques based on, for example, pattern matching and cross-case synthesis. Findings – Findings confirmed that there is some ambiguity concernin

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Siddiqui, Rehana. "Sangeetha Purshothaman. The Empowerment of Women in India— Grassroots Women’s Network and the State. New Delhi: Sage Publications, 1998. Hardbound. Indian Rs 450.00. Paperback. Indian Rs 250.00. 384 pages." Pakistan Development Review 37, no. 2 (1998): 193–97. http://dx.doi.org/10.30541/v37i2pp.193-197.

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This study discusses the impact of the new organisational structure emerging in India to improve the status of rural women. The objectives of the study are twofold: first, it intends to explore the possibility of small organisations working together to have an impact at the local level; the second issue is the sustainability of such an arrangement. The study concentrates on the experience of the Swayam Shaikshan Prayog (SSP) in the Indian state of Maharashtra. The basic theme of this organisational set-up is that women know best what they want and what solutions work for them. The SSP’s networ

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Sundram, Frederick, Thanikknath Corattur, Christine Dong, and Kelly Zhong. "Motivations, Expectations and Experiences in Being a Mental Health Helplines Volunteer." International Journal of Environmental Research and Public Health 15, no. 10 (2018): 2123. http://dx.doi.org/10.3390/ijerph15102123.

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Volunteers in non-government organisations are increasingly providing mental health support due to increasing demand and in the context of overstretched publicly-funded mental health services. This descriptive, cross-sectional study explored a knowledge gap in the literature of mental health telephone counselling by examining the motivation and retention determinants of helpline volunteers. In total, 25 participants were recruited across four focus groups and five individual interviews from a non-government organisation which provides a national phone counselling service to callers in New Zeal

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Nayager, T., and JJ Van Vuuren. "An analysis of an organisational strategy, structure and culture that supports corporate entrepreneurship in established organisations." South African Journal of Economic and Management Sciences 8, no. 1 (2015): 29–38. http://dx.doi.org/10.4102/sajems.v8i1.1281.

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The environment in which a business operates is not static. Intensifying global competition and rapid technological progress put presure on business to change. Better quality and service and lower costs are no longer enough to give a competitive advantage. Adaptability, flexibility, speed, aggressiveness and innovativeness are increasingly necessary. This can be achieved by entrepreneurial organisations. Through corporate entrepreneurship, big business can improve its profitability and competitive standing. This research aims to determine the characteristics of organisational strategy, structu

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Steinbring, Marc, Renate Motschnig, and Tomáš Pitner. "A Multidimensional Model of Web-Induced Flexibility in Organisations." Global Journal of Flexible Systems Management 14, no. 1 (2013): 57–65. http://dx.doi.org/10.1007/s40171-013-0031-z.

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McCalman, James. "Performance organisations in the 1990s: Flexibility for manufacturing management." European Management Journal 7, no. 3 (1989): 353–57. http://dx.doi.org/10.1016/0263-2373(89)90131-x.

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Whiteside, James, and Samir Dani. "Influence of Organisational Culture on Supply Chain Resilience: A Power and Situational Strength Conceptual Perspective." Journal of Risk and Financial Management 13, no. 7 (2020): 147. http://dx.doi.org/10.3390/jrfm13070147.

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The purpose of this paper is to explore how organisational culture, represented by the competing values framework (CVF), and the relationship mechanisms of situational strength and power influence an organisation’s approach to supply chain resilience (SCRES). This is a conceptual paper which uses a multi-theoretical approach to create a framework outlining how organisations which possess different characteristics of culture within the CVF will work to achieve SCRES. Secondary analysis of four case examples as discussed in the supply chain and resilience literature are then used to support the

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Burns, George R., and Robert R. Paton. "Supported Workplace Learning: A Knowledge Transfer Paradigm." Policy Futures in Education 3, no. 1 (2005): 50–61. http://dx.doi.org/10.2304/pfie.2005.3.1.9.

