Academic literature on the topic 'BUTSI (Organization)'

Risk is an inherent phenomenon associated with all forms of economic and social ac-tivity of people, both at the level of individual and organizational decisions. The de-gree of complexity and internationalization of economic processes, and consequently the internationalization of decision-making processes in the turbulent environment of the organization results with an increased risk of actions undertaken and difficulties in efficiently identifying various threats. A contemporary approach to risk management referred to as integrated risk management (ERM - Enterprise Risk Management). It focuses on integrating risk management with existing processes in the organization and determining future events that may have a positive or negative impact on the busi-ness. Integrated risk management defining the structure and scope of process man-agement along with setting standards for assessing the effectiveness and efficiency of implemented activities in all levels of the organization and selecting the best solutions that increase these values.

Consensus on the impact of design on perfor-mance can be said to be evident at all three levels of decision-making in organizations: strategic, tac-tical, operational (Brunswicker et al. 2019; Gemser & Leenders 2001). This impact broadly assumes the following forms:
 
 Design impact for strategy in action and customer experience
 Design impact for business strategy, process, innovation, and performance
 Design impact for cultural change and organization transformation
 
 Despite these revelations, precious little guidance is found in the way of forming a holistic view of the why of design science, core capabilities, theo-ries, and methods in business economics and the ultimate pertinence of the design function in any given organization. Similarly, the how, which would outline the ways in which these capacities could be built and coordinated towards the support of stra-tegic design and forward-looking decision-making processes is at best assumed, yet very rarely articulated.
 This issue includes both the papers from academia and professionals we received through our Call, as well as the results of a complementary survey con-ducted by the editors with Chief Design Officers. Our editorial foreword uses the model (Figure 1) as the framework for a synthesis, linking strategy in design science and strategy in business science:
 Part I - The vertical axis of Strategy from Vision to Mission through Value: design strategy versus cor-porate strategy, and business economics in design-driven organizations.Part II - The horizontal axis of Strategic Manage-ment and the Strategic design decision path. From design leadership and strategic positioning to busi-ness strategy and design management to strategy in action and design.

Previous academic research found that two broad approaches characterize non-profit foundations when setting objectives. In the first approach, the business-like model, nonprofit foundations are inspired by for-profit organizations, and they adopt methodologies, tools, and practices typical of business management to better respond to social issues connected to their local dimensions. The second approach, the charity-like model, conversely argues that hybridization toward the market risks undermining the peculiarities of the nonprofit sector, thereby emphasizing the need of nonprofit foundations to be guided by the solidarity of interests that resides in the natural interdependencies of various members of society. To date, no study has fo-cused on the role of nonprofit foundation employees to understand the impact of a business-like approach on employee professionalism and job performance. Using responses from 277 employees of nonprofit foundations, this study investigates whether increased participation in planning and control tools increases employees' perceptions of the effectiveness of the grant process. The results show that a busi-ness-like approach to planning, if well-balanced and considered, can contribute to greater employee professionalism and lead to improved information clarity and project innovation.

In modern science, a sufficient number of studies have been focused on investigating the business activity of commercial organizations. However, now-adays there is no single established approach to the study of scientific and practical and theoretical and applied research of problems and practice of im-proving the methodology for assessing the busi-ness activity of commercial organizations, taking into account the necessary set of assessment indi-cators. According to Russian and foreign research-ers, the analysis of the business activity of commer-cial organizations should be carried out both by industry and by economic characteristics. Within the framework of this research, done on the territory of the Voronezh region, the business activity of com-mercial organizations engaged in the field of furni-ture production was analyzed. Three types of its components have been identified as industrial, technological and effective. The methodology for the study of business activity using the example of furniture industrial business entities was integrated with the method of the arithmetic mean value of chain business activity indices. It made it possible to ensure the minimum calculation error, which con-tributed to an increase in the efficiency of assessing the business activity of industrial sector partici-pants. The paper discusses the methodology for assessing the business activity of commercial or-ganizations engaged in the production and sale of furniture products.

The COVID-19 pandemic has exponentially accelerated the rate of change. Organizational readiness for change has become the mandatory requirement for most organizations to survive in this highly disrupted era. The purpose of this research is to investigate the influence of servant leadership and the mediating role of workplace spirituality on organizational readiness for change. Offices within a private university in Indonesia were used as the population for this research. 80 respondents from 40 offices participated in this research by filling online questionnaires. The data were analyzed using Partial Least Square–Structural Equation Modelling software. The results show that servant leadership does not influence organizational readiness for change directly butis fully mediated through workplace spirituality. This paper contributes to the organizational change theory by providing insight into what aspect of servant leadership may be lacking for an extreme organizational change process. It is the first study that validates the role of workplace spirituality as the mediator of the relationship between servant leadership and organizational readiness for change.

