Dissertations / Theses on the topic 'Business planning Australia'

Business planning is at the core of entrepreneurship as it has implications for opportunity discovery and exploitation. This thesis' objectives are to disentangle the relationships between business planning and venture emergence to reconcile previous inconsistent findings. It reveals that the formalization of planning, the effort invested in the venture and the revision of the plan influence success for entrepreneurs in the process of launching their firm. This thesis provides generalizable results about the phenomenon of business planning by using a longitudinal random sample of emerging firms.

In the wake of the environmental degradation, social inequality and injustice, and the incidents of corporate frauds and mismanagement reported in Australia, domestic business organisations have been asked increasingly by Australian governments and people to pursue sustainable business practices. As prime movers of creating wealth and employment, business organisations have an important and legitimate role to play in sustainable development, which is defined as a notion that meets the needs of present without compromising the ability of future generations. Corporate sustainability, which is a subset of the concept of sustainable development, involves integrating financial, social, and environmental values into business policy, planning, and decision-making requiring changes in organisational values, perspectives, culture, structure, and performance measures. Many Australian businesses are wary of meeting financial, social, and environmental objectives simultaneously claiming the agenda as contradictory and almost unattainable, but the demand for achieving corporate sustainability seems inescapable. Since Australian businesses are facing a fierce competition in domestic market as a result of reducing trade barriers, globalisation, and market deregulation, demanding them to contribute more to sustainable development may appear to be unreasonable. Furthermore, business managers are often wary of any organisational changes, as several of them have failed in creating organisational value. As a consequence, business managers are cautious of engaging in sustainable business practices. In an attempt to unravel the above dilemma, this study mainly examined how to enhance organisational value by sustainable business practices. It examined the two dominant strategic management theories, i.e. Barriers to Entry theory and the Resource-Based View (RBV) theory. It collected the data from 102 Australian business organisations using a survey method. Based on its findings, this study makes a number of contributions to the theory and practice of strategic management. Notable among them are, first, it shows that socially crafted business practices such as knowledge management, customer relationship management, and stakeholder management can have substantial leverage to building business competitiveness. Second, it demonstrates that environment-oriented business practices can provide a number of effective opportunities for increasing the height of entry barriers to new competition. Third, this study concludes that social-oriented business activities are almost ineffective as entry barriers to new competition. Fourth, it substantiates why environment protection measures such as Environmental Management System (EMS) are least contributing to business competitiveness. Finally, this study substantiates its main claim that a business organisation can enhance its competitive advantage by pursuing corporate sustainability principles. This study upholds the view that business organisations have enlightened self-interest in following corporate sustainability.

This thesis investigated the congruence of an organisation to its intended target markets. It was hypothesised that the internal activities of an organisation are, potentially, structured in response to its market dynamics with the ultimate aim of achieving the organisational objective(s). Market fit has been conceptualised to represent the fit of an organisation to its operating market environment. The information for this study was collected from senior marketing decision makers, using a self-administered questionnaire. The sample comprised 216 companies from a mix of industries and organisational sizes in Australia. There is evidence to suggest that the association of market orientation and business performance is inconsistent under different business operating circumstances, due to the exclusion of the influence of key environmental moderators. The model of market fit attempts to overcome this condition. The results suggest that market fit is associated with measures of business performance, and the levels of association are different from those related to the market orientation measures, reflecting the influence of moderators. The categories of environmental moderators contributing at different levels to the market fit measure include: (1) marketing planning, (2) implementation of marketing decisions, (3) market orientation, (4) market strength, (5) generic strategies, (6) organisational culture, (7) familiarity with the marketing audit, and (8) the external environment. The marketing audit procedure has been recommended as a tool to assist with the establishment and maintenance of market fit. The results of this study indicate that organisational familiarity with, and the conduct of, the marketing audit periodically are low, and that market fit may be a better predictor of business performance, than is market orientation.

