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Luxmi und Sneha. „Perceived Organisational Support’s relationship with Psychological Empowerment: A Review of Literature“. Gyan Management Journal 17, Nr. 1 (09.02.2023): 28–34. http://dx.doi.org/10.48165/gmj.2022.17.1.4.
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Current research examined the role of psychological empowerment of employees with the perceived organisational supports of employees. There are a very few researches were conducted to explore the relationship between the two variables perceived organisational support and psychological empowerment. Here the current research is based on review of previous researches to explore the kind of relationship exist between perceived organisational support and psychological empowerment. The results of the study reveals that an organisation’s strength is depend upon the attitude of their employees toward them. If the organisation’s employees feel that their organisation doesn’t worth their effort, so they start loosing interest in the Organisations work. Various researchers have supported the fact that the employees who are more committed to the organisation are high in performance, reduce absenteeism and try to stay in their current organisation for longer duration.
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Mutebi, Henry, Moses Muhwezi, Joseph Mpeera Ntayi und John C. Kigozi Munene. „Organisation size, innovativeness, self-organisation and inter-organisational coordination“. International Journal of Emergency Services 9, Nr. 3 (05.08.2020): 359–94. http://dx.doi.org/10.1108/ijes-05-2020-0024.
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PurposeThe purpose of this study is to examine how humanitarian organisation size affects inter-organisational coordination and further tested the mediating role of organisational innovativeness, self-organisation in the relationship between humanitarian organisation size and inter-organisational coordination among humanitarian organisations in Uganda.Design/methodology/approachThe study is based on cross-sectional survey; data was collected from 101 humanitarian organisations. The analysis of the proposed hypotheses was done with the help of PLS-SEM using SmartPLS version 3.3.0 for professionals.FindingsThe results show that humanitarian organisation size significantly relates with inter-organisational coordination. In addition, self-organisation and organisational innovativeness play a complementary role between humanitarian organisation size and inter-organisational coordination.Research limitations/implicationsThe findings of this research provide useful insights into the role of humanitarian organisation size in boosting inter-organisational coordination in humanitarian relief delivery. High levels of self-organisation and organisational innovativeness not only improve inter-organisational coordination in humanitarian relief delivery but also enhance the transformation of humanitarian organisation size benefits into inter-organisational coordination.Originality/valueThis research is one of the few studies that investigated the effect of humanitarian organisation size and inter-organisational coordination. It also brings into the limelight the mediating role of self-organisation and organisational innovativeness between humanitarian organisation size and inter-organisational ordination in humanitarian relief delivery.
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Hafis Ahmad, Mohd, Syuhaida Ismail und Abd Latif Saleh. „Readiness of Organisation and Employees in the Malaysian Public Organisation Towards Change Management“. International Journal of Engineering & Technology 7, Nr. 2.29 (22.05.2018): 607. http://dx.doi.org/10.14419/ijet.v7i2.29.13984.
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Organisational change refers to the transformation of an organisation from its present condition to some intended conditions in the future in minimising refusal from employees and expenditure of running the organisation while simultaneously boosting the productiveness of the change attempt. This paper aims to appraise the change administration of organisations in Malaysia since limited research have been done to examine whether the employees are ready to accept change in the organisation. This research is materialising its objectives of (1) identifying the attributes of change management in the Malaysian public organisation; (2) investigating the current practice of organisation and employees in the Malaysian public organisation towards change management and (3) assessing the factors influencing readiness of organisation and employees in the Malaysian public organisation towards change management. It is found that change management is an organised way to make sure that changes are completely implemented without any problems to make transitions from the aspects of individuals, groups, and organisations to an intended circumstances in the coming days by focusing on the wider impacts of change, particularly on people, where change takes place thoroughly in the entire organisation. Furthermore, it is found that current practice of organisation and employees in the organisation towards change management involved in three main factors, namely trust in management, communication and organisational commitment; with the positive vision for the future perceived by management team as the factor of trust in management, meanwhile for communication, it is found that there is good communication between supervisors and employees about the organisation’s policy toward the changes. The factor found in organisational commitment is employees enjoy discussing their organisation with outsiders. The findings of this paper provide a positive impact on change management planning, which ultimately help in ensuring more effective change programme implementation in the public organisation in Malaysia.
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Howell, Gwyneth V. J., und Rohan Miller. „Maple Leaf Foods: Crisis and Containment Case Study“. Public Communication Review 1, Nr. 1 (09.02.2010): 47. http://dx.doi.org/10.5130/pcr.v1i1.1297.
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Crises can impact an organisation’s viability, credibility and reputation. Communication can preserve and protect the valuable reputation of an organisation, by demonstrating an acceptance of responsibility for the crisis and addressing victim concerns. The research illustrates that Maple Leaf Food’s crisis communication strategy was effectual and in supported to its purported organisational values as an organisation focused on health and safety. This case highlights why it is crucial for organisations to develop and apply a cohesive crisis communication strategy.
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Mutebi, Henry, Joseph Mpeera Ntayi, Moses Muhwezi und John C. Kigozi Munene. „Self-organisation, adaptability, organisational networks and inter-organisational coordination: empirical evidence from humanitarian organisations in Uganda“. Journal of Humanitarian Logistics and Supply Chain Management 10, Nr. 4 (21.08.2020): 447–83. http://dx.doi.org/10.1108/jhlscm-10-2019-0074.
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PurposeTo coordinate humanitarian organisations with different mandates that flock the scenes of disasters to save lives and respond to varied needs arising from the increased number of victims is not easy. Therefore, the level at which organisations self-organise, network and adapt to the dynamic operational environment may be related to inter-organisational coordination. The authors studied self-organisation, organisational networks and adaptability as important and often overlooked organisational factors hypothesised to be related to inter-organisational coordination in the context of humanitarian organisations.Design/methodology/approachThe study’s sample consisted of 101 humanitarian organisations with 315 respondents. To decrease the problem of common method variance, the authors split the samples within each humanitarian organisation into two subsamples: one subsample was used for the measurement of self-organisation, organisational network and adaptability, while the other was for the measurement of inter-organisational coordination.FindingsThe partial least square structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.8 indicated that self-organisation is related to inter-organisational coordination. Organisational network and adaptability were found to be mediators for the relationship between self-organisation and inter-organisational coordination and all combined accounted for 57.8% variance in inter-organisational coordination.Research limitations/implicationsThe study was cross sectional, hence imposing a limitation on changes in perceptions over time. Perhaps, a longitudinal study in future is desirable. Data were collected only from humanitarian organisations that had delivered relief to refugees in the stated camps by 2018. Above all, this study considered self-organisation, adaptability and organisational networks in the explanation of inter-organisational coordination, although there are other factors that could still be explored.Practical implicationsA potential implication is that humanitarian organisations which need to coordinate with others in emergency situations may need to examine their ability to self-organise, network and adapt.Social implicationsSocial transformation is a function of active social entities that cannot work in isolation. Hence, for each to be able to make a contribution to meaningful social change, there is need to develop organisational networks with sister organisations so as to secure rare resources that facilitate change efforts coupled with the ability to reorganise themselves and adapt to changing environmental circumstances.Originality/valueThe paper examines (1) the extent to which self-organisation, adaptability and organisational networks influence inter-organisational coordination; (2) the mediating role of both adaptability and organisational networks between self-organisation and inter-organisational coordination in the context of humanitarian organisations against the backdrop of complex adaptive system (CAS) theory.
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Nwanzu, Chiyem Lucky, und Sunday Samson Babalola. „Predictive Relationship between Sustainable Organisational Practices and Organisational Effectiveness: The Mediating role of Organisational Identification and Organisation-Based Self-Esteem“. Sustainability 11, Nr. 12 (22.06.2019): 3440. http://dx.doi.org/10.3390/su11123440.