The article is devoted to the study of the role and impor-tance of business etiquette in conflict management of the organization. The essence of the concepts "conflict", "organizational conflict", "conflict management" is defined. The main reasons of conflict situations in the organization are characterized. It is noted that in economically developed countries there is a fairly new, modern approach to conflict management related to business etiquette and its tools. The content of business etiquette, principles, functions and directions of its unification are disclosed. A number of rules of business etiquette, which are guided by participants in busi¬ness relations in order to prevent possible conflicts, were singled out. Their content is disclosed, a thorough description is given. The important role of the manager in solving conflict situations in the organization is emphasized. The skills and knowledge of business etiquette which must be possessed for successful conflict resolution are highlighted. The main attention is paid to the fact that the rules of business etiquette serve only as an external expression of moral relations between people, so they can be both tacit and more specific. It was determined that these rules, norms and values are contained in the code of corporate (business) ethics, which is the main tool of business etiquette. Its functions, structure and content are analyzed. Practical recommendations on conflict prevention in the organization, its prevention and mitigation based on the principles, rules and norms of business etiquette are offered. It was concluded that com-pliance with accepted rules of conduct strengthens confi-dence in the correctness of one's actions, creates a sense of psychological comfort, which, in turn, affects the number of conflicts, labor productivity, production culture, etc.

Sommaire Les tactiques utilisées avec un certain succès, par les communistes pour s'infiltrer dans les industries anglaises et canadiennes incitent à réfléchir sérieusement. Avant de mettre en oeuvre une action organisée, on est forcé de repenser les buts et objectifs du syndicalisme et les idéaux de l'action civique; ce sont là des aspects dont l'auteur veut montrer brièvement la nécessité dans cet article.

Urgency of the research. The complexity and multi-vectority of the external factors influence predetermine the need to form a system of management of business organiza-tions that would be ready and capable not only to anticipate new development trends, but also to respond accordingly, modernizing approaches to managing all internal processes of a business organization functioning. Target setting. Further research requires the develop-ment of a managing changes mechanism in business organi-zations, including planning changes, evaluating and monitoring the implementation of changes. Actual scientific researches and issues analysis. A number of scholars engaged in the research and selection of processes for management change, as well as the man-agement mechanisms formation of these processes, namely: I. Adizes, L. Greiner, F. Guyar, J. Duck, R. Daft and others like that. Uninvestigated parts of general matters defining. Different approaches to the management mechanisms for-mation are presented in the literature, but further research of management changes mechanism formation needs a condi-tion in a business organization. The research objective. The purpose of this scientific article is to identify and generalize approaches to the man-agement change mechanism formation as the basis for the strategic development of a business organization. The statement of basic materials. The article presents the approaches to the definition of the concept of "change" from the economic and philosophical points of view. The concept of "managing changes mechanism in business organization" is substantiated and singled out. The approach-es to management change mechanism formation in a busi-ness organization as the basis of its strategic development are presented. Conclusions. To ensure the management of any chang-es, it is necessary to create a methodical and methodological framework that will allow business executives to design and implement change processes and evaluate their effective-ness.

The article discusses the issues of creating an organizational model of selection based on cytogenetic and mor-phological markers for reforestation in the conditions of the central forest-steppe. The results of the development of an organizational model are presented, presented by a complex of context diagrams, created in the software product Busi-ness Studio 4.0. The decomposition of selection processes based on cytogenetic and morphological markers in the form of context diagrams made it possible to visualize the identification process of pedigree genotypes of pedunculate oak and to build in space and time a sequential process of using additional selection markers in conjunction with classical breeding approaches, selection of methods and means of achieving breeding goals. Providing the visibility of the pe-dunculate oak breeding process based on cytogenetic and morphological markers allows, due to the technological de-scription of the composition of the processes, the characteristics of the consumed resources (material, labor and finan-cial), to get an idea of the process under study and quickly draw a logical conclusion from the large amount of data obtained. The model organization of the process of creating forest plantations of fast-growing species was carried out with the aim of the most efficient use of technology and an increase in labor productivity, which determines its promising use as a selection tool and makes it possible to accelerate the selection process of Quercus robur L. offspring when creating forest crops