Electronic marketplaces have proliferated as use of the Internet has become widespread in business. A rapid growth in the number of marketplaces, followed by a period of stringent consolidation, as market makers develop a greater understanding of effective business models, has resulted in a climate of uncertainty and confusion. As with many aspects of e-commerce the drive towards participation is fuelled less by strategy planning than by a fear of lagging behind competitors or losing first mover advantage. In this climate of uncertainty organisations often bypass effective evaluation of the benefits that can be realised from participation in e-marketplaces, thereby exacerbating the process facing them and hampering effective decision-making. Evaluation is perceived as a fraught subject within the Information System field, and particularly within the business community which adheres to tried and trusted, albeit often inappropriate, methods such as financial or technical evaluation. The difficulties involved in effective evaluation of systems are well documented; these will increase as systems become more pervasive throughout organisations and those of their trading partners. Calls for a more holistic approach to evaluation are increasing, based on a developing appreciation of interpretive methods of research within the Information Systems discipline. However, the understanding that the social, political and cultural factors affecting and organisation have an impact on the uses and advantages of systems is by no means universal, and empirical evidence of this view is only slowly emerging. This research examines the benefits that can be realised from participation in an electronic marketplace by taking an interpretive approach to the evaluation. It examines the nature of electronic marketplaces to provide clarity to a confused and dynamic environment. The study then focuses on the development of evaluation studies within the IS discipline to identify how an effective evaluation method for assessing the benefits of e-marketplace participation can be achieved. An empirical examination of an organisation’s participation in an electronic marketplace is used to identify the benefits that are realisable and the issues that impact on them. The case study is conducted through an interpretive lens, using a content, context, process (CCP) approach based on existing IS literature. This enables a crucial understanding of the internal and external environments influencing the organisation and its realisation of potential benefits. To allow for the range of interpretations and reflections required to fully address the complexity of the issues involved in such a case study, a variety of research influences such as dialect hermeneutics, critical realism and case study theory are drawn into the research model. The case study organisation’s motivation for participating in an e-marketplace was primarily cost savings. Over the two years of the study, several more potential benefits were identified, such as supply chain efficiencies, greater market awareness and a widening of the supplier base. However, the organisation’s commitments to its local and regional communities, its need to retain status and some consideration of existing relationships needed to be balanced against the gains that might be realised. In some cases the organisation chose to forgo a potential benefit in favour of socially or politically motivated actions. Cultural factors also influenced their actions, particularly as they moved towards extending participation in the marketplace to gain from a global sourcing strategy. The contribution of this research lies in two areas. Firstly, it was existing evaluation literature to development a framework for the evaluation of benefits in the complex area of electronic marketplaces, thereby extending and informing the call for more inclusive and interpretive evaluation studies. Secondly, the research contributes empirical evidence to support the recognition of benefits to be gained from electronic marketplaces and shows how the realisation of the economic benefits is impacted by the social, political and cultural factors that influence an organisation.

This research was carried out between 1999 and 2003 on the use of e-business applications in ERP-based organisations. A composite research method based on structured case studies was developed for this study. It combined the application of case methods by Carroll et al. (1998], Klein and Myer (1998), and Eisenhardt (1989). This was used to provide a focused, yet flexible structure, as a dynamic approach to case study interpretive research. The research method used three distinct models at three progressive stages of the study, to provide a multi-faceted view of each case. This composite case-based method was developed to maintain the balance between research rigour and relevance. A pilot case study of nine Australian SAP sites helped ground the theory of the study. This was followed by three stages of study of eleven international cases within a diverse industry context. The method revealed the antecedents of e-business success using the findings from case analyses against three separate research models B2B interaction, e-business change, and virtual organising. A final conceptual framework was developed as new theory of e-business transformation. The theory views e-business transformation as realising the benefits from virtual organising within complex B2B interactions by utilising the facilitators of successful e-business change. The research demonstrates that successful e-business transformation with ERP occurs when value propositions are realised through integration and differentiation of technologies used to support new business models to deliver products and services online. The associated management practice evolves through efficiency from self-service, effectiveness through empowerment towards customer care, and value enhancement from extensive relationship building with multiple alliances. The new theory of e-business transformation identifies the stages of e-business growth and development as a comprehensive plan that should assist managers of ERP-based organisations in migrating their company towards a successful e-business organisation. The detailed analysis of the findings offers a foundational per11pectlve of strategies, tactics and performance objectives for e-ERP implementations. The strength of the theory lies in the synthesis of multiple case analyses using three different lenses over three separate time periods. The triangulation of the three research frameworks provides a method for study at appropriate levels of complexity. It is evolutionary in nature and is content driven. Other researchers are urged to apply similar multi-viewed analysis.