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The importance of knowledge to the effective development of economic growth in the twenty-first century has led to a number of initiatives such as lifelong learning, skills development and knowledge transfer. Of these, knowledge transfer has predominantly been concerned with the commercial exploitation of research knowledge. This article suggests that such a narrow focus on research-led development is really only practical for larger organisations and misses many opportunities for knowledge transfer related to improving organisational knowledge and business effectiveness through supported work

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Simmons, David E., Mark A. Shadur, and Greg J. Bamber. "Strategies for quality, productivity and flexibility in Japanese work organisations." Japanese Studies 13, no. 1 (1993): 77–88. http://dx.doi.org/10.1080/10371399308521876.

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Horsley, Katrina. "Communication ? The vital link in best practice organisations." Australian Health Review 19, no. 4 (1996): 83. http://dx.doi.org/10.1071/ah960083.

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The critical issue of communication has been addressed by the Princess AlexandraHospital in Brisbane. The hospital commissioned a communications audit,benchmarked outside the health sector in the service industry, and designed andpiloted communication strategies at an organisational level and in selected clinicalsettings. The communications models developed have emphasised the importance ofplanning, evaluation and flexibility to enable the modification of communicationstrategies to continually improve communication in the organisation. It is envisagedthat regular communication assessments will

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Rogers, Alison, Doyen Radcliffe, Sharon Babyack, and Tom Layton. "Demonstrating the value of community development: An inclusive evaluation capacity building approach in a non-profit Aboriginal and Torres Strait Islander organisation." Evaluation Journal of Australasia 18, no. 4 (2018): 234–55. http://dx.doi.org/10.1177/1035719x18803718.

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Inclusive, culturally safe, appropriate and relevant ways of evaluating that contribute to better outcomes for Aboriginal and Torres Strait Islanders that can be communicated to a wide audience are urgently needed. An Aboriginal and Torres Strait Islander non-profit community development organisation, Indigenous Community Volunteers (ICV), has transformed towards this goal by intentionally building evaluation capacity over the past 4 years. ICV now incorporates participatory monitoring and evaluation approaches into the community development practices of the organisation to improve measurement

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Bello, Abubakar Garba, David Murray, and Jocelyn Armarego. "A systematic approach to investigating how information security and privacy can be achieved in BYOD environments." Information & Computer Security 25, no. 4 (2017): 475–92. http://dx.doi.org/10.1108/ics-03-2016-0025.

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Purpose This paper’s purpose is to provide a current best practice approach that can be used to identify and manage bring your own device (BYOD) security and privacy risks faced by organisations that use mobile devices as part of their business strategy. While BYOD deployment can provide work flexibility, boost employees’ productivity and be cost cutting for organisations, there are also many information security and privacy issues, with some widely recognised, and others less understood. This paper focuses on BYOD adoption, and its associated risks and mitigation strategies, investigating how

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Senaratne, Sepani, Xiao-Hua Jin, and Kushan Balasuriya. "Exploring the role of networks in disseminating construction project knowledge through case studies." Engineering, Construction and Architectural Management 24, no. 6 (2017): 1281–93. http://dx.doi.org/10.1108/ecam-10-2014-0125.

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Purpose Project knowledge in the construction context needs to be disseminated within organisations to improve organisations’ performance and learning. Much of project knowledge is tacit, residing in social interactions in team relationships, and likely to be disseminated through social networks and processes within organisations. Social capital comprises both the network of strong personal relationships and the knowledge resources that may be mobilised through that network. The purpose of this paper is to explore the role of “networks” in disseminating project knowledge within the constructio

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NAND, ALKA ASHWINI, PRAKASH J. SINGH, and ANANYA BHATTACHARYA. "DO INNOVATIVE ORGANISATIONS COMPETE ON SINGLE OR MULTIPLE OPERATIONAL CAPABILITIES?" International Journal of Innovation Management 18, no. 03 (2014): 1440001. http://dx.doi.org/10.1142/s1363919614400015.

