Dissertations / Theses on the topic 'Business values'
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Enquist, Bo-Jacob. "Values drive value when creating sustainable service business : A study of a medium-sized values-driven company: Löfbergs Lila." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-1418.
Full textThis Master thesis investigates how values can drive value when creating sustainable business.Concepts like Corporate Social Responsibility (CSR) and Sustainable Development (SD) has in the last years become more and more accepted and therefore practiced in the business world. Due to alarms of the climate change, decreased biological diversity and alarming reports of child labour in the export industry, today’s society claims for more sustainable actions among global enterprises. Evidently, some organisations have a more proactive sustainable approach and therefore managed to use sustainable actions to grow and strengthen their market positions e.g. IKEA and Starbucks. Service research related to the above research area at CTF (Service Research Center) at Karlstad University pointed out that corporate values such as social responsibility and environmental responsibility (among others) can be used to create customer value, brand equity and help strategic decision-making for future growth. This thesis investigates in the specific context of Löfbergs Lila what can be learned if the above mentioned strategy is used in a medium-sized company with strong values. Which processes are required to create sustainable business and how far has Löfbergs Lila come according to selected concepts and theoretical framework in business research?
The purpose of the thesis is to investigate, in an explorative way, how values can drive value for sustainable business, both empirically through the Löfbergs in the coffee context as well as theoretically. The whole thesis can be seen as a mix of a descriptive case study and an interpretative case study where understanding of the thesis will be created in the interaction between the theoretical and empirical parts. The study has been developed using a combination of inductive and abductive methods whereby the interaction between the conceptual/theoretical framework and Löfbergs Lila, in the coffee context, have constructed a new meaning.
The explorative study of Löfbergs Lila (or AB Anders Löfberg) presents an understanding of how values have affected the strategy and operation of this organization and is still doing so to this very day. Every company can work with sustainability, but strong corporate values incorporated into the business model are an advantage. There is a fundamental basis for more “sustainable growth” when these values drive “true” environmental and social progress, including accountability. This thesis claims that true core values are deep-rooted in the company and drive value for Löfbergs’ customers in the name of sustainable business.
The theoretically- and conceptually-driven findings, built on five (re)-constructed thick descriptions from Löfbergs Lila in the coffee context, end up in five general concepts for valuesbased sustainable business
1. Service Logic
2. Values-based service
3. Values-based service quality for sustainable business
4. Managing Value chain responsibility
5. Creating the service experience
Franzen, Laurel Ann. "The nature of losses and the value relevance of earnings and book values /." Thesis, Connect to this title online; UW restricted, 2000. http://hdl.handle.net/1773/8711.
Full textZetterberg, Hanna, and Jenny Åkerström. "Increasing the business spectrum : Created values in purchasing." Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-88427.
Full textThe purpose of this master’s thesis is to examine the process of creating values in a purchasing organisation; meaning in which areas created values can be added and what affects the possibility to do so. In addition, the study looks into what can be improved to further enlarge the business spectrum. Through these outlines, a survey has been made to investigate the view on created values from a purchaser, management and supplier perspective. This gives several aspects of within which areas you can work with added values. The study is based on a questionnaire to 60 purchasers at Scania CV AB. The thesis demonstrates that to a certain extent sourcing managers already work with increasing the business spectrum by adding values. But even though Scania is a company with a mature purchasing organisation there are still several areas where the work with created values can be improved, for example within process development and administration.
Harris, Simon George Stewart. "National values and strategy formation by business leaders." Thesis, University of Leeds, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.396582.
Full textStojanovic, Maja, Charles Enjalbert, and Madelene Rundberg. "How to maintain core values at Atea Logistics?" Thesis, Växjö University, School of Management and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-718.
Full textExecutive Summary
A company needs guidelines for the organization and its employees to act in the same direction. Core values constitute a fundamental part of a company but they have to be “lived” by the members of the organization in order to be valid. When a company undergoes many
changes, there is a risk of losing the core values as focus is put on the survival of the company. Therefore, the main purpose of this study was to reach a solution for the maintenance of the core values at Atea Logistics, a company which has faced turbulent periods. However, in order to do so, a first requirement was to get in touch with Atea
Logistics’ culture in order to later correctly apprehend the organization’s core values. Hence, this research was guided by the following research question:
“How to maintain core values at Atea Logistics?”
The conducted study consists of a case study made at Atea Logistics in Växjö, which is a part of the Atea Holding AB. The currently successful group, Atea, was created in 1985 under the name of Owell. Atea is a company which helps organizations and companies increase the
benefits of Information Technologies (IT) by providing products and services that simplify the management, operation and development of IT infrastructure. As an IT product supplier, Atea covers the entire cycle from the supply of new IT products to the recycling of old ones.
Since we aimed at providing the company with a research that it could benefit from, this thesis has its base in discussions with managers of Atea Logistics. Empirical data were mostly gathered through interviews with several employees and finally interplay between empirical
data and theoretical findings occurred. The findings of this complex study comprise that core values have been neglected within the company for several years because of repetitive changes. However, employees have been aware of this situation but still have not focused on this aspect.
Several core values have been discovered which have remained since the Owell-time: respect, participation, openness, trust, responsibility and family-friendly. In order for Atea Logistics to maintain these values, several aspects need to be developed such as their clear statement, their communication via different tools (i.e. printed documents, corporate events, an integration process for newcomers, etc.) as well as the alignment of employees with them.
O'Connell, Alec John. "Values, values congruence and organisational commitment." University of Western Australia. Faculty of Business, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0130.