This thesis reports on my attempts to 're-align' the purpose, behaviour and underlying culture of a large military organisation through heuristic, self reflective enquiry - to 'find its future' - with and through its people. I use the word re-align with great care as I recognised that change would have been too ambitious and would (probably have) result(ed) in failure. Whilst I cannot claim total success, I have made new and valuable discoveries in knowledge elicitation and methods of integrating the views of a large number of people to 'build and reinforce consensus around initiatives for change'. In the process of completing this research I developed a novel approach to strategic planning/policy making that advances the ends, ways and means construct of decision-making into a purer and more refined approach. One that anchors these elements firmly to the organisation and its environment simultaneously through a knowledge management system, enabling the strengths and weaknesses within the organisation to be drawn into sharp focus - an effects based planning approach. I have also fused together the more systematic and disciplined approaches embodied within a knowledge management system with existing and more creative scenario planning/future focussed methods. Thus allowing organisations to undertake 'self-constructed' audits that have an immediate interest or are situated well into their future, doubling its value as a planning device. As I report, the methods have been presented at the highest levels of Defence, attracting interest from the Australian Minister of Defence. The New Zealand Defence Force, Naval Warfare Development Command of the United States Navy and Australia's Chief of Air Force have also expressed an interest in the potential of an effects-based orientation to planning and policy-making. Whether the concepts and underpinning ideas become established, leading to the discovery of a post-modem military is uncertain. What is clear is that there is a definite move away from a pre-occupation with the means, or the things that are done, towards a more comprehensive understanding of what are we trying to make happen as a guiding principle. This is certainly of value within military 'organisations and has potential for others involved in complex problem-solving in social settings. A heuristic, self-reflective approach has enriched this search for focussed and 'change-finding' knowledge, allowing a more purposeful, complete and forthright account of the involvement of others.

"This thesis investigates the influence of company and executive characteristics on strategic alliance formation (decision to form alliances, alliance type selection and choice of alliance partners) and performance evaluation of alliances, in the Australian tourism industry sector of travel. The significance of forming strategic alliances as a way of achieving 'harambe' is emphasised throughout this thesis. 'Harambe' is a ki-Swahili term meaning "to pull together, or to work together or to pull the same rope together at the same time" in harmony. The idea here is that companies pool their resources together through strategic alliances to be able to achieve their strategic goals and objectives. The research focuses on three travel sub-sectors - travel agencies, tour operators and wholesalers and how these sub-sectors relate with those of transport and accommodation." -
Doctor of Philosophy

"This thesis investigates the influence of company and executive characteristics on strategic alliance formation (decision to form alliances, alliance type selection and choice of alliance partners) and performance evaluation of alliances, in the Australian tourism industry sector of travel. The significance of forming strategic alliances as a way of achieving 'harambe' is emphasised throughout this thesis. 'Harambe' is a ki-Swahili term meaning "to pull together, or to work together or to pull the same rope together at the same time" in harmony. The idea here is that companies pool their resources together through strategic alliances to be able to achieve their strategic goals and objectives. The research focuses on three travel sub-sectors - travel agencies, tour operators and wholesalers and how these sub-sectors relate with those of transport and accommodation." -
Doctor of Philosophy