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Organisations lack clear guidance on how they can become more innovative at the operational level. The operations strategy literature shows that organisations compete on four generic capabilities: cost efficiency, quality of products or services, speed of delivery, and flexibility of operations. Should organisations choose between these capabilities, i.e., engage in trading-off these capabilities and focussing on one capability ("trade-off" model), or combine them, thereby competing on multiple capabilities simultaneously ("cumulative capabilities" model), remains an unresolved issue. Our pape

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Hoendervanger, Jan Gerard, Iris De Been, Nico W. Van Yperen, Mark P. Mobach, and Casper J. Albers. "Flexibility in use." Journal of Corporate Real Estate 18, no. 1 (2016): 48–62. http://dx.doi.org/10.1108/jcre-10-2015-0033.

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Purpose Despite their growing popularity among organisations, satisfaction with activity-based work (ABW) environments is found to be below expectations. Research also suggests that workers typically do not switch frequently, or not at all, between different activity settings. Hence, the purpose of this study is to answer two main questions: Is switching behaviour related to satisfaction with ABW environments? Which factors may explain switching behaviour? Design/methodology/approach Questionnaire data provided by users of ABW environments (n = 3,189) were used to carry out ANOVA and logistic

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Grant, Christine Anne, Louise M. Wallace, Peter C. Spurgeon, Carlo Tramontano, and Maria Charalampous. "Construction and initial validation of the E-Work Life Scale to measure remote e-working." Employee Relations 41, no. 1 (2019): 16–33. http://dx.doi.org/10.1108/er-09-2017-0229.

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Purpose The purpose of this paper is to develop and provide initial validation for the new E-Work Life (EWL) Scale. This measure assesses a range of theoretically relevant aspects of the e-working experience related to four main areas: job effectiveness, relationship with the organisation, well-being and work-life balance. Design/methodology/approach This study presents structured item development. Internal validity and reliability were tested on a sample of 260 e-workers (65 per cent female, age range 25–74). Correlations of the EWL scale with a measure of general health were tested on a subs

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Wilthagen, Ton, and Frank Tros. "The concept of ‘flexicurity’: a new approach to regulating employment and labour markets." Transfer: European Review of Labour and Research 10, no. 2 (2004): 166–86. http://dx.doi.org/10.1177/102425890401000204.

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This article deals with the new policy concept of ‘flexicurity’ in view of the emerging flexibility-security nexus currently faced by the European Union, national governments, sectors of industry, individual companies and workers. On the one hand there is a strong demand to make labour markets, employment and work organisation more flexible. At same time, an equally strong demand exists for providing security to employees – especially vulnerable groups – and for preserving social cohesion in our societies. Policy-makers, legislators, trade unions and employers’ organisations have a strong need

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Fraser, Kym, and Hans‐Henrik Hvolby. "Effective teamworking: can functional flexibility act as an enhancing factor?" Team Performance Management: An International Journal 16, no. 1/2 (2010): 74–94. http://dx.doi.org/10.1108/13527591011028933.

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PurposeTwo of the most sought after properties in today's dynamic and competitive manufacturing environment are labour flexibility and effective teamworking. This is due in no small part to the growth of modern manufacturing philosophies which strongly advocate the need for both teamwork and flexibility. This paper aims to explore the impact of two labour flexibility strategies (functional flexibility and intra‐cell flexibility) on teamwork in a cellular manufacturing environment.Design/methodology/approachUsing a revised input/process/output (IPO) team effectiveness model a questionnaire was

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Nadarajah, Devika, Sharifah Latifah Syed Abdul Kadir, and Haliyana Khalid. "Understanding How IT Capability Impacts Sustainable Competitive Advantage through Business Process Management." Business Management and Strategy 10, no. 2 (2019): 250. http://dx.doi.org/10.5296/bms.v10i2.15899.

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Business Process Management or BPM is the blueprint of how work is performed in any organisation to deliver customer requirements. Sustainable Competitive Advantage or SCA pushes organisations to adopt flexibility and dynamism into their systems, processes and culture. A study was carried out to determine the influence of BPM on SCA, and to identify the antecedents of BPM in creating SCA. One of the antecedents’ of the study was IT capability. The study was based on organisations in Malaysia. The results from the study revealed that IT capability failed to observe significant relationship to B

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Donald, Mathew. "How leaders can manage the disruption caused by the pandemic." Emerald Open Research 2 (May 22, 2020): 30. http://dx.doi.org/10.35241/emeraldopenres.13713.1.