Full textZetterberg, Madeleine. "Can values drive value for sustainable business? : An analyzing and interpreting case study of Konsum Värmland Value-creation." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-875.
Full textAbstract
Historically, value was believed to be created and embedded in the manufacturing process, implying that companies were the creators of value. Conversely, the notion of value-creation changed during the last decades and has implemented the customer orientation and service centred view. Instead, researchers currently believe that companies only can offer value-propositions, which means that value is to be created by the customers. Services and goods are much about values and identity today, which people connect to therefore it is important that positive values are associated with the company.
The purpose of this case study is to present if values can drive value for sustainable business. In order to illustrate this we have chosen Konsum Värmland for our investigation, an independent consumer co-operative own by its 126 000 members. Konsum Värmland has advantages by being independent from KF (the co-operative union in Sweden), this by being able to set its own strategies and visions.
This thesis aspires to illustrate which values Konsum Värmland stands for and to see if Konsum Värmland has succeeded to communicate these values to their stakeholders.
We will present the theoretical framework and how values-based management is an excellent performance measurement for co-creating values together with its stakeholders. We chose to use a narrative approach for our empirical analysis. The narratives are based on interviews, observations and secondary data that we obtained in forms of literature, articles and previous research.
We have chosen to investigate four areas for our case study, which are obvious of creating values. The areas are; the history Konsum Värmland, the brands Nästgård and Värmlandsgrisen, and the adapting and developing Konsum Värmland. These areas give the reader an insight to the value creation efforts of Konsum Värmland.
It is important for companies to differentiate themselves from others, in order to stay competitive in the everyday retail branch. This is something that Konsum Värmland has done by standing for values that contributes to the region of Värmland
This case study shows how the consumer co-operative thinking is becoming more modern, in co-creating common values and meanings. The consumer co-operative thinking also tells us that is can be used as a competitive strategy, to be able to predict and to adapt to the market.
In this study we can see that local produced goods generate value, which makes the customer want to buy the goods even if they are more expensive. The values are communicated through the brands Värmlandsgrisen and Nästgård and the goods are offered in form of values-based service quality. We have created a model that illustrates how the vision, organization and the value-creation have to be in balance, to create values that can drive value for sustainable business.
Résumé
Historiquement des valeurs et leur création étaient vues comme un élément de la procédure de fabrication ce qui voulait dire que seul l’entreprise prenait le rôle du créateur de valeur. En parallèle le regard sur la création de valeur a évolué pendant ses dernières décennies vers une perspective s’orientant plus vers le client et donc plus accentuée « service ». Ces deux approches sont complétées par un avis des experts modernes qui défend la position que seule une offre basée sur des vraies valeurs peut réussir et émerger de son univers concurrentiel. Uniquement les produits, proposant une base de valeur, réussissent à influencer la perception des clients de manière durable. Des services et des produits peuvent émerger donc seulement à travers de leurs valeurs, c’est à dire à travers de leur identité, puisque les gens arrivent mieux à se mettre en rapport ce qui crée idéalement un attachement. C’est pour ça que c’est important que l’entreprise associe des valeurs à ses marques et surtout de le rend percevable aux clients de manière crédible.
Le but de cet analyse est de montrer comment des valeurs peuvent durablement porter le succès économique d’entreprises. Afin de l’illustrer pour notre étude nous avons choisi Konsum Värmland, qui compte 126 000 membres en tant que coopérative indépendante. Grâce à cela Konsum Värmland a des avantages, puisque il est indépendant du syndicat suédois KF et donc autonome de réaliser ses propres stratégies et visions.
Au delà de ça cet analyse veut montre quelles valeurs Konsum Värmland représente, et veut également examiner si Konsum Värmland a réussi à les communiquer à ses membres et ses clients.
A travers un model théorique nous allons montrer comment le management à base de valeur est un excellent indicateur pour la création de valeur mutuellement avec les membres de la coopérative. Nous avons donc choisi une approche narrative pour analyse empirique. Les conclusions se basent sur des interviews, nos observations ainsi que d’autres données que nous avons obtenu dans la litérature, des articles de la presse et par une recherche préliminaire.
Pour cet étude de cas nous avons décidé d’examiner quatre secteurs de la création de valeur qui sont l’histoire d’entreprise de Konsum Värmland, ses deux marques Nästgård et Värmlandsgrisen, ainsi que leur adaptation et évolution menées par Konsum Värmland. Ces secteurs donnent au lecteur une compréhension approfondie de la création de valeur stratégique à Konsum Värmland.
Dans l’intention de rester compétitif dans l’environnement quotidien de grand distribution, il est important pour l’entreprise de se différencier des autres. Konsum Värmland a réussi à le faire grâce à exploitation intelligente des valeurs ancrées dans la région de Värmland.
Par ailleurs cet étude de cas montre comment le raisonnement des clients évolue vers une création mutuelle des valeurs communes entre demande et offre. Ce comportement nous
amène à la conclusion qu’il utilisable davantage dans une stratégie de compétition afin d’anticiper des changements de marché dans l’objectif de s’adapter vite au nouveau contexte.
Dans cette analyse nous pouvons voir comment des produits locaux peuvent profiter des valeurs éthiques ce qui favorise une relation dans laquelle les clients sont prêts à acheter des produits même s’ils sont plus chers qu’ailleurs. Ces valeurs sont communiquées à travers les marques Värmlandsgrisen et Nästgård dont on propose les produits en s’appuyant sur une qualité de service à valeur ajoutée. Nous avons développé un model qui montre quelle vision, organisation et création de valeur doivent être balancés l’un à l’autre. Seulement à ce moment là il est possible de créer des valeurs, qui portent durablement le succès économique de l’entreprise.