The focus of this research was promotion and succession management in Australian law firms. Two staff retention issues currently faced by the Australian legal industry were identified as suggesting possible failures in this area: 1) Practitioners are leaving law firms early in their careers, 2) Female representation is disproportionally low at partnership level. The research described current Australian law firm promotion and succession practices and then explained their possible relevance to the two retention issues. The overall aim of the research was to uncover key findings and present practical recommendations to law firm managers and partners ready for incorporation into their future promotion and succession planning practice. In so doing the research aimed to benefit the Australian legal community as a whole. Four areas of literature relevant to the topic were reviewed, 1) law firm governance concluding that the fundamental values of the P²-Form remained constant (Cooper, Hinings, Greenwood & Brown, 1996; Morris & Pinnington, 1998) with ownership and strategic control of law firms remaining in the hands of partners; 2) the importance of individual practitioners to law firms concluding that the actual and opportunity costs relating to practitioner turnover were significant due to the transient nature of knowledge as a key asset of law firms (Gottschalk & Khandelwal, 2004; Rebitzer & Taylor, 2007); 3) generational differences concluding with support for the work of Finegold, Mohrman and Spreitzer (2002), Davis, Pawlowski and Houston (2006), Kuhnreuther (2003), and Avery, McKay, and Wilson (2007) which indicated that generational cohort differences were of little utility in human resources management practice; and 4) previous research relating to law firm promotion and succession practices indicating that five practices were relevant in law firm promotion outcomes; 1) firm billing requirements (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007); 2) mentoring programs (Phillips, 2001; Noonan & Corcoran, 2004); 3) the existence of female partners (Gorman & Kmec, 2009; Beckman & Phillips, 2005); 4) non-partner career paths (Phillips, 2001; Corcoran & Noonan, 2004); and 5) the existence of family friendly policies (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007.) The research was carried out via a sequential mixed method approach. The initial quantitative study was based upon a theoretical framework grounded in the literature and provided baseline information describing Australian law firm promotion and succession practices. The study was carried out via an on-line survey of Australian law firm practitioners. The results of the study provided the basis for the second qualitative study. The qualitative study further explained the statistically generated results and focused specifically on the two identified retention issues. The study was conducted via one-on-one interviews with Australian law firm partners and experienced law firm managers. The results of both studies were combined within the context of relevant literature resulting in eight key findings: Key findings 1) Organisational commitment levels across generational cohorts are more homogenous than different. 2) Law firm practitioners are leaving law firms early in their careers due to the heavy time commitment behaviour demanded of them, particularly by clients. 3) Law firm promotion and succession practices reinforce practitioner time commitment behaviour marking it as an indicator of practitioner success. 4) Law firm practitioners believe that they have many career options outside law firms and are considering these options. 5) Female practitioners are considering opting out of law firms due to time commitment demands related to partnership conflicting with family commitment demands. 6) A masculine, high time commitment culture in law firms is related to the decision by female practitioners to leave law firms. 7) The uptake of alternative work arrangements by female practitioners is not fatal to their partnership prospects particularly in firms with supportive policies, processes and organisational culture. 8) Female practitioners are less inclined than their male counterparts to seek partnership as an ultimate goal and are more likely to opt out of law firms exhibiting highly competitive, masculine cultures. Practical recommendations Further review of the data collected in relation to the key findings provided the basis for nine practical recommendations specifically geared towards implementation by law firm managers and partners. The first recommendation relates to the use of generational differences in practitioner management. The next six relate to recommended actions to reduce the time commitment demands on practitioners. The final two recommendations relate to the practical implementation of these actions both at an individual and organisational level. The recommendations are as follows: 1) "Generationally driven," age based generalisations should not be utilised in law firm promotion and succession management practice. 2) Expected levels of client access to practitioners be negotiated on a client by client basis and be included in client retention agreements. 3) Appropriate alternative working arrangements such as working off-site, flexible working hours or part-time work be offered to practitioners in situations where doing so will not compromise client serviceability. 4) The copying of long working hour behaviours of senior practitioners should be discouraged particularly where information technology can facilitate remote client serviceability. 5) Refocus the use of timesheets from an employer monitoring tool to an employee empowerment tool. 6) Policies and processes relating to the offer of alternative working arrangements be supported and reinforced by law firm organisational culture. 7) Requests for alternative working arrangements be determined without regard to gender. 8) Incentives and employment conditions offered to practitioners to be individualised based on the subjective need of the individual and negotiated as a part of the current employee performance review process. 9) Individually negotiated employment conditions be negotiated within the context of the firm’s overall strategic planning process. Through the conduct of the descripto-explanatory study, a detailed discussion of current law firm promotion and succession practices was enabled. From this discussion, 7 eight key findings and nine associated recommendations were generated as well as an insight into the future of the profession being given. The key findings and recommendations provide practical advice to law firm managers and partners in relation to their everyday promotion and succession practice. The need to negotiate individual employee workplace conditions and their integration into overall law firm business planning was put forward. By doing so, it was suggested that both the individual employee and the employing law firm would mutually benefit from the arrangement. The study therefore broadened its practical contribution from human resources management to a contribution to the overall management practice of Australian law firms. In so doing, the research has provided an encompassing contribution to the Australian legal industry both in terms of employee welfare as well as firm and industry level success.

Thesis (PhD) - Australian Graduate School of Entrepreneurship, Faculty of Business and Enterprise, Swinburne University of Technology, 2006.
This thesis is submitted in fulfillment of the requirements for the degree Doctor of Philosophy, Australian Graduate School of Entrepreneurship, Faculty of Business and Enterprise, Swinburne University of Technology - 2006. Typescript. Includes bibliographical references (p. 213-231).

Succession Planning Management (SPM) is the process of management ownership leadership transition from incumbent to successor. SPM is directly related to governance for family owned businesses (FOB’s) and an effective succession plan helps to provide a degree of confidence that is necessary for the proper functioning of a market economy. As FOB’s contribute some thirty-three percent of the nominal gross domestic product (GDP) to Australia’s social and economic environment, effective SPM is clearly an important consideration in ensuring the continuity of the family business structure. This study reports a case study of succession planning management in eight Vietnamese family owned businesses in Australia. In 1975, people from Vietnam formed the first mass migration of Asian people to Australia and have since established themselves in business, politics and education. This study presents a dynamic conceptualisation of Vietnamese family owned business, illustrating SPM practices in the community as reflective of three rising levels of influence: succession planning, that it is defined initially by the founder’s personality and experience, by wider community influences and then by the selection, preparation and the successors elevation to the head of the family business. The successors describe how Vietnamese cultural beliefs shaped their transition into the family business and their efforts to be accepted as a competent choice by the founder, to be accepted as the patriarch of the family, and to be seen in the wider business community as having the same business acumen and social standing as the founder. The collected research data, identifies push and pull factors that are linked to contextual, relational and business transition factors and are reorganised into three action orientated themes: to control, to thrive and to survive. These themes contribute to the formulation of a suggested SPM framework for Vietnamese FOB. Finally, the study illustrates SPM transition from the founder (1st generation) to the current generation (2nd) and provides an extension for future research (3rd generation) for SPM in Vietnamese FOB in Australia.