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This study ascertains the predictive relationship that sustainable organisational practices have with organisational effectiveness and the mediating role of organisational identification and organisation-based self-esteem in this relationship. One-hundred and forty-five participants (62 males and 83 females) were sampled from 31 privately-owned organisations in Delta State, Nigeria. Regression analysis revealed that sustainable organisational practices positively and significantly predict organisational effectiveness, β = 0.42, p < 0.001, and that organisational identification and organisation-based self-esteem mediate the relationship. It was recommended that privately-owned organisations intensively implement sustainable organisational practices for organisational effectiveness, organisational identification and organisation-based self-esteem.
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Bunker, Deborah, Karl-Heinz Kautz und Anne Luu Thanh Nguyen. „Role of Value Compatibility in it Adoption“. Journal of Information Technology 22, Nr. 1 (März 2007): 69–78. http://dx.doi.org/10.1057/palgrave.jit.2000092.
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Compatibility has been recognised as an important element in the adoption of IT innovations in organisations but as a concept it has been generally limited to technical or functional factors. Compatibility is also significant, however, with regard to value compatibility between the organisation, and the adopted IT innovation. We propose a framework to determine value compatibility analysing the organisation's and information system's structure, practices and culture, and explore the value compatibility of an organisation with its adopted self-service computer-based information system. A case study was conducted to determine the congruence of an organisation's value and IT value compatibility. This study found that there was a high correspondence in the organisational structure and practice dimensions; however, there were organisational culture disparities. The cultural disparities reflected the self-service acceptance and training issues experienced by the case organisation. These findings add insight into the problems experienced with value compatibility and the adoption of the information systems, and show the potential use of the proposed framework in the detection of such problems.
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Clifton, Louise, und Paul Gentle. „The genie in the learning organisation? The experience of using multi-level action learning at the Leadership Foundation“. International Journal of Public Leadership 11, Nr. 2 (11.05.2015): 66–76. http://dx.doi.org/10.1108/ijpl-01-2015-0004.
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Purpose – The purpose of this paper is to examine the working practices and outcomes of an action research project in a specialist organisation engaged in the field of leadership development. The intention of the project was to enable the company involved to become a stronger learning organisation at a time when it was developing a future strategy. Design/methodology/approach – The paper uses a case study approach to describe and analyse a three-stage process involving the use of a focus group, organisational climate survey and voluntary action learning sets. Interviews with participants are analysed thematically in order to assess the impact of the action research project on the organisation’s culture. Findings – Participation by the majority of the Leadership Foundation’s staff in action learning and related opportunities for feedback within the organisation helped move its culture towards wider participation in strategy development and a whole organisation approach to working. Other organisations wishing to build collaborative working cultures can learn from the implications of the project, particularly those concerning the need to attend to the intended outcomes of action learning and the role of skilled, critical facilitators in action learning processes. Originality/value – The paper is innovative in that it explores practitioner-led action research work in a setting of leadership and organisational development. It will interest leaders and managers who seek to build learning organisations, as well as organisational developers with an interest in enhancing the impact of action learning.
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Alqudah, Hamzah E., Mani Poshdar, Luqman Oyekunle Oyewobi, James Olabode Bamidele Rotimi und John Tookey. „Sustaining Construction Organisations in NZ: A Linear Regression Model Approach to Analysing Determinants of Their Performance“. Sustainability 15, Nr. 5 (24.02.2023): 4143. http://dx.doi.org/10.3390/su15054143.
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The characteristics, strategies, capabilities, and resources of an organisation contribute to its competitive advantage and superior performance. A model to explain performance differences in the New Zealand context will be developed by examining the relationships between construction organisational performance and these constructs. The information was obtained using a questionnaire survey. A total of 101 organisations participated in the research. For the instrument used to elicit data, the literature was used to identify indicators associated with characteristics of organisational strategies for competition, resources and capabilities, and performance of the organisation. Analyses of descriptive, parametric, and linear regression were conducted to examine the effects of these constructs on organisational performance. The results suggest that organisational characteristics are significantly associated with internal business processes, learning, and the growth perspectives of an organisation’s performance, while competitive strategies, resources, and capability perspectives are significantly related to financial perspectives. As a result, these findings add to the current discourse regarding organisational performance differentials in the construction industry. The study demonstrates that it is critical to take into account the different organisational characteristics that are implemented within organisations and how they influence organisational performance beyond rational processes.
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Okigbo, O. N., I. Saidu, W. A. Ola-Awo und A. D. Adamu. „Organisational Characteristics as a Catalyst for Effective Performance of Nigerian Construction Organisations“. Environmental Technology and Science Journal 13, Nr. 2 (25.02.2023): 53–59. http://dx.doi.org/10.4314/etsj.v13i2.6.
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Organisational characteristics are distinctive features of an organisation that enable it to perform its statutory roles. It has a lot of influences on organisational performance but less study has indicated the role it plays in improving the performances of organisations. This study appraised different types of organisation characteristics in the Nigerian construction industry and their roles in improving the performances of organisations. In achieving the aim of the study 366 questionnaires were distributed purposefully to management members of construction organisations practising in Abuja who are members of the federation of the construction industry (FOCI). 310 of the questionnaires that were distributed were retrieved, this represented an 82% of response rate. A hypothesis was formulated and tested using multiple regression analysis. Each type of the characteristic form a model equation, the p-values of all the models were 0.000 and The model's result showed that management style, decision making style, organisational culture, organisation effectiveness, organisation efficiency, behaviour and structure have a predictive value of 26%, 45% 20%, 34%. 14%, 54%, and 44% respectively, indicated that all types of characteristics used in the study significantly affect organisational performance. Putting special attention on them by the management of the organisation will significantly improve its performance. The study recommended that organisations in the Nigerian construction industry pay more attention to the identified types of organisational characteristics in order to achieve effective performance.
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Mahadea, D. „On the emergence of firms and sick institutions“. South African Journal of Economic and Management Sciences 3, Nr. 1 (31.03.2000): 109–24. http://dx.doi.org/10.4102/sajems.v3i1.2602.
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Organisations and firms are formed by people and entrepreneurs. Firms can become sick just as people do. Not all firms live forever. This paper examines the emergence of "sick" institutions. Organisations can become unhealthy when there is a mismatch between goods and services they produce and the external environment in which they operate. Survival and fitness of an organisation depend on its ability to respond and adapt cost-effectively to the changing environment. Entrepreneurship, n-Achievement and productivity of individuals are critical to an organisation's health. A thorough diagnostic framework of symptoms of organisational ills is required before prescribing any therapy, to bring about a healthy organisation. The future belongs to healthy firms, with adaptable strategies and resources that optimally fit the changing environment.
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Nagabhaskar, Dr M., und Mr Ch Chandra Sekhar. „Impact of OCTAPACE Model on Banking Employees: a Comparative Study of Private and Public Sector Banks with reference to Andhrapradesh“. International Journal of Innovative Research in Engineering & Management 9, Nr. 4 (2022): 122–25. http://dx.doi.org/10.55524/ijirem.2022.9.4.21.
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Organisational culture is a facet that impacts every organisation’s functioning, different organisation needs different quite culture to be set up. it’s defined in terms of shared meaning, patterns of beliefs, rituals, symbols, and myths that evolve over time, service to scale back human variability and control and shape employee behavior in organisation. this research aims to compare private sector and public sector banks in terms of values of employees. The study attempts to understand the impact of OCTAPACE model on banking employees of private and public sector banks in Andrapradesh.The main implication of this research on organisational culture suggest that there is a scope for further improvement in the sample study organisations which would improve their work life by overcoming the monotony.
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Walton, Paul. „Information Evolution and Organisations“. Information 10, Nr. 12 (12.12.2019): 393. http://dx.doi.org/10.3390/info10120393.