Zusammenfassung
Ursprünglich wurden Werte and Wertschöpfung in der Wirtschaftsgeschichte als Teil des Herstellungsprozesses angesehen, was wiederum bedeutet das Unternehmen als Werterzeuger auftraten. Parallel veränderte sich die Bedeutung von Wertschaffung in der letzten Jahrzehnten in Richtung einer mehr Kundenorientierten und damit service-ausgerichteten Ansicht. Diesen beiden Perspektiven gegenüber steht, dass Wirtschaftsforscher heute davon ausgehen, dass Unternehmen ausschliesslich durch wertebasierende Angebote im Markt erfolgreich sein können. Nur diese schaffen es durch deren Empfinden den Kunden nachhaltig zu beeinflussen. Dienstleistungen und Waren sind also durch deren Werte und damit deren Identität erfolgreich, da Menschen diese besser mit ihren eigenen in Verbindung bringen können was im Idealfall eine stärkere Bindung bedeutet. Daher ist es wichtig, dass Unternehmen positive Werte mit ihren Marken verbinden und vor allem für die Kunden glaubhaft erlebbar machen.
Ziel dieser Arbeit ist es zu zeigen wie Werte den nachhaltigen wirtschaftlichen Erfolg von Unternehmen fördern können. Um dies zu veranschaulichen haben wir für unsere Untersuchung Konsum Värmland gewählt, welches als unabhängige Vereinigung 126 000 Mitglieder zählt. Konsum Värmland hat dadurch Vorteile, da es einerseits unabhängig von der schwedischen Gewerkschaft KF ist und andererseits damit in der Lage ist seine eigenen Strategien und Vision umzusetzen.
Diese Arbeit hat den Anspruch zu erläutern für welche Werte Konsum Värmland steht, und darüberhinaus zu untersuchen, ob Konsum Värmland es gelungen ist diese erfolgreich seinen Mitgliedern sowie Kunden zu kommunizieren.
Wir werden mit Hilfe eines theoretischen Rahmenmodells zeigen wie wertebasiertes Management ein exzellenter Ergebnismesser für gemeinsame Wertschaffung mit den Mitgliedern der Kooperative sein kann. Wir haben für diese empirische Analysis daher einen erzählerischen Ansatz gewählt. Die erzählerischen Schlussfolgerungen basieren auf Interviews, eigenen Beobachtungen sowie weiteren Daten welche wir aus Fachliteratur, Zeitungsartikeln and vorangegangener Forschung erhielten.
Für dies Fallstudie haben wir uns entschieden vier Bereich der Wertschaffung zu untersuchen. Diese sind die Unternehmensgeschichte von Konsum Värmland, die beiden Handelsmarken Nästgård und Värmlandsgrisen, sowie deren Anpassung durch und Entwicklung von Konsum Värmland. Diese Bereiche geben dem Leser eine tiefere Einsicht in die strategische Wertschaffung von Konsum Värmland.
In der Absicht im alltäglichen Einzelhandelsumfeld wettbewerbsfähig zu bleiben, ist es für Unternehmen dabei wichtig, sich selbst von anderen zu differenzieren. Dieses gelang Konsum Värmland durch deren erfolgreiche Nutzung von in der Värmland-Region verankerten Werten.
Diese Fallstudie zeigt wie sich modernes Konsumentendenken hinzu einer kooperativen Schöpfung gemeinschaftlicher Werte und Bedeutungen entwickelt. Dieses
Kundendenken veranlasst uns zu der Schlussfolgerung, dass es in einer Wertbewerbsstrategie genutzt werden kann um Marktveränderung rechtzeitig zu erkennen und sich daran anzupassen.
In dieser Studie können wir sehen wie lokal erzeugte Güter ethische Werte zu nutzen, was die Kunden wiederum dazu bewegt die Produkte zu kaufen, selbst wenn diese leicht teurer sind. Die Werte werden mittels der Handelsmarken Värmlandsgrisen und Nästgård kommuniziert, indem deren Erzeugnisse über eine wertebasierte Servicequalität angeboten werden. Wir haben dazu ein Model entwickelt, welches zeigt wie Vision, Organisation und die Wertschaffung auf einander abgestimmt sein müssen. Nur dann können Werte geschaffen werden, welche den nachhaltigen wirtschaftlichen Erfolg von Unternehmen fördern können.
Trail, Galen Talbott. "Intercollegiate athletics : organizational goals, processes, and personal values /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487947501136163.
Full textGuan, Xin. "Context-based translation of constant concept values in e-business." Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1780719.
Full textGillispie, Cynthia Carlton. "Perceived values of computer-mediated communication use for business instruction." Diss., This resource online, 1996. http://scholar.lib.vt.edu/theses/available/etd-06062008-160416/.
Full textGwizdak, Elise, and Dilara Kartalligil. "Leadership ideals and values conveyed by business schools to students." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85209.
Full textRapp, Marie, and Zoé Varnier. "Feminist values and entrepreneurship." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75390.
Full textAiraksinen, Tom, and Erik E. Byström. "User and Business Value : A Dual-Stakeholder Perspective on IT Systems." Thesis, Linköping University, Department of Computer and Information Science, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-8376.
Full textWhen discussing the value of an information technology (IT) system, the most common approach is to take on the perspective of either the organization introducing the IT system or the end users. The purpose of this thesis has been to study the values of both stakeholder groups in order to define what system characteristics are the most desirable from a dual-stakeholder point of view.