Cette thèse développe la théorie de l'identité en économie en utilisant les frontières de la firme pour étudier l'effet de l'identification à la firme sur la coopération intrafirme. Nous nous appuyions sur la définition de l'identité personnelle de John B. Davis et proposons un cadre théorique qui conceptualise la relation entre l'identité et la coopération. Dans ce cadre, l'identité personnelle est le produit du management des identités sociales qu'un individu développe et maintient au travers d'effort d'investissement dans ces identités. Nous utilisons les frontières de la firme pour distinguer les identités sociales qui sont liées à l'entreprise de celles qui ne le sont pas. Nous testons les prédictions théoriques avec des expérimentations de terrain dans de vraies firmes et avec leurs employés, et nous contrôlons l'effet des différents degrés d'affiliation à la firme, notamment en étudiant la coopération entre individus de deux firmes appartenant au même groupe. En cohérence avec la théorie, nous trouvons que l'affiliation à la firme a un impact positif et progressif sur la coopération dans un jeu de contributions volontaires. De plus, une plus grande distance sociale entre les individus implique moins de coopération. Notre stratégie théorique et expérimentale permet de surmonter les nombreuses critiques des approches en termes d'identité sociale. Elle rend compte de l'hétérogénéité des stratégies individuelles dans la gestion des identités sociales, l'impact des institutions sur le comportement individuel et la coopération intrafirme. L'identité personnelle ajoute à l'étude traditionnelle de l'identification à la firme les questions de l'individuation et de l'effet des identités sociales multiples. Nous identifions la structure de cette nouvelle approche du lien entre la cognition et la motivation dans la firme. Nous expliquons comment les questions de cette théorie étendue de l'identité sont liées aux questions centrales de la nature de la firme, de l'organisation interne et des frontières de la firme. Nous analysons les implications de l'inclusion de l'analyse de l'individuation et d’identités sociales multiples sur l'analyse de la coopération. Nous étudions également les effets de l'apprentissage et de la culture d'entreprise sur les stratégies identitaires dans la firme<br>This thesis develops the current theory on identity in economics to study the effect of individuals' identification with the firm on intrafirm cooperation by using the boundaries of the firm. We rely on the definition of personal identity given by John B. Davis to develop a theoretical framework that conceptualizes the relationship between identity and cooperation. In that framework, personal identity is the product of the management of the social identities that an individual develops and maintains through investment efforts in those social identities. We exploit firm boundaries to identify how social identities that are related to the firm can be distinguished from those that are not. We test the theoretical predictions by using framed field experiments involving real firms their employees, and we control the effect of different degrees of firm affiliation, notably by studying cooperation between individuals of two firms which are part of the same corporate group. We find that, consistent with theory, affiliation to firms has a positive and gradual impact on cooperation in voluntary contributions mechanism experiments. In addition, higher social distance among individuals implies less cooperation. Our theoretical and experimental strategy overcomes the numerous critiques of social identity approaches. It accounts for the heterogeneity of individual strategies as regards the management of their social identities, the impact of institutions on individual behavior as well as intrafirm cooperation. Personal identity adds to the traditional study of identification with the firm the questions of individuation and of the effect of multiple social identities. We identify the structure of this new approach to the link between cognition and motivation in the firm. We explain how the questions of this extended theory of identity are related to the central questions of the nature of the firm, of internal organization and of the boundaries of the firm. We analyze the implications of the inclusion of the analysis of individuation and multiple social identities concerning cooperation. We also study the effect of learning and corporate culture on identity strategies

Abstract The extraordinary involvement of Jewish women in charitable and social welfare organizations reflected a combination of deeply held Jewish traditions as well as social transformations within Imperial Germany. Among the latter, the evolution of women’s role in the public arena is prominent. For many women, it was the religious social welfare context from which their feminist perceptions and move ment grew. Indeed, excluded until 1908 from most political involvement, women’s social service activism can be interpreted as a form of women’s politics, a way in which women created their own power structures alongside the political and busi ness spheres dominated by men. After the founding of the German Empire, the complex interaction between state and private welfare and the Jewish minority also affected the involvement of Jewish women in voluntary social welfare. Further, social welfare was a form of minority self-help and self-protection in an era of increased anti-Semitism. It was also a form of liberal, bourgeois politics vis-a-vis those of a lower social class: specifically, German Jews tried to alleviate the conditions of Eastern European immigrant Jews and help them acculturate to German society.

The projects sponsored by the Gülen-inspired movement are numerous, international and costly in terms of human and financial capital. Critics of the movement often question the fi- nancing of these initiatives – with some convinced of collusion with Middle Eastern govern- ments, others (within Turkey) suspicious that Western governments are financially backing the projects. Aware of these criticisms, in a recent comment to a group of visiting follow- ers, Fethullah Gülen indicated greater financial transparency must become a priority for the movement. This paper addresses the financing of Gülen-inspired projects, based on interviews with busi- ness leaders in Turkey, as well as local businessmen throughout Turkey who constitute the financial infrastructure of the movement. In addition, the paper presents data from one local Gülen movement organisation in Houston, Texas, that collects thousands of dollars annually from local members, mostly students on small educational stipends. The paper is framed sociologically in terms of organisational theories of commitment. Beginning with Kanter (1972;1977) and including subsequent major figures in the organi- sational field (e.g. Reichers 1985; Meyer and Allen 1991; Hall 2002; Scott 2003), scholars have demonstrated a positive correlation between sacrifices asked of members and degree of commitment to the goals of the organisation. Using this perspective, the paper argues that the financial contributions made by members in the Gülen movement both demonstrate commit