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In a changing digital world, organisations need to be effective information processing entities, in which people, processes, and technology together gather, process, and deliver the information that the organisation needs. However, like other information processing entities, organisations are subject to the limitations of information evolution. These limitations are caused by the combinatorial challenges associated with information processing, and by the trade-offs and shortcuts driven by selection pressures. This paper applies the principles of information evolution to organisations and uses them to derive principles about organisation design and organisation change. This analysis shows that information evolution can illuminate some of the seemingly intractable difficulties of organisations, including the effects of organisational silos and the difficulty of organisational change. The derived principles align with and connect different strands of current organisational thinking. In addition, they provide a framework for creating analytical tools to create more detailed organisational insights.
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Stephens, Alan J., und Jane M. Dwyer. „Culture Barriers to Customer Relationship Management: An Assessment of the Impact of Customers Experience in Organisations“. Journal of Management World 2021, Nr. 4 (01.10.2021): 214–21. http://dx.doi.org/10.53935/jomw.v2021i4.174.
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Customer Relationship Management (CRM) has become widely accepted as an important management discipline in recent years. Successful CRM performance has been linked to an organisation's ability to identify and respond to potential barriers within organisational culture. In this study, we measure the culture of organisations implementing CRM. We identified four types of culture: customer-focused behaviours, information sharing, cross-functional teams, performance-based rewards, supportive relationships, adaptive and responsive attitudes to change, and a higher degree of risk-taking and innovation. Inadequate measurement is identified as a problem associated with CRM system implementations. The impression that an organisation is a growing and dynamic system, and the perception from outsiders, especially from customers, that the organisation is high potential, will encourage customers to participate in the CRM program. Our results indicate that more than 40% of the sampled organisations lack the organisational cultural that the extant literature would indicate is conducive for achieving CRM implementation success.
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Twum-Darko, Michael, und Tiko Iyamu. „Politicking information technology strategy in organisations: A case study of a selected organisation in South Africa“. Journal of Governance and Regulation 4, Nr. 3 (2015): 107–14. http://dx.doi.org/10.22495/jgr_v4_i3_c1_p2.
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The paper discusses the impact of organisational polities on IT strategy formulation and implementation in an organisation. The objective is to determine the extent of organisational polities on strategy implementation in an organisation. The paper considered the interplay between stakeholders in influencing IT strategy formulation and implementation in an organisation as a socially constructed phenomenon. Thus, the phenomenon can be interpreted and understood by using social theories such Structuration Theory. Hence the paper adopted ANT as a lens through which to understand and interpret the sociotechnical processes associated with IT strategy formulation and implementation in an organisation. Through IT strategy, many organisations attempt to set out key directions and objectives for the use and management of information, communication and technologies. A shared view among these organisations is that IT strategy allows all parts of the organisation to gain a shared understanding of priorities, goals and objectives for both current and future states as defined in the organisational strategy. It is therefore arguable that IT strategy, for the foreseeable future will remain a key aspect of development within organisations. As a result, there has been more focus on how IT strategy is formulated and articulated. What is missing though, is less attention to the implementation of it. Using interpretive research philosophy and employing semi-structured interviews as data collection instrument, this paper attempts to suggest a matrix that will assist organisation to comprehend and deal with organisational politics to reduce its negative impact on IT strategy formulation and implementation in an organisation.
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Wäistö, Pia, Juhani Ukko und Tero Rantala. „Workspace in supporting strategy implementation – a study of 25 knowledge-intensive organisations“. Facilities 42, Nr. 15/16 (25.03.2024): 53–69. http://dx.doi.org/10.1108/f-07-2023-0060.
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Purpose Organisational strategy becomes reality by connecting organisation’s resources and capabilities in daily operations, and physical workspace is one of the environments in which this takes place. This study aims to explore to what extent factors required for successful strategy implementation are considered when designing, using and managing workspaces of knowledge-intensive organisations. Design/methodology/approach For the study, managers in 25 large and medium-sized knowledge-intensive organisations were interviewed. The semi-structured interviews focused on organisation’s strategy, strategy implementation practices and workspace design and management. To form a comprehensive framework of strategy implementation success factors for the study, the factors of 11 frameworks were analysed, grouped and renamed. Findings Current workspace design, usage and management mainly support human-related strategy implementation factors. However, both organisation- and human-related factors are needed for the strategy implementation to be successful. Therefore, the organisations studied may have unused potential in their workspaces to ensure strategy-aligned operations and behaviour. Practical implications Due to the potential imbalance between organisation- and human-related strategy implementation factors, a more holistic, organisational-level approach to workspace design, usage and management is recommended to ensure the success of strategy implementation. Originality/value Workspaces have extensively been studied from individual strategy implementation factors’ as well as employees’ perspectives. Prior to this work, there are only few studies exploring workspace in the holistic, strategy implementation context.
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Ahsan, Md Ali, Surena Sabil und Abang Ekhsan Abang Othman. „Learn, Change or Perish: A Paradigm Shift about Organisational Structure in the Public Sector Organisation of Bangladesh“. ABC Research Alert 6, Nr. 1 (30.04.2018): Malaysia. http://dx.doi.org/10.18034/ra.v6i1.321.
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Reform is an ongoing process for the organisations to cope with the changing atmosphere. Public sector organisations are ideologically different from its private counterpart, as public sector organisations are more service oriented rather profit orientation. This paper aims to understand the significant structural factors of organisation that has influence on organisational learning in public sector organisation from the context of developing country. This is purely a qualitative study based on inductive approach; it collected the primary data by deploying semi-structured interviews for over a period of more than nine months. This paper reveals several significant factors that have influence on organisational learning in public sector organisation in an emerging country (socio-economic) like Bangladesh by collecting empirical evidence from the study location.
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ARAVOPOULOU, Eleni. „ORGANISATIONAL CHANGE: A CONCEPTUAL AND THEORETICAL REVIEW“. Nowoczesne Systemy Zarządzania 10, Nr. 1 (18.12.2015): 19–32. http://dx.doi.org/10.37055/nsz/129349.
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The organisational change is a phenomenon which has gained attention from theoretists and practioners alike. The paper analyzes the notion of change, oragnizational change and types of change. The paper is of theoretical nature. Several authors have perceived organisational change as a “response” to an organisation’s internal and/or external environment. The paper investigates different perspectives of emergent change basing on Kanter et al., (1992) Kotter (1996) and Luecke (2003). The author highlights that these three models have some common features: a development of vision and leadership. On the other hand Strobel (2015) refutes the argument that there is “one best way” that can be applied in all situations and organisations, when managing change, and promotes the idea of “one best way” for each situation and organisation individually. Moreover the drivers and types of organizational change are presented. Several forces driving organisational change have been identified and they basically involve factors with regards to both the internal and external environment of an organisation.
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Farkas, Johanna, János Sallai und Ernő Krauzer. „The Organisational Culture of the Police Force“. Internal Security 12, Nr. 1 (22.07.2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.
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The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational settings, and the factors influencing it. Organisational culture includes communication with clients (in the case of police, citizens) and the relating approach system. The organisational culture cannot be considered basically “good” or “bad”. There are external and internal metrics and requirements that reflect the state of a given organisation: they indicate the quality and quantity of value creation, the organisation’s acceptance in its environment as well as its necessity in the society. The organisational culture is optimal if it serves the organisation’s tasks, objectives, the fulfillment of its duties, an the maintenance of its expedience, as well as if it is supportive, creative and facilitating. In an optimal organisational culture, the interests are enforced between the groups and people in the organisation in a peaceful way, their work is effective and successful, all conditions are ensured, the staff is satisfied, and the organisation’s output is accepted, recognised and required in its external environment. These organisations are acknowledged by the citizens and operate in accordance with their environments.