Through a series of contextual inquiries, interviews and questionnaires, the value perceptions of end users and IT managers at a large European rail operator were investigated. The results of the study point to a high degree of similarity in the value perceptions of end users and IT managers, although the former were generally focused on short-term value while the latter also were concerned about long-term, sustaining value.
The findings are applicable to practitioners wishing to take a dual perspective on IT value as well as academics looking to find touch points between usability and business strategy. In the context of end users and IT managers, the most important system characteristics that maximize value for both stakeholder groups were found to be Availability, Recoverability, Efficiency, Reliability and Future Proofness.
Ross, Lucas Nelson. "The Impact of Westernization on Tongan Cultural Values Related to Business." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/69.
Full textLi, Jingxi. "Promoting traditional values in design-driven innovation in Chinese business strategies." University of Cincinnati / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1314114515.
Full textKlemets, Emelie, Azra Blazevic, and Agevall Anna Svensson. "Internal Branding : Understanding Brand Values." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19242.
Full textRyan, Suzanne Erina. "Academic Business: Tensions between academic values and corporatisation of Australian higher education in graduate schools fo business." Connect to full text, 2009. http://hdl.handle.net/2123/5398.
Full textTitle from title screen (viewed 18th September, 2009) Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Faculty of Economics and Business, University of Sydney. Degree awarded 2009. Includes bibliographical references. Also available in print form.
Mokadem, Abdelhafid. "The impact of individual values, organizational values and their interaction on attitudes, behaviour and organizational performance : the case of Algeria." Thesis, Cardiff University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329629.
Full textLilja, Marcus, and Andrea Bergsten. "The Importance of Values in Purchaser Choice : the Interaction of Supplier and Purchaser." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-3784.
Full textThis paper is based on the concept that Values drive value, a theory investigated by Bo Enquist and his colleagues at CTF in Karlstad. Our research attempts to see if the values of a supplier really matter to the purchaser.
The focus of our research is two organizations that have official values that play a major part in the organizational decision making, culture and marketing. Currently there is a consensus that the culture is an essential factor in creating successful businesses.
Grenness, Tor. "Perception of values and commitment of Norwegian managers." Thesis, Brunel University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311554.
Full textPervez, Avais, Ahmed Tariq, and Saad Jamil. "Comparison of Work Values between Pakistani and Swedish Managers." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-11863.
Full textSiegruhn, R. "Shared values : the road to reconstruction and success." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53053.
Full textENGLISH ABSTRACT: Governments and organisations focus their efforts and resources on physical production factors and the skills of their employees. However, in order to focus the resources and skills of an organisation on a specific outcome there needs to be a common and binding set of values. Many empowerment efforts in South Africa have not succeeded and the reasons cited for their failures, concomitantly, have been based on physical production factors and lack of skills. This study will investigate whether a misalignment of values may be the real problem of which the physical production factors and skills were mere symptoms. The Mckinsey 7s Model will be used to structure the analysis and to determine whether the reconstruction, development and empowerment organisations, both successful and unsuccessful, had shared values. The result was that the reconstruction, development and empowerment organisations that were successful had shared values and that the reconstruction, development and empowerment organisations, that were unsuccessful did not have shared values.
AFRIKAANSE OPSOMMING: Regerings en privaat organisasies fokus hulle insette op fisiese produksie faktore en die vaardighede van hul werknemers. Om die insette en aksies van 'n organisasie te fokus op 'n spesifieke uitkoms, moet daar 'n gedeelde en samebindende stel waardes wees. Verskeie bemagtigingspogings in Suid-Afrika was nie suksesvol nie. Die redes wat vir hierdie mislukkings aangevoer word, is gebaseer op die fisiese insette en die gebrek aan vaardigheid van die deelnemers. Die navorsing in hierdie studie is daarop gemik om te bepaal of die gebrek aan gedeelde waardes nie dalk die werklike probleem is nie, en dat die fisiese produksie faktore en vaardigheidsvlakke slegs simptome hiervan is. Die Mckinsey 7s model sal aangewend word om struktuur aan die studie te verleen. Die Mckinsey 7s model sal ook aangewend word om te bepaal of die heropbou-, ontwikkelings- en bemagtigings organisasies, beide suksesvol en onsuksesvol, gedeelde waardes gehad het al dan nie. Die resultate van die studie het daarop gedui dat al die heropbou-, ontwikkelings en bemagtigings organisasies, wat gedeelde waardes gehad het suksevol was en al die heropbou-, ontwikkelings- en bemagtigings organisasies, wat onsuksesvol was nie gedeelde waardes gehad het nie.
Strandberg, Malin. "Förmedling och förankring i organisationers värdegrundsarbete : En intervjustudie ur ett sociokulturellt perspektiv." Thesis, Södertörns högskola, Pedagogik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-32001.
Full textSaffell, Caroline. "Values, value, risk, and satisfaction as antecedents to continue in farming with specific reference to farming in Great Britain." Thesis, Kingston University, 2007. http://eprints.kingston.ac.uk/20878/.
Full textBerntson, Annie, Christina Jarnemo, and Minna Philipson. "Branding and Gender : - How adidas communicate gender values." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-309.
Full textThis thesis discusses how adidas differentiate their communication to reach women and make the adidas brand more appealing to females. The adidas brand has always had their main focus on sportswear for men. This has led to the brand being perceived as masculine and it makes it hard for the female consumer to identify with adidas. We have analysed six adidas adverts from the last five years to see what adidas have communicated to women. The main purpose of this thesis is to understand why adidas have not succeeded in communicating with women in the last five years.