This report describes a research study into the current situation within Federal, State Government and selected private sector agencies, assessing contingency plans for Information Systems and suggests models for state-wide planning against Information Systems disasters. Following a brief look at various phases of contingency plan development, the study looks into the factors that prompt organisations to prepare contingency plans. The project involved a survey of current Information Systems contingency plans in the government agencies in the states of Victoria, Western Australia, South Australia, New South Wales and in the Australian Capital Territory. It also included two major banks, an insurance company and two computer services bureaux in the private sector within New South Wales. The survey determined that particular factors play important roles in the decision by organisations to commence contingency planning. These include actual disaster experience, senior management support, auditor's comments, legal requirements, risk analysis and business impact study, economic considerations, insurance requirements, contract commitment, new staff and introduction of new hardware and software. The critical success factors in contingency planning include regular maintenance and testing of the plan. The project also discusses the current contingency planning environment within New South Wales Government agencies and suggests cost-effective models for state-wide adoption.

This study sets out to examine performance appraisal practices (PA) in nonprofit organisations (NPOs) in Australia. The study draws together various theoretical approaches – namely institutional theory (DiMaggio & Powell 1983), the HR strength theory (Bowen & Ostroff 2004), the contingency and configuration approaches (Delery & Doty 1996), the process-based perspective on fit (García-Carbonell, Martin-Alcazar & Sanchez-Gardey 2014), and the values (Burchielli 2006) and justice literature (Bies 2001; Folger, Konovsky & Cropanzano 1992; Greenberg 1986) – to construct an integrated approach to PA in the nonprofit sector. The research questions were formulated based on this integrated approach, and relate to an investigation into the impact of the external environment on NPOs’ PA practices; the relationship between NPOs’ core values and their PA practices; the horizontal and vertical integration of PA practices in NPOs; and employees’ justice perceptions toward PA in NPOs. To address the research questions, a qualitative case study design was adopted. Two case study organisations – a community welfare agency (Dogood) and a trade union (Employee Rights Union) – were selected. Multiple sources of evidence, namely documentary evidence, semistructured interviews, focus groups and observational evidence and field notes, were used. Data was also collected from multiple groups of individuals, namely senior managers, line managers and employees. The sample size for each case study organisation consisted of twenty-one respondents in the case of Dogood, and twelve respondents in the case of ERU. Thematic analysis was undertaken. Several rigour strategies were adopted by this study, namely data triangulation, the establishment of a case study database, peer debriefing, amongst others. The empirical findings indicate how external environmental forces influence the content and process of PA. They also show how NPOs are unable to align their PA practices with their core values, organisational strategy and other HRM practices due to the weakness of the PA and ‘values’ messages communicated by NPOs. Finally, findings highlight the mixed justice perceptions of nonprofit employees towards PA. In conclusion, this study makes a key contribution to theory and management practice by acknowledging the importance of giving context and meaning to HRM, and proposing a pragmatic and an inclusive way of thinking about PA in the nonprofit sector.

Suburban centres policies in Greater Vancouver, metropolitan Melbourne, and Bellevue, Washington are examined to derive general lessons toward the improvement of this type of policy. It is found that two attempts to pursue the development of a regional system of suburban centres have been unsuccessful, while a municipally-based policy has achieved some success in terms of the physical design of a suburban downtown. Patterns of private sector development are found to have been very little affected by any of the case study policies. Further, several assumptions concerning the linkages between public transit and land use in suburban centres are found to require further careful examination before they should be used as a basis for future policy development.

In this study an assessment of the factors that influence the degree to which a city or community would undertake wastewater treatment and use the output for various purposes is investigated. In assessing these issues two contrasting case studies of wastewater treatment and recycling are studied namely Hyderabad, India (representing a developing country context) and Melbourne, Australia (representing a developed country context). An improved understanding of both these wastewater systems, across different economic and social contexts was found and placed within a single decision making framework.