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Soobramoney, Jerelene, und Ophillia Ledimo. „Exploring corporate social responsibility and organisational commitment within a retail organisation“. Risk Governance and Control: Financial Markets and Institutions 6, Nr. 4 (2016): 132–40. http://dx.doi.org/10.22495/rcgv6i4c1art3.
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Organisations have difficulty retaining employees who have the necessary talent, skills and knowledge to give the company a competitive edge in a global market, thus emphasising the need for organisational commitment. The objective of the study was to explore the relationship between corporate social responsibility and organisational commitment within a South African retail organisation. Corporate social responsibility has a positive influence on consumer behaviour and can contribute to corporate success because CSR activities enhance an organisation’s image. Research has indicated that corporate social responsibility is related to an employee’s commitment. The Corporate Social Responsibility Scale and the Organisational Commitment Scale were administered to a non-probability sample of 171 employees from a population of 268 employees in the human resources department of a retail company. Person’s correlation analysis was used to determine the relationship between corporate social responsibility and organisational commitment. This study provided insight into the corporate social responsibility of the organisation. Managers and practitioners in the human resources may use these findings for the development of corporate social responsibility policies and practices in order to build employee commitment.
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Idowu, Oluwafemi Emmanuel. „Understanding Organisational Culture and Organisational Performance: Are They Two Sides of the Same Coin?“ Journal of Management Research 8, Nr. 4 (01.12.2016): 12. http://dx.doi.org/10.5296/jmr.v9i1.10261.
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The understanding of organisational culture is increasingly viewed as a necessary requirement for high performance in the organisation. This is also suggestive that the culture of an organisation may have a significant impact on the success of the organisation. The term ‘organisational culture’ is used widely, however inappropriately and occasionally defining and using it incorrectly. While there is universal agreement that organisational culture exists and that it plays a crucial role in shaping behaviour and performance in organisations, there is little consensus on what organisational culture is and how it impacts on organisational performance. Without a reasonable understanding of the concept of organisation culture and its definition, we cannot understand its relationships with organisational performance. This paper explores the notion and the understanding of the concepts of organisational culture and organisational performance. If we can define and understand the concept of organisational culture, then we can understand how it can impact on organisational performance.
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Tampere, Kaja. „Corporate social responsibility developments in post-communist countries: Towards organisations’ social legitimacy“. Central European Journal of Communication 12, Nr. 1 (13.05.2019): 62–77. http://dx.doi.org/10.19195/1899-5101.12.1(22).4.
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The aim of the paper is to introduce corporate social responsibility CSR as an organisation’s management and stakeholders’ relations tool in post-communist countries for ensuring the organisation’s social legitimacy. The article discusses how understanding the interdependence between the organisation and society helps to support the organisation to develop social legitimacy and therefore ensure its sustainability. The general research problem in this article is connected with the societal context of studied organisations: how CSR could be positioned and managed in a post-communist society to avoid a rebuff against an organisation’s CSR activities. The topic of this paper is approached through three research questions: how post-communist organisations see the CSR position in the organisation, how social legitimacy is acknowledged and defined, and finally to what extent CSR is seen as a tool for ensuring social legitimacy. For the research, seven Estonian organisations’ representatives with management responsibility were interviewed to find out their thoughts and ideas about CSR and social legitimacy.
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Schulze, Jonas Hermann, und Felix Pinkow. „Leadership for Organisational Adaptability: How Enabling Leaders Create Adaptive Space“. Administrative Sciences 10, Nr. 3 (28.06.2020): 37. http://dx.doi.org/10.3390/admsci10030037.
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Organisational adaptability is the ability of an organisation to recognise the need to change and seize opportunities in dynamic environments. In an increasingly complex world, leadership must pay attention to dynamic, distributed, and contextual aspects in order to position their organisations for adaptability. The theory of dynamic capabilities constitutes a central concept for the requirements that enable organisational adaptability. Recent research suggested a model of “leadership for organisational adaptability” embedded in the theory of dynamic capabilities and ambidextrous leadership. This model ascribes leaders the task of creating “adaptive spaces”, which are ways to engage in tension that arises when new ideas collide with an organisation’s operational system, in order to generate and scale innovation. This work employs a qualitative research design by conducting expert interviews with participants from the management consulting industry as an exemplary object of research, and it identifies ways by which leaders can create such adaptive spaces. Findings indicate that leaders predominantly achieve this by providing employees with head space and opportunities to connect with others and promote diversity within their organisations. However, they could engage more actively in activities that pressure the organisation to change, leverage network structures to scale innovation, and in developing employees. It further emerged that organisations have not fully internalised the notion of distributed leadership, which is deemed crucial for coping with complexity.
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Dolgaya, A. A. „Sustainable organisation management system: properties and factors“. UPRAVLENIE / MANAGEMENT (Russia) 10, Nr. 4 (24.01.2023): 55–64. http://dx.doi.org/10.26425/2309-3633-2022-10-4-55-64.
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The ongoing degradation of natural resources and climate change are the focus of close attention of the global and business community. Sustainable development goals have been formulated at the highest levels of global economic governance. However, the existing trends are not broken and, obviously, a critical mass of business on a global scale is being conducted contrary to the declared direction. The purpose of the study is to identify the necessary characteristics of the management system of a sustainable organisation and the driving forces of its development. To achieve this goal, the author used the method of conceptual analysis. The systematisation of the research results was carried out on the basis of the author’s concept of the architectonics of the organisation’s management system. The approaches used to the formation of sustainability and management models of sustainable organisations were analysed both in the form of cases and in an analytical form. As a result of the study, the author revealed the features of managing a sustainable business organisation. Fundamental among them is the leader’s set of values. It is a necessary factor for the existence of the organisation. This particular set of values the author calles “sustainability”, and it determines the proper functioning of other system elements: organisational culture, performance indicators and internal organisational standards. The most significant sign of the “sustainability” set of values influence on the management system are investment decisions. In particular, the most striking indicator of the sustainability of the management system is the priority of long-term goals over short-term ones in the choice of production technologies in the company’s development process. The study confirmed the need for an integrated approach to assessing the sustainability of business organisations. The results of the study were used to create a conceptual architectonics of a sustainable organisation management system.
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Kallarackal, Tomy K. „Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture“. Atna - Journal of Tourism Studies 9, Nr. 2 (01.07.2014): 89–112. http://dx.doi.org/10.12727/ajts.12.5.
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The productivity and effectiveness of any organisation depends mainly on the performance level of the employees in the organisation. Human behaviour scientists over the years have conducted various studies and have concluded that, the performance of employees in any organisation depends largely on their motivational behaviour. Reviews of related literature confirm the role of various factors in the motivational behaviour of employees including organisational culture. The title of the present study is ―Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture‖. The major objective included ascertaining the relationship between motivational behaviour and organisational culture of employees working in these types of businesses. The population of the study consisted of 323 employees working in travel agencies, tour operations, airlines and hotels and resorts in Bangalore. The sampling technique employed was judgment sampling. For the present study two tools namely: Motivational Analysis of Organisations- Behaviour (MAO-B) by Pareek (2003) and Organisational Culture Survey by Pareek (2003) were used to collect data. The findings of the study show that most of the organisations in the tourism industry hold Internal and Narcissistic aspects of organisational culture reflecting the sad state of affairs prevalent in these organisations.
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A. D., Pearce, und Pons D. J. „Defining Lean Change—Framing Lean Implementation in Organizational Development“. International Journal of Business and Management 12, Nr. 4 (26.03.2017): 10. http://dx.doi.org/10.5539/ijbm.v12n4p10.