The theoretical chapter is divided into three parts; Brands, Communication and Consumer Behaviour. The first part describes what a brand is, how it is built and continues with how a brand can be gendered. A brand is not very likely to keep a strong position if the values connected with the brand are not reinforced through communication. When forming a communication strategy, companies have to understand how consumers behave. When selling a gendered product, companies have to understand the distinction between men and women and how they differ in consumption.
Our discussion is based on the qualitative method of collecting data. The qualitative method was carried out through two panel interviews and one personal interview, and we also performed picture analysis on adidas’ advertisements. Ten open-individual interviews with ten different women were conducted; to get their opinions on the six adverts.
Adidas have presented five different identities over five years, each with diverse focus and with different brand associations. This has led to a lack of consistency and therein lies a part of the reason why adidas have not been successful in appealing to women.
Since 2005 adidas have a collaboration with Stella McCartney. This is an attempt to add design to adidas functional clothes and to make their brand more appealing to women. This collaboration will continue until 2010 and this could provide adidas with the uniformity they need.
Mootheril, Feeba, and feeba m@gmail com. "Achieving Organisational Effectiveness with B2E E-business Model." RMIT University. Business Information Technology, 2008. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20081029.162232.
Full textEkeroth, Felix, Viktor Sandoff, and Dennis Oskarsson. "Perceived Values of Subscription Video on Demand Services : A multiple case study exploring perceived values’ influence on decision-making when selecting subscription video on demand services." Thesis, Jönköping University, IHH, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52669.
Full textPainter-Morland, Martha Jacoba. "Dealing with moral values in pluralistic working environments." Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-03232006-145332/.
Full textRushworth, Susan. "The what, why and how of organizational values a study of the interpretation and implementation of organizational values within fast-growing Australian companies /." [Hawthorn, Vic.] : Swinburne University of Technology, 2008. http://hdl.handle.net/1959.3/42570.
Full text[Submitted as partial fulfilment of the requirements for the degree of Doctor of Philosophy], Australian Graduate School of Entrepreneurship, Swinburne University of Technology, 2008. Includes bibliographical references (p. 225-238)
Hall, Catherine. "Values Subduction: A Critical Examination of the Hyderabad Information Technology Sector." Diss., Temple University Libraries, 2013. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/216544.
Full textPh.D.
Increasingly, there are organizations, industries, and cities worldwide where the "first" and "third" worlds meet in terms of culture, commerce, and politics. Although researchers agree there are significant socio-cultural implications associated with living and working in these dynamic spaces, there is considerable debate about the nature of these implications. Emerging as an example of an industry operating outside traditional parameters of space, time, and culture, the Indian Business Process Outsourcing (BPO) industry employs Indians to service the needs of clients and customers from around the world without ever having to leave India. Often heralded (or sometimes demonized) as vanguards of an idealized (i.e. Westernizing) Indian middle class, the identities of call center workers are often extrapolated from the goods they consume, and employment in the global workforce is equated with ascension into the global consumer class (Saraswati, 2008). In reality, the deeper socio-cultural implications of working in the Indian BPO industry are as unclear--both conceptually and empirically--as they are contested. In this research, I contribute to our understanding of these issues by examining the ways in which call center work influenced the values and behaviors of my respondents from their unique points of view. Within the empirical domain, I present a critical ethnographic analysis of fieldwork I conducted in "DomesTech"--an Indian-owned, hybrid-focused BPO organization in Hyderabad, India. Calling upon postcolonial theory and the Bhabhaian perspective of "Third Space" as conceptual and analytical guides and focusing on the values of family, materialism, and ecological orientation, my research shows that call center workers do not fit neatly into the aspirational mold often attributed to them. I also argue that the sociocultural implications of contemporary call center work are not sufficiently conceptualized by existing theoretical frameworks. Hoping to contribute to our theoretical understanding of these issues, I engage in a grounded theory approach to data analysis and call upon the geological process of subduction as interpretive metaphor to develop a refined conceptualization of contemporary culture change.
Temple University--Theses
Axelsson, Mathias, and Maria Nettersand. "Values at Stake: A 30-Year Retrospective of Shareholder and Stakeholder Value Orientation in Annual Reports of Large Swedish Companies." Thesis, Linköping University, Department of Management and Economics, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1551.
Full textBakgrund: Det verkar som om inte en enda dag går förbi utan att det är något i media beträffande företag och deras olika aktiviteter som berör samhället som helhet eller enskilda individer. På senare år har både media och allmänheten kritiserat företag för att ha verksamhet som påverkar såväl individer som hela orter och kommuner negativt. Pudelns kärna i sammanhanget är den klassiska debatten kring företags etiska och sociala skyldigheter samt vems intressen företag egentligen existerar för att tillgodose.
Syfte: Syftet med denna studie är att finna huruvida det under de senaste 30 åren har skett en förändring, eller flera förändringar, avseende "shareholder" versus "stakeholder"-värdeorientering i svenska storföretags årsredovisningar. Vidare belyses och förklaras våra rön utifrån ett historiskt perspektiv.
Resultat: Vi upptäcker två trender i årsredovisningarna. Den första trenden uppvisar en starkare orientering mot att skapa shareholder-värde, medan den andra trenden tyder på en orientering mot att skapa stakeholder-värde. Denna förändring i värdeorientering förefaller inträffa någon gång mellan 1984 och 1990. De två trenderna och förändringen i värdeorientering kan till stor del belysas och förklaras av den historiska kontexten.