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Organisations have over time adopted conservative, structured and controlled processes to manage and achieve goals set with their stakeholders. Contrary to that, an environment of disruption has emerged, that being a faster, less predictable and less certain environment than the previous fifty or more years. This environmental difference has emerged due to the interconnectivity of trade formed out of globalisation, technology, internet and social media. The historical organisational decision models and structures are perhaps too slow and conservative for a faster less certain new age. Whilst p

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Stankevičienė, Asta, Virginijus Tamaševičius, Danuta Diskienė, Žygimantas Grakauskas, and Liana Rudinskaja. "THE MEDIATING EFFECT OF WORK-LIFE BALANCE ON THE RELATIONSHIP BETWEEN WORK CULTURE AND EMPLOYEE WELL-BEING." Journal of Business Economics and Management 22, no. 4 (2021): 988–1007. http://dx.doi.org/10.3846/jbem.2021.14729.

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This article tends to fill the existing knowledge gap in understanding if work-life balance (WLB) can not only make a direct impact on employee well-being, but also play a mediating role between work culture and well-being. The purpose of this study was to investigate the mediating effect of WLB on the relationship between the structural dimensions of work culture – temporal flexibility, supportive supervision and operational flexibility – and employee well-being. The data were collected on the basis of a survey of employees employed by business and public sector organisations in Lithuania. Th

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Sheaff, Rod, Joyce Halliday, John Øvretveit, et al. "Integration and continuity of primary care: polyclinics and alternatives – a patient-centred analysis of how organisation constrains care co-ordination." Health Services and Delivery Research 3, no. 35 (2015): 1–148. http://dx.doi.org/10.3310/hsdr03350.

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BackgroundAn ageing population, the increasing specialisation of clinical services and diverse health-care provider ownership make the co-ordination and continuity of complex care increasingly problematic. The way in which the provision of complex health care is co-ordinated produces – or fails to produce – six forms of continuity of care (cross-sectional, longitudinal, flexible, access, informational and relational). Care co-ordination is accomplished by a combination of activities by patients themselves; provider organisations; care networks co-ordinating the separate provider organisations;

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Apsīte, Annija. "In search of a theoretical framework of factors influencing work and life balance." Sustainable development of the Baltic Sea Region 13, no. 2 (2021): 52–63. http://dx.doi.org/10.5922/2079-8555-2021-2-3.

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Work and life balance (WLB) has gained noticeable attention amid the pandemic. Even before the outbreak of COVID-19, the increasing pace of life encouraged the investigation of individual and organisational aspects of WLB. Physically and mentally healthy people help society develop and grow. Health issues caused by work and life imbalance lead to dissatisfaction with both work and life, which, in turn, leads to higher stress and stress-related illnesses, for instance, burnout. From the organisational point of view, WLB is a factor in analysing the efficiency of an enterprise. The consequences

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B. Whyman, Philip, and Alina Ileana Petrescu. "Workforce nationality composition and workplace flexibility in Britain." International Journal of Manpower 35, no. 6 (2014): 776–97. http://dx.doi.org/10.1108/ijm-06-2013-0133.

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Purpose – The purpose of this paper, with an organisational focus, is to offer a novel examination of the association between workforce nationality composition and workplace flexibility practices (WFPs), an under-researched topic with high potential benefits at microeconomic and macroeconomic level. Design/methodology/approach – British data are used, as the UK has experienced significant immigrant flows and has a relatively high level of labour market flexibility. The Workplace Employee Relations Survey 2011, sampling 2,500 British workplaces, offers for the first time data on workforce natio

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Von Krosigk, B. "A holistic exploration of leadership development." South African Journal of Business Management 38, no. 2 (2007): 25–31. http://dx.doi.org/10.4102/sajbm.v38i2.581.