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Problem – When lean is adopted in traditional organisations it requires a widespread organisational change and many businesses fail to sustain lean practices. Purpose – The purpose of this work was to define lean implementation based on the organisational development (OD) body of knowledge. Approach – The literature in lean and organisational change was reviewed and amalgamated to develop a novel conceptual framework. Findings – Lean implementation begins with a planned changed that is episodic. However, the ultimate goal is to develop a learning organisation where change is continuous and emergent from all levels. Respect for people, everyone in the organisations contribution, is considered key to successful implementation of lean. Implications– Practitioners should not focus on isolated improvements, but foster change from within for a permeable transformation to become a lean learning organisation. Originality - This paper provides new insights into lean implementation and its transformative effect on the organisation. A novel conceptual model is presented that frames lean transformation within the organisational development literature.
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Đorić, Igor, Mihajlo Ranisavljević und Marko Milojević. „Controlling and internal auditing at the Ministry of Defence“. Scientific Technical Review 72, Nr. 2 (2022): 66–70. http://dx.doi.org/10.5937/str2202066d.
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This paper discusses the theoretical foundations and definitions of controlling and internal auditing as tools that help the organisation's management in managing business compliance and business continuity, with the purpose of meeting the organisation's objectives, by assessing the effectiveness of risk management inside the organisation, as well as of control and management. Considering the contemporary trends in organisational management, where the management is faced with frequent crises that require rapid and comprehensive action and response to risks, where internal auditing information is focused on the past, there is a need to implement controlling in organisations to provide help to the management for the future. The aim of this paper is to highlight the need to introduce controlling at the Ministry of Defence in order to improve the work of this organisation and to provide strong support in preventing the existing problems and to develop innovative systems of solutions that go beyond mere financial reporting.
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Kumar Singh, A. „Impact of the HRM practices and organisation culture on managerial effectiveness in public sector organisations in India“. Agricultural Economics (Zemědělská ekonomika) 56, No. 8 (20.08.2010): 379–86. http://dx.doi.org/10.17221/64/2010-agricecon.
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This study is in the light of the liberal global Indian economy that has led to a competitive environment. In a changing scenario of the global business environment with a highly competitive market economy, the HRM practices and organisation culture will provide an edge to an organisation. This study is an attempt to understand the effect of the HRM practices and organisation culture on managerial effectiveness in public sector organisations in India. This study revealed that the HRM practices and organisational culture are a strong predictors of the managerial effectiveness of the public sector organisations surveyed.
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Haeruddin, M. Ikhwan Maulana. „The Influence of Organisational Culture on the Institutional Strengthening through a Resource-Based View“. Asian Journal of Economics, Business and Accounting 24, Nr. 7 (18.06.2024): 129–34. http://dx.doi.org/10.9734/ajeba/2024/v24i71397.
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This study aims to conduct research that principally emphasises the influence of organisational culture on institutional strengthening through the application of a resource-based view. There are a great number of organisational behaviour experts who confirm that the fit level of the person and organisation is based on several factors, such as the work environment. Literature explains that organisational culture is associated with shared values, practices, and behaviours that contribute to the organisation’s psychological and social environment. organisational culture also fosters the development and improvement of adaptability and flexibility among organisation members in order to respond more efficiently and effectively to changing situations, which is critical for institutional strengthening. The organisation is helped to ensure that any individual who is attached to the organisation is aware of the objective and/or goal, policy management, as well as the expectations of the organisation, and eventually, effective and efficient communication is perceived as one of the critical factors for institutional strengthening.
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Vale, José, Rafaela Miranda, Graça Azevedo und Maria C. Tavares. „The Impact of Sustainable Intellectual Capital on Sustainable Performance: A Case Study“. Sustainability 14, Nr. 8 (07.04.2022): 4382. http://dx.doi.org/10.3390/su14084382.
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Intellectual capital (IC) has become one of the most valuable resources of an organisation. Along with the increasing concerns for sustainable practices, a new concept has emerged: Sustainable IC (SIC). However, research on SIC is scarce, especially when addressing its relationship with sustainable organisational performance. Through a case study conducted on a small- and medium-size industrial orthopaedic footwear organisation, we aimed to assess how an organisation’s internal stakeholders perceive the concepts of SIC, sustainability, and sustainable performance and to comprehend better the effect of SIC on the economic, social, and environmental dimensions of sustainable organisational performance. Evidence suggests that the stakeholders were not familiar with the SIC concept and overemphasised the environmental dimension when referring to both sustainability and sustainable performance concepts. Furthermore, it was found that the organisation’s sustainable performance was affected by all its SIC components (human, structural, and relational). This study contributes to the development of two different but complementing areas of research: IC and sustainability. It also provides important managerial implications for industrial organisations concerned with their performance. Finally, generalisation for other situations should only be conducted in a theoretical fashion.
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Urbancová, Hana, und Lucie Vnoucková. „Application of talent and knowledge management in the Czech and Slovak Republics: First empirical approaches“. Ekonomski anali 60, Nr. 205 (2015): 105–37. http://dx.doi.org/10.2298/eka1505105u.
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This paper endeavours to extend existing theories on talent and knowledge management by applying theoretical concepts on real management of organisations. The examination of different definitions of talent management and knowledge management is crucial for capturing their practical impact on central human resource development practices such as education, training, and development. The main aim of the paper is to identify key factors that describe the main approaches to talent management (TM) and ensuring knowledge continuity (EKC), based on analysis of current approaches of organisations in the Czech and Slovak Republics. The results reveal three possible approaches to employees and organisational development. The first type of organisation develops employees within their own organisational rules, the second type of organisation does not support development of employees in any way, and the third type of organisation does not affect employees? development but the employees develop themselves - these can be characterized as ?knowledge employees?. The paper identifies the practical benefits for organisations resulting from talent management and ensuring knowledge continuity. Knowledge continuity and its development guarantee that knowledge is retained within an organisation. Knowledge needs to be transferred to relevant successors who can participate in a talent management programme.
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Garnett, Jonathan, Selva Abraham und Param Abraham. „Using work-based and work-applied learning to enhance the intellectual capital of organisations“. Journal of Work-Applied Management 8, Nr. 1 (01.03.2016): 56–64. http://dx.doi.org/10.1108/jwam-08-2016-0013.
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Purpose The purpose of this paper is to show how work-based and work-applied learning (WAL) can enhance the intellectual capital of organisations. Design/methodology/approach The paper draws organisational learning- and work-based learning literature and case study illustrations. Findings To achieve major strategic change in organisations requires working at senior level within the organisation to develop the capability of the organisation to learn and apply that learning strategically. WAL is explicitly geared to bring about change and enhance the learning capability within the organisation. Research limitations/implications There is a need for further longitudinal studies of organisations that have used the work-based and WAL approaches. Practical implications The conclusions reached have implications for higher education and non-award bearing executive education. Social implications The alignment of individual learning with organisational objectives positions learning as a co-operative part of working life rather than just individual preparation for employment. Originality/value The paper positions work-based learning and WAL as appropriate responses to the learning needs of organisations as well as individuals.
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Molete, Dr Mantoa C. „Cororate Culture as a Function in Formulating Strategic Communication.“ 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, Nr. 1 (08.10.2021): 135. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(135).