Background: It seems as not a single day goes by nowadays without there being something in the news concerning companies and their various activities, which affect society as a whole or single individuals or both. In recent years, both media and the public have debated and criticized companies for undertaking activities that negatively affect everything from single individuals to populations of entire towns and municipalities. What these debated issues and other similar events boil down to is the classical question and debate of the extent to which companies have a moral and social responsibility and whose interests companies exist to serve.
Purpose: The purpose of this study is to find out whether there has been a shift, or several shifts, in terms of shareholder versus stakeholder value orientation in annual reports of large Swedish companies during the past 30 years. Moreover, the findings are elucidated and explained from a historical perspective.
Results: We detect two trends in the annual reports. The first is a stronger orientation towards the shareholder value perspective, followed by a second trend towards the stakeholder value perspective. The shift in orientation seems to occur sometime between 1984 and 1990. The two trends and the shift can to a large extent be explained and elucidated by the historical context.
Mannonen, Lotta, Aleksi Ojala, and Martinus Vorstenbosch. "Aligning CSR Values to change Corporate Social Behavior : Utilizing Management Control Systems to create Shared Values." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-39352.
Full textPuttee, Colleen. "Business ethics fact or fiction a look at the application, acceptability and adaptability of ethical values in the business sector /." Access electronically, 2005. http://www.library.uow.edu.au/adt-NWU/public/adt-NWU20060719.113638/index.html.
Full textNyberg, Andreas, Anders Borgh, and Andreas Mård. "Values-led business : A study of the Ben and Jerry's concept and its applicability." Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-264.
Full textThe issue that is dealt with in this paper is the concept of values-led business. The idea behind the term is that businesses has a responsibility to the people and the society that make its existence possible and that social problems can not be solved unless business accepts taking on a leadership role which requires that business starts acting in the interests of the common good. This is specifically important since companies today are the main source of influence in people’s everyday life and the area is specifically interesting because of all the business scandals in recent years. (Cohen and Greenfield, 1997). The concept of values-led business arose mainly from the two companies the Body Shop and our chosen company; Ben and Jerry’s.
The purpose of this thesis is to explore the concept of values-led business and find out how it is different from the procedures at a non-explicitly values-led organisation. We also aim to find out if there would be any benefits of introducing values-led business into the latter.
In this paper we compare an explicitly values-led company, Ben & Jerry’s Ice Cream, with a non explicitly values-led company, SIA Glass on their internal and external performance on the study areas of Marketing, Sourcing, and HRM and Organisational culture. A qualitative research method has been used as method. The collection of primary data was done with the help of interviews done at our companies’ main offices in Sweden. In the case of Ben & Jerry’s, additional secondary sources have been used. Theories used serve the purpose of both a tool of analysis but also of setting the stage of values-led business. Furthermore, the theory has been divided into the four areas of study mentioned above.
The first part of the conclusion states that we, throughout the thesis, have given a good overview of what the differences between values-led business and “ordinary” business really are. Also, we found that SIA Glass has the potential of becoming a values-led company as its foundation is not entirely based on financial goals but is to a large extent driven by a will to preserve something good for the local community. In order to develop a val-ues-led thinking a social mission should be formally put down in print and be held equal to the financial and quality missions. SIA Glass potentially has a lot to be gained especially in the marketing area as SIA Glass as it could create further leverage by using more creative marketing methods.
Meyer, Abel Hermanus. "Common values and competitiveness within a corporate culture and performance model." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52167.
Full textENGLISH ABSTRACT: The utilisation of human capital and its impact on organisational performance must rank as one of the key managerial concerns III South Africa. The message from international competitive studies is clear: corporations become competitive when people and practices change. The global market has exposed the lack of competitive strength and effectiveness of South African corporations. Against this background, managing complex organisations in the private and public sector remains a daunting, pervasive and urgent task. By focusing on issues of organisational behaviour and global competitiveness, the study aims to contribute to the development of competitive (effective) corporations in South Africa. It is important to keep in mind that the present investigation was an exploratory study attempting to add to the body of knowledge about competitiveness. It aimed to enhance existing studies on global competitiveness and organisational effectiveness and open up possibilities for new management strategies and interventions as well as further research. In particular, it builds on previous work on the impact of organisational behaviour on performance. An extremely important development in the study of corporate culture has been proof that that the normative structure (corporate culture) has a significant impact on the performance of an organisation. Because of this impact, corporate culture has to be regarded as one of the key success factors in any corporation. Corporate culture is however no end in itself, but must be regarded as a hermeneutical key (interpretative) to corporate performance. The success of the corporation takes precedence over all other aspects of the organisation, even over its culture. The framework of corporate culture and competitiveness links patterns of behaviour and management practices with underlying assumptions, beliefs and values. It provides a clear description of the integrative mechanisms and dimensions of corporate culture and the way in which they impact on competitiveness. These behavioural factors are key determinants of organisational performance because of the close link between patterns of behaviour and underlying core values and beliefs. The model also defines the elements (people, change, projects, control) that need to be managed, as well as the traits (adaptability and innovation, mission, involvement, consistency) of the culture which determines the performance of the corporation. In terms of the corporate culture and competitiveness framework, the management activity of developing a set of common or core values is therefore a good starting point for any culture intervention strategy aimed at enhancing competitiveness (performance). A shared system of beliefs, values and symbols widely understood by an organisation's members has a positive impact on their ability to reach consensus and carry out coordinated actions. This impact, as well as the nature of the culture of the corporation has to be understood by everybody in the organisation. It also has to assist them in making sense of corporate life in such a manner that it creates opportunities for everyone to impact on the performance of the corporation.