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Aligning body, mind and spirit, acquiring emotional intelligence, an unshakable belief in their own intuition and producing outcomes in the context of organisational abilities encompass the attributes of leaders that emerged from this holistic exploration of leadership development. Emotionally aware leaders demonstrated their authenticity and cared for peaceful process. In this exploration such leaders started at the bottom within their enterprise working their way up over time. Agreeableness and flexibility were the core competencies they developed amongst others. A complex mix of behaviour,

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E, Athithya, Kavitha AC, and Dr Muralidhar S. "Electronic Human Resource Development (e HRD) Software for Workforce Training Management." DESIDOC Journal of Library & Information Technology 40, no. 04 (2020): 197–203. http://dx.doi.org/10.14429/djlit.40.04.14648.

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Every organisation irrespective of its size primarily cares about its most valuable and indispensable asset the Human Resource (HR). At present, In many organisations the processes of Human Resource Development (HRD) have undergone a great transformation from a conventional mode (Human intensive manual system) to a computerised one. The objective of this paper is to discuss about design, implementation and analyzing about the impact of computerised HR process in Workforce Training Management using web based self service portal for the entire training process. Experimental analysis revealed tha

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Völgyiné Nadabán, Márta. "Change management at clusters: first results of a change management survey among clusters at European level." Acta Agraria Debreceniensis, no. 54 (August 12, 2013): 81–85. http://dx.doi.org/10.34101/actaagrar/54/2152.

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Change is a natural characteristic of organisations at the end of the twentieth century and in the upcoming ages. The dynamism of the environmental effects and the heterogeneity of the environment urge organisations to continuously adapt to these changes. It means that organisations and clusters which are more or less agglomeration of organizations should be open to external influences and those organisations responding faster are more viable. From the professional literature several change management methods and tools are known. However, few sources deal with clusters. A cluster is also a uni

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Denning, Nick. "BCS partner: Diegesis keep your legacy systems agile to meet business objectives." ITNOW 63, no. 2 (2021): 34–35. http://dx.doi.org/10.1093/itnow/bwab047.

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Abstract Many organisations still rely on legacy applications for core business operations. How can these systems be made agile to meet new business challenges? Nick Denning, CEO of Diegesis, offers strategies for enterprise flexibility.

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Yakhlef, Ali. "The Age of Flexibility – Managing Organisations and Technology20012Jannis Kallinikos. The Age of Flexibility – Managing Organisations and Technology. 2001. 172 pp., ISBN: 91 89300 03 3 London School of Economics." Information Technology & People 16, no. 1 (2003): 115–21. http://dx.doi.org/10.1108/itp.2003.16.1.115.2.

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Sekhar, Chandra, Manoj Patwardhan, and Vishal Vyas. "Causal modelling of HR flexibility and firm performance in Indian IT industries." Journal of Modelling in Management 12, no. 4 (2017): 631–51. http://dx.doi.org/10.1108/jm2-07-2015-0053.

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Purpose This paper aims to measure the human resource (HR) flexibility and firm performances confirmatory model and to map the causal relation structures in the HR flexibility and firm performance dimensions using the DEMATEL method. Design/methodology/approach Data were collected from leading national and multinational information technology (IT) firms operating in the southern part of India. Confirmatory factor analysis was used to measure the confirmatory model, and the DEMATEL method was used to map the causal relation among the dimensions of HR flexibility and firm performance. Findings H

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Arthur-Mensah, Nana. "Bridging the industry–education skills gap for human resource development." Industrial and Commercial Training 52, no. 2 (2020): 93–103. http://dx.doi.org/10.1108/ict-11-2019-0105.

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Purpose The purpose of this study is to describe one advanced manufacturing company’s efforts to build a channel of skilled workforce by developing an apprenticeship programme with high schools. Design/methodology/approach Using a qualitative case study approach, the authors interviewed the members of the organisation to gain insights into opportunities and challenges they faced in addressing their skills needs. Findings The analysis showed that the collaboration and commitment of stakeholders were essential to the success of the programme. Furthermore, flexibility in employer’s expectations t

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