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Sub Saharan Africa is filled with cultural diversity which creates a multicultural market. These diversities are created by the external and internal stakeholders in an organisation allowing the emerging of a unique organisational culture to describe the identity of a specific organisation. In its broader term culture gives description to units that provides unity amongst people hence its importance in group situation. Organizational culture is viewed as the shared values, beliefs, or perceptions held by employees within an organization. Moreover, an organization's culture tells us a lot about how members of that specific organisation communicate with each other. Even with the above vital role, organisational culture is viewed as an aspect to influence communication rather than a key role player in developing a communication strategy that fits the intended communication objectives of the specific organisation. To many organisations, the direction of their specific communication is more depended on current communication trends rather than the cultural aspect that determines the identity and behaviour of stakeholders of the specific organisation to achieve set objectives specifically in very diverse areas such as Africa. Whilst various authors have written about organisational culture there is still a lack in literature developed to outline in detail the cultural patterns and norms of African cultures, which are important in understanding the communication approaches of Africans even in corporate environments. This lack in literature also deprives African organisations to understand the diversity within its stakeholders. The aim of this paper is to explore how organisational culture and aspects of culture play a vital role in creating a communication strategy that is fit for a specific organisation to outplay the intend communication objective. This paper place focus on organisational culture and the vital function it plays in strategic communication. Keywords: Strategic communication, organizational culture, diversity, culture, communication
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GÖKSEL, Asuman. „Erasmus+ Vasıtasıyla Öğrenen Örgütü Teşvik Etmek: Türkiye’de Gençlik Kuruluşları“. Gençlik Araştırmaları Dergisi 10, Nr. 27 (31.08.2022): 15–38. http://dx.doi.org/10.52528/genclikarastirmalari.982763.
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Turkey’s full participation in the European Union’s Education and Youth Programmes (i.e., Erasmus+Programme) since 2004 has been one of the ongoing components of Turkey–EU relations. As indicated bythe Director of the National Agency of Turkey in 2021, the programme has supported 700,000 participantsfrom Turkey in 36,000 projects over the course of 17 years. Youth organisations taking part in the learningmobility opportunities of the youth component of the Erasmus+ programme are just one of the programme’smany beneficiaries.In an effort to perform a theoretical analysis of the effects of Erasmus+ on youth organisations in Turkey,this article suggests that owing to their contextual characteristics, youth organisations have the potential totransform into learning organisation stimulated by their involvement in Erasmus+ youth projects. To answerhow Erasmus+ may act as a trigger for this, qualitative data were collected from fifteen youth organisationsfrom Turkey active in the programme and analysed around four components of the integrated model onlearning organisation developed by Örtenblad (2004) (i.e., organisational learning, learning at work, learningclimate and learning structure). The findings suggest that three major factors, namely organisationalconsciousness on learning, participatory mechanisms in the organisation and team-based working structures,are mutually reinforcing characteristics able to help youth organisations transform into learning organisationthrough participation in Erasmus+/YiA training and support activities.
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Mbamba, Ulingeta O. L. „Relationship between Organisational E-readiness and E-Commerce Implementation in Developing Countries: Perspectives from Tanzania“. University of Dar es Salaam Library Journal 18, Nr. 1 (26.06.2023): 152–66. http://dx.doi.org/10.4314/udslj.v18i1.10.
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This paper aimed to establish the role of e-readiness in implementing e-commerce in organisations in developing countries using Tanzania as an example. Using Molla and Licker’s (2005a) model, the study evaluated the organisational e-readiness to implement e-commerce. Data collected via email came from 165 purposively selected managers from Dar es Salaam. The resultant data were subjected to confirmatory factor analysis to reduce the number of variables to a manageable level. Then the e-readiness factors were regressed to the level of e-commerce. The results show that organisational commitment, technological resources, and awareness level, as well as the government’s commitment to e-readiness emerged to be important factors in determining the level of e-commerce of an organisation. Empirically, the study shows that these four factors are reliable predictors of the e-commerce level from the developing countries’ perspectives. All the variables identified were significantly related to the level of e-commerce an organisation has attains. Thus, the paper argues that an organisation’s commitment, technological resources and awareness level, as well as the government’s commitment to e-Readiness are salient factors in determining the e-commerce level of implementation of an organisation. Implicitly, the factors the paper has identified are important in the execution of e-commerce. As such, these factors need consideration in an organisation seeking to benefit from e-commerce implementation. In other words, countries can ignore e-readiness and e-commerce implementation at their own peril.
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Saha, Nibedita. „Organisational agility and KM strategy: Are they effective tools for achieving sustainable organisational excellence?“ New Trends and Issues Proceedings on Humanities and Social Sciences 4, Nr. 10 (12.01.2018): 110–17. http://dx.doi.org/10.18844/prosoc.v4i10.3084.
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This paper deliberates the influence of organisational agility (OA) on knowledge management (KM), which enables organisations to survive and achieve their competitive advantage through developing and integrating the KM strategy and sustainable knowledge transfer capability. Currently, the conception of agility has become widespread in organisational performance and in the knowledge development process. How organisations define an agile knowledge development process, how we know that an organisation’s KM strategy is agile and how we can assume that an organisation can achieve and sustain their excellence through OA and KM strategy are the questions addressed in this paper. It presents the concept of OA of KM and provides an approach for the significance of this agility, with a knowledge development approach that appraises the agility as an amalgamation function. It combines the competence of individual and organisational presentation and other complementary aspects. Keywords: Competencies, competitive advantage, efficiency, effectiveness, knowledge management, organisational agility, strategy, organisational performance.
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Joshi, Marjo Susanna. „Holistic design of online degree programmes in higher education – a case study from Finland“. International Journal of Educational Management 36, Nr. 1 (09.11.2021): 32–48. http://dx.doi.org/10.1108/ijem-12-2020-0588.
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PurposeThe purpose of this paper is to present design principles for holistic design of online degree programmes (ODPs) in higher education (HE). The study adds to previous research on online programme design by examining how the digital competence and pedagogical strategy of a HE organisation can inform holistic ODP design.Design/methodology/approachThis paper presents a case study placed in the context of a Finnish applied HE organisation. Design-based research (DBR) process is used to create holistic design principles for new ODPs. Theoretical framework for the study is digitally competent organisation (Kampylis et al., 2015) and pedagogical strategy is innovation pedagogy (Kettunen et al., 2013).FindingsDesign principles for pedagogically informed holistic design of ODPs are presented as a three-tiered model comprising organisational, pedagogical and ODP layers. Each layer includes various principles for holistic design to integrate an organisation's pedagogical strategy in a digitally competent context to create quality ODPs.Research limitations/implicationsThe paper presents a case study from a HE organisation in Finland, but results are applicable to a wider global audience.Practical implicationsAs a contribution to practitioners, this paper presents a three-tiered holistic design of ODP in HE organisation, where the design principles are categorised in organisational, pedagogical and ODP design layers. In addition, suggestions to managers, instructional designers and educators are made for the holistic design of ODPs.Social implicationsBuilding the sense of community in ODPs and offering continuous support in pedagogy and technology are valuable for the well-being of the staff, students and the wider society.Originality/valueThe paper draws relationships between holistic design of ODPs, digital competence and pedagogical strategy. The paper provides managerial and operational viewpoints to managers, administrators and educators of HE organisations that plan to create new ODPs with a holistic focus on the educational organisation, its pedagogical strategy and digital competence. Recommendations for further development, possible applications and research of ODP education are made.
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Levin, Arnold Craig. „Changing the role of workplace design within the business organisation: A model for linking workplace design solutions to business strategies“. Journal of Facilities Management 3, Nr. 4 (01.12.2005): 299–311. http://dx.doi.org/10.1108/14725960510630489.
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With the continuous changing nature of work and increasing demands on business organisations to remain competitive and to continually innovate, while controlling ever increasing real estate costs, the role of the workplace remains the battle ground between an organisation's cost savings strategy, its efforts to retain the status quo, serve as a facilitator of change and stand as a visual statement of the brand. While organisations continue to build facilities that range from newer adaptations of their previous model to what some may deem radical departures with the goal of creating new ways of working, the selection of what course of planning direction to take is still often left to a methodology that is removed from the long‐term strategic objectives of the organisation. Even organisations wishing to use the workplace as an enabler of transformation rely on the imagery of more open and collaborative work areas as the basis for change. Rarely is a connection made to the business strategy and business model of the organisation. Recognising that no matter what the organisational model, work processes are becoming more and more collaborative in nature, businesses appear to be confusing the design of collaborative workspaces with connections to a business strategy. This has created a vacuum in the perception of the role of the workplace within the business organisation and on the way in which workplace‐planning concepts are developed by design consultants. This paper attempts to identify the underlying issues that differentiate workplace design from workplace design strategies and to present a new way of developing these strategies that will change the perceived role of the workplace within the organisation.