AFRIKAANSE OPSOMMING: Die bestuur van menslike hulpbronne en die impak daarvan op organisatoriese prestasie is een van die kern bestuursvraagstukke in Suid-Afrika. Die internasionale boodskap oor mededingendheid is duidelik. Organisasies se mededingendheid verander wanneer mense en praktyke verander. Oor die algemeen vaar Suid-Afrikaanse organisasies redelik swak in die internasional mark weens 'n gebrek aan kompeterendheid en effektiwiteit. Dit is duidelik dat in hierdie lig, die bestuur van komplekse organisasies 'n uitdagende ontwykende maar dringende uitdaging aan bestuur is. Deur op organisatoriese gedrag en internasionale kompeterendheid te fokus, poog die studie om 'n bydrae te maak tot die ontwikkeling van kompeterende (effektiewe) organisasies in Suid-Afrika. Dit is belangrik om in gedagte te hou dat die studie van ondersoekende aard was en om daardeur verdere insig in kompeterendheid te verkry. Dit poog om by bestaande studies oor internasionale kompeterendheid en organisatoriese doeltreffendheid aan te sluit ten einde nuwe bestuursintervensies en strategië te ontwikkel en terselfdertyd rigting vir verdere navorsing aan te dui. Dit bou in besonder op vorige studies oor die impak van organisatoriese gedrag op doeltreffendheid. 'n Belangrike ontiwkkeling in die studie van korporatiewe kultuur was die bevinding dat die normatiewe struktuur (korporatiewe kultuur) 'n insiggewende impak op die prestasie van organisasies het. As gevolg van hierdie verhouding, moet korporatiewe kultuur as een van die sleutel sukses faktore in enige organisasie beskou word. Korporatiewe kultuur bly egter altyd slegs 'n middel tot die bereiking van doelwitte en nooit as die doel self nie. Dit moet daarom beskou word as 'n hermeneutiese (verklarende) sleutel tot organisatoriese doeltreffendheid. Die prestasie van enige organisasie moet voorkeur geniet bo all ander aspekte van die organisasie, selfs die korporatiewe kultuur. Die raamwerk van korporatiewe kultuur en doeltreffendheid verklaar die interaksie tussen die onderafdelings van kultuur en die organisasie se doeltreffendheid. Die aannames, oortuigings en waardesisteme van 'n organisasie vorm die basis van 'n stel bestuurspraktyke en gedragspatrone. Hierdie gedragspatrone is sleutelfaktore tot organisasie doeltreffendheid as gevolg van die noue verband tussen die gedrag en die onderliggende waardesisteem. Die raamwerk identifiseer die elemente (mense, verandering, projekte en kontrole) as die elemente wat bestuur moet word, sowel as vier meganismes (betrokkenheid, aanpasbaarheid en vernuwing/innovasie, konsekwentheid en doelgerigtheid/rigtingaanwysing) van kultuur wat die doeltreffendheid van die organisasie bepaal. Korporatiewe kultuurintervensie strategië, gemik op prestasieverbetering, behoort in terme van die korporatiewe kultuur en doeltreffendheidsraamwerk by die ontwikkeling van 'n stel gedeelde of kernwaardes te begin. 'n Gedeelde sisteem van oortuiginge, waardes en simbole wat deur alle lede van die organisasie verstaan en aanvaar word, sal 'n sterk en positiewe uitwerking op die vermoë om konsensus en gekoordineerde optrede te bereik, hê. Hierdie uitwerking asook die aard van die kultuur van die organisasie moet deur almal in die organisasie verstaan word. Dit moet hulle ook in staat stel om die organisasie se keuse van prioriteite te verstaan en daardeur geleenthede vir almal te skep om 'n impak op die doeltreffendheid van die organisasie te hê.
Jällebo, Maria, and Alexander Ering. "Att påverka en företagskultur - går det? : En studie om SEB Korts Core Values." Thesis, Stockholm University, School of Business, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-6261.
Full textDe flesta teoretikerna som forskar kring företagskultur och möjligheterna att förändra en sådan menar att det går, men att det kan vara svårt pga. många olika orsaker. En stark företagskultur med starka värderingar anses bidra till en god arbetsmiljö och därmed en hög effektivitet. Vi har i denna studie undersökt om en företagskultur går att förändra och påverka av företagsledningen. Vi utförde en strukturerad enkätstudie på SEB Kort AB där nya värderingar infördes 2002. Undersökningen visade att företagsledningen hade lyckats påverka kulturen då respondenterna i huvudsak var positivt inställda till Core Values, dess effekter på organisationen, de själva och kollegorna samt att de delade värderingarna. Svarsfrekvensen var endast 65 procent, vilket kan anses vara ett ganska stort bortfall varför vi har valt att se denna undersökning som en förstudie. Vi har dock med hjälp av jämförelser mellan de respondenter som besvarat enkäten och information om alla anställda på SEB Kort försökt mäta validiteten, vilken utifrån denna jämförelse verkar vara ganska god. Med det stora bortfallet i åtanke måste vi ändock vara försiktiga med att dra slutsatser till hela SEB Kort.
Mellon, Elizabeth Owen. "UK managers' values : a comparison of the public and private sectors." Thesis, London Business School (University of London), 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.300247.
Full textNyberg, Sandra, Anette Nilsson, and Erik Skinstad. "The connections between values alignment and teamwork : A case study." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-11259.