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Otulia, Patrick Omutia, Isaac M. Mbeche, Gituro Wainaina und James Njihia. „Influence of Organisational Resources on Performance of ISO Certified Organisations in Kenya“. European Scientific Journal, ESJ 13, Nr. 34 (31.12.2017): 119. http://dx.doi.org/10.19044/esj.2017.v13n34p119.
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This study aimed at examining the influence of organisational resources on organisational performance of International Organisation for Standardization (ISO) certified organisations in Kenya. The study was based on Total Quality Management (TQM) theory. A cross-sectional research survey design was adopted. Primary data was collected from a sample of 282 ISO certified organisations by use of a questionnaire, and secondary data was obtained from financial statements of 27 ISO certified organizations sampled. Descriptive statistics was used to analyze proportions of the variables and multiple regression model was used to estimate the effect of organisational resources on the performance of ISO certified organizations. The findings show that abundant organisational resources reduce performance. The study, therefore recommends that the management of ISO certified organisations should employ limited organisation resources available efficiently and train their staff in managerial skills in order to improve performance of their organizations.
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Rachlitz, Kurt. „Platform Organising and Platform Organisations“. puntOorg International Journal 8, Nr. 1 (02.01.2023): 3–35. http://dx.doi.org/10.19245/25.05.pij.8.1.2.
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There is a growing consensus that the digital age comes along with the distinguishing organisational form of the platform. Discussions of this organisational form, however, tend to lack a coherent theoretical framing. In this paper, I argue that the distinction between platform organising and platform organisation helps to reduce some of the equivocality in the discussion. So far, the literature has focused on the novelty of the ‘organisational form’ without reflecting the inherent ambiguity of the meaning of this term: whereas some scholars use it to describe a new kind of ‘social ordering’, others associate it with ‘formal organisation’. I show that both understandings are relevant, but that they should be kept separate for analytical reasons. Platform organisations are formal organisations which are dependent on the technological infrastructure of a digital platform. Platform organising, however, is a new kind of social ordering, which combines organising outside and organising inside of formal organisations. Platform organising entails four processes: providing (organising technology), regulating (organising markets), integrating (organising networks), and orchestrating (organising the emerging meta-organisation). In shedding light on these processes in their interplay with platform organisations, this paper proposes a theoretical framework providing a basis for both further conceptual considerations and empirical research.
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Ramsey, Lauren, Rebecca Lawton, Laura Sheard und Jane O’Hara. „Exploring the sociocultural contexts in which healthcare staff respond to and use online patient feedback in practice: In-depth case studies of three NHS Trusts“. DIGITAL HEALTH 8 (Januar 2022): 205520762211290. http://dx.doi.org/10.1177/20552076221129085.
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Objectives Patients are increasingly reporting about their healthcare experiences online and NHS Trusts are adopting different approaches to responding. However, the sociocultural contexts underpinning these organisational approaches remain unclear. Therefore, we aimed to explore the sociocultural contexts underpinning three organisations who adopted different approaches to responding to online patient feedback. Methods Recruitment of three NHS Trusts was theoretically guided, and determined based on their different approaches to responding to online patient feedback (a nonresponding organisation, a generic responding organisation and an organisation providing transparent, conversational responses). Ethnographic methods were used during a year of fieldwork involving staff interviews, observations of practice and documentary analysis. Three in-depth case studies are presented. Findings The first organisation did not respond to or use online patient feedback as staff were busy firefighting volumes of concerns received in other ways. The second organisation adopted a generic responding style due to resource constraints, fears of public engagement and focus on resolving known issues raised via more traditional feedback sources. The final organisation provided transparent, conversational responses to patients online and described a 10-year journey enabling their desired culture to be embedded. Conclusions We identified a range of barriers facing organisations who ignore or provide generic responses to patient feedback online. We also demonstrated the sociocultural context in which online interactions between staff and patients can be embraced to inform improvement. However, this represented a slow and difficult organisational journey. Further research is needed to better establish how organisations can recognise and overcome barriers to engaging with online patient feedback, and at pace.
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Lentjušenkova, Oksana, und Inga Lapiņa. „An integrated process-based approach to intellectual capital management“. Business Process Management Journal 26, Nr. 7 (23.04.2020): 1833–50. http://dx.doi.org/10.1108/bpmj-03-2019-0101.
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PurposeNowadays, the aspects of the intellectual capital (IC) management have become important, valuing it as an integral part of the organisation. Researchers emphasise the strategic importance of IC management, particularly in the context of satisfying the stakeholders' interests and value creation. However, the existing studies reflect individual elements of IC management, not analysing them as a system which is a part of the organisational management system, and hence it is impossible to draw valid conclusions on the impact of IC on the organisation's performance. The aim of the paper is to describe an approach to the elaboration of the IC management strategy and its integration into the organisation's management system.Design/methodology/approachThe developed approach is based on a holistic and systemic view of the organisation, where IC management is integrated into the organisation's management . This approach is based on the structure of IC developed by Lentjušenkova and Lapina (2016). In this structure, business processes are the IC component that unites the other three ones – human capital, technologies and intangible assets. The study has used induction and deduction, as well as analytical and synthetic qualitative research methods, including logical constructive and conceptual (concept) analysis.FindingsElaborating the organisational strategy by taking into account the stakeholder interests, the organisation is able to ensure sustainable development. Using the integrated management approach, IC management is integrated into the organisation's activities and joint operational strategy. In this case, IC management becomes an integral part of the organisation's activities functioning in conjunction with the other organisation's systems, and it is integrated into all ongoing business processes.Research limitations/implicationsThe approach the authors have proposed to IC management could be adapted by small and medium-sized companies. Using it, companies do not need to create special functional units or division, because IC becomes an integral part of organisation's processes.Originality/valueIn previous studies, business processes were considered as one of the components of IC. In the study’s approach, business processes imply integration of IC into the overall organisation management system. As a framework for the proposed approach, the authors have used the Deming cycle “Plan-Do-Check-Act” that envisages dividing the development and implementation of the IC management and development strategy into four phases, with a clear allocation of tasks and a defined outcome for each individual phase. To use this approach, it is enough for organisations to conduct an analysis of processes and, depending on the strategic goals of the organisation, make additions related to managing IC.
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Pillay, Kiru, und Manoj Maharaj. „The Restructuring and Re-Orientation of Civil Society in a Web 2.0 World“. International Journal of Cyber Warfare and Terrorism 5, Nr. 1 (Januar 2015): 47–61. http://dx.doi.org/10.4018/ijcwt.2015010104.
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This study focuses on how civil society organisations strategically deploy Web 2.0 technologies for transnational social advocacy and the impact of this technology adoption on civil society organisations' roles, structure, and orientation. The global environmental justice organisation, Greenpeace is used as a case study. Greenpeace advocates for changes in environmental policy and behaviour, has been at the forefront of environmental issues, and has used the mass media as an effective campaigning tool. The key findings that emerged was that social media has become a key ingredient of Greenpeace's campaigning strategy and has been embraced at both a strategic and operational level. The emergence of a collaborative communications paradigm has necessitated a level of organisational introspection evidenced in both changes in the organisation's strategic planning processes and changes to the organisational structure.
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Struwig, F. W., E. E. Smith und D. J. Venter. „The learning organisation: A means of facilitating training for change in South African organisations“. South African Journal of Economic and Management Sciences 4, Nr. 2 (30.06.2001): 380–97. http://dx.doi.org/10.4102/sajems.v4i2.2649.
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This article considers the nature and role of the learning organisation as a means of implementing change through training in South African organisations. The paper is based on theoretical study and empirical research, including 365 training and organisational development specialists in South Africa. Five null hypotheses were empirically tested in order to establish relationships between the learning organisation and certain independent variables (classification data and training). Advanced statistical methods, such as analysis of variance and correlation coefficients were used to test these hypotheses. The learning organisation facilitates learning by all its members and has the capacity to adapt and change continuously. If learning is an organisational priority, training programmes should be designed to promote initiatives to change the organisation. Emphasis should be placed on both learning (acquiring knowledge and skills) and doing (practical application).
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Goldman, Geoff, und C. W. Callaghan. „A Holistic Synthesis of the Organisation Theories“. Journal of Intercultural Management 7, Nr. 4 (01.12.2015): 5–19. http://dx.doi.org/10.1515/joim-2015-0027.
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Abstract Much literature exists on the topic of ‘organisation’. Many different academic disciplinary areas stake their claim to aspects of business organisation. The social sciences offer many different perspectives of the phenomena associated with it; as different lenses, through which the object is perceived very differently. According to social constructivists, the business organisation is socially constructed. For psychologists, it exists at the nexus of individual human needs. For economists, the business organisation operates as a mechanism responding to signals of supply and demand. In this paper the business organisation is re-imaged as an entity existing within, and comprised of, chaotic systems. On the basis of a synthesis of seminal theory this paper attempts to offer a holistic perspective of business organisations; that ‘pulls together’ these multidisciplinary perspectives. On the basis of this synthesis, it is argued that the organisational context is inherently endogenous, and that qualitative research methods might offer management scientists a more valid perspective of the relationships within organisations than empirical methods can.
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O. A, Abraham. „Managing Corporate Reputation, Stakeholder Relations, and Corporate Social Responsibility Using Best Practice Public Relations Strategy: A Nigerian Perspective“. TEXILA INTERNATIONAL JOURNAL OF ACADEMIC RESEARCH 10, Nr. 4 (30.10.2023): 243–57. http://dx.doi.org/10.21522/tijar.2014.10.04.art020.
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Studies have proven that the reputation of any organisation is an aftermath of a robust relationship between that organisation and its stakeholders. The relationships that exist between these stakeholders are also on the grounds of the interrelationship existing between the organisation and its publics and the social behaviour of the organisation and the stakeholders who are also the publics of an organisation thereafter. For this reason, an organisations’ reputation among its stakeholders is in accordance with the treatment the organisation gives its publics that translate into a corporate image and then to corporate reputation which on the whole informs the reputation the stakeholders would have later. The purpose of this paper is to identify the managerial role of managing corporate reputation, stakeholder relations, and corporate social responsibility of an organisation especially in Nigeria. The relationships that exist between these three key concepts; corporate reputation, stakeholder relations, and corporate social responsibility from a managerial perspective of corporate public relations strategies identifies and places organisations in the eyes of their publics as reputable. The study is relying on the postulation of the stakeholder theory which attempts to present a model that looks at who or what really is of essence. It hinges on the assumption that organisations, whether private or public, have an obligation to serve groups that constitutes into that organisation’s publics. Keywords: Social Responsibility, Corporate Reputation, Corporate Stakeholders, Public Relations.
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Karhapää, Sari-Johanna, Taina Savolainen und Kirsti Malkamäki. „Trust and performance: a contextual study of management change in private and public organisation“. Baltic Journal of Management 17, Nr. 6 (28.11.2022): 35–51. http://dx.doi.org/10.1108/bjm-06-2022-0212.
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PurposeAlthough previous studies have addressed the positive relationship between trust and performance, existing research has paid limited attention to management that shapes valued organisation behaviours important for effectiveness and wellbeing. This paper examines how organisational trust and performance unfold in the context of one private and one public sector case organisation in management change.Design/methodology/approachA multiple case study design using qualitative methods is applied to analyse textual data gathered from management and employee perspectives, juxtaposing private and public organisations.FindingsManagement change renewed decision-making in both organisations through role clarification. Through clearer roles, expectations were better managed in the collaborating units of a private organisation case and of the employees in a public organisation case impacting on organisational ability and predictability. Along with organisational communication, these develop trust which seems to be reflected in employee job performance at the organisational level.Originality/valueThis paper contributes to the gap in qualitative, empirical and contextual research by providing understanding about how intra-organisational trust is related to performance. Further, this paper sheds light on the vulnerability within an organisation during management change and adds to the somewhat scarce studies of relationships between trust and performance by juxtaposing the two contexts. Consequently, this enables one to reveal different approaches to trust and performance between the two sectors.
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Anttila, Timo, Tomi Sakari Oinas und Armi Mustosmäki. „Towards formalisation: The organisation of work in the public and private sectors in Nordic countries“. Acta Sociologica 62, Nr. 3 (26.03.2018): 315–33. http://dx.doi.org/10.1177/0001699318761782.
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According to European comparative studies, organisational change and restructuration have been especially prevalent in Nordic countries. In particular, public-sector organisations have been under turbulence due to pressures for cost reduction and increased efficiency. Yet, not much is known about how these changes have affected the organisation of everyday work. Based on the three waves of European Working Conditions surveys (2000, 2005, 2010), this paper analyses the change in the organisation of work in Nordic countries. The aim is to look into types of work organisation in public- and private-sector organisations in Sweden, Finland, and Denmark. The questions asked are how the type of work organisation differs between sectors and to what extent are there changes in the prevalence of work organisation types. According to the results, the trend is a move away from the use of forms of work organisation characterised by high levels of learning and autonomy to more constrained or formalised forms. However, differences were also found between countries and sectors. The formalisation of work (i.e. features characteristic especially of the lean model of work organisation) is more common in the public sector and in Finland and Denmark compared to Sweden.
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Halmaghi, Elisabeta-Emilia, und Elida-Tomița Todăriţă. „Creating a Learning Culture in the Organisation“. Scientific Bulletin 28, Nr. 2 (01.12.2023): 210–14. http://dx.doi.org/10.2478/bsaft-2023-0021.
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Abstract Any organisation, in order to develop harmoniously and cope with a changing environment, needs to be flexible and adaptable. Such an organisation is one that encourages and supports the creation of a learning culture. By encouraging and supporting employees to learn and develop new skills, organisations can create a culture of continuous learning and growth. Learning culture is more personalised and engaging than traditional culture. Organisations where a learning culture is implemented at all levels become agile, innovative and protected in the face of uncertainty in society. Another benefit of implementing learning culture is attracting the best employees and retaining them in the organisation. A strong learning culture drives motivation, satisfaction and commitment of the organisation’s members.
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Dellmuth, Lisa Maria, und Jonas Tallberg. „Advocacy Strategies in Global Governance: Inside versus Outside Lobbying“. Political Studies 65, Nr. 3 (05.04.2017): 705–23. http://dx.doi.org/10.1177/0032321716684356.
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As political authority shifts to the global level, non-governmental organisations (NGOs) increasingly attempt to influence policy-making within international organisations (IOs). This article examines the nature and sources of non-governmental organisations’ advocacy strategies in global governance. We advance a twofold theoretical argument. First, non-governmental organisation advocacy can be described in terms of inside and outside strategies, similar to interest group lobbying in American and European politics. Second, non-governmental organisations’ chosen combination of inside and outside strategies can be explained by their organisational goals and membership base. Empirically, this argument is corroborated through a large-n analysis of original data from structured interviews with 303 non-governmental organisation representatives active in relation to the United Nations (UN), complemented by 19 semi-structured interviews with UN and state officials. The article’s findings have implications for the theory and practice of non-governmental organisation involvement in global governance.