Full textBackground: Research today highlights the importance of values alignment, but all of the research has been conducted on manufacturing companies. We found it interesting to investigate if the same theories are applicable to the knowledge-intense service sector, such as consultancy firms. Furthermore, research has identified a set of key attributes of successful teamwork, which we find closely related to values alignment. Despite this, we found no previous research within this area.
Purpose: This study investigates the connections between values alignment and teamwork at a consultancy firm.
Method: Our research was conducted as a case study at the department of Management at a consultancy firm. A survey, based on Barrett’s (2008) Seven Level Consciousness, and Cultural Values Assessment models, was carried out. However, we have modified the model to fit Swedish work-related values. We conducted pre-survey, and follow-up survey interviews with employees at the consultancy firm, as well as an interview with a former employee. This triangulation of information gathering techniques allowed us to ensure the validity of our study.
Conclusion: We found a set of four clear relations between values alignment and, what previous research has identified as, key success factors of successful teamwork. Commitment, guidance in decision making, quality of outcome and reduced interpersonal conflicts are all outcomes of values alignment, and they are in different ways connected to one or several of commitment to success and shared goals, commitment to team processes and accountability, interpersonal skills, open communication and feedback or interdependencies.
Bakgrund: Dagens forskning belyser vikten av att ha en gemensam värdegrund, men så vitt vi kan se sträcker sig forskningen till att enbart involvera tillverkningsföretag. Vi tyckte att bristen på forskning inom kunskapsintensiva serviceföretag, så som konsultföretag, var intrigerande och bestämde oss för att undersöka huruvida befintliga teorier är applicerbara även på den här sektorn. Forskning har även identifierat ett antal faktorer som kännetecknar framgångsrikt teamwork, vi anser att dessa faktorer är kopplade till att ha en gemensam värdegrund. Trots detta har vi inte hittat någon tidigare forskning inom det här området.
Syfte: Den här uppsatsen undersöker sambandet mellan att ha en gemensam värdegrund och teamwork på ett konsultföretag.
Metod: Den här undersökningen är genomförd som en fall studie på Mana-gementavdelningen på ett konsultföretag. Vi sände ut en enkät till de anställda, som byggde på Barretts (2008) Seven Level Consciousness och Cultural Values Assessment modeller. Vi har dock anpassat enkäten till att stämma överens med svenska arbetsrelaterade värderingar. Förutom detta genomförde vi intervjuer innan enkäten skickades ut, samt uppföljningsintervjuer. Utöver de intervjuerna, gjorde vi även en intervju med en före detta anställd på företaget. Den här trianguleringen gjorde det möjligt för oss att försäkra validiteten för vår undersökning.
Slutsats: Vi fann fyra tydliga kopplingar mellan fördelarna med att ha gemensam värdegrund, och vad som genom tidigare forskning har identifierats som framgångsfaktorer för teamwork. Engagemang, stöd för beslutsfattande, kvalitet samt en minskning av sociala konflikter är alla effekter av att ha en gemensam värdegrund. Dessa är på olika sätt relaterade till en eller flera av följande; engagemang i framgång och delade mål, engagemang till team processer och ansvarsskyl-dighet, social kompetens, öppen kommunikation och feedback eller ömsesidigt beroende.
Van, den Berg Ruan. "An examination of Christian values and correlated concepts in small business practices in South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021094.
Full textLamb, Linda Carol. "VALUES AND HEALTH CARE: THE RELATIONSHIP BETWEEN UNINSURED AND INSURED STATUS PURSUANT TO THE ROKEACH VALUE SURVEY." NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/55.
Full textLow, Tiffany Anne. "Influence of consumer values and sustainable business practices on brand loyalty within luxury hotels." Thesis, University of Bedfordshire, 2012. http://hdl.handle.net/10547/323658.
Full textWells, Maxine H. "A policy inquiry into the development of Business Studies within the curriculum in England focussing on the transmission of implicit and explicit values within 'A' Level and GNVQ Advanced Business Studies." Thesis, University of Bath, 2008. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.512299.
Full textMcNally, Keith Christopher. "Values orientation influencing relationship cooperative behavioural mechanisms between health PFI project leaders." Thesis, Kingston University, 2009. http://eprints.kingston.ac.uk/20884/.
Full textMeehan, Sean Alphonsus. "Market orientation : values, behaviours, performance; a cross sectional study of UK businesses." Thesis, London School of Economics and Political Science (University of London), 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267702.
Full textHUANG, Linjun. "The impact of cultural values on email acceptance : evidence from the PRC." Digital Commons @ Lingnan University, 2003. https://commons.ln.edu.hk/cds_etd/6.
Full textHussin, Habrizah. "Personal values and identity structures of Malay and Chinese entrepreneurs in Malaysia." Thesis, Cranfield University, 1995. http://dspace.lib.cranfield.ac.uk/handle/1826/9935.
Full textDogan, Yasar. "The influence of shared values in the management of project-based B2B professional relationships." Thesis, University of Bradford, 2016. http://hdl.handle.net/10454/15882.
Full textAnderer, Stefan. "The valuation of values." HHL Leipzig Graduate School of Management, 2018. https://slub.qucosa.de/id/qucosa%3A33702.
Full textTalbot, Colin. "Developing strategic managers for UK public services : a competing values and competences approach." Thesis, London School of Economics and Political Science (University of London), 1995. http://etheses.lse.ac.uk/2833/.
Full textParnell-Berry, Bryel. "Ethical narratives in contested landscapes : the implementation and experience of public policy values for traveller caravan sites." Thesis, University of Hull, 2013. http://hydra.hull.ac.uk/resources/hull:16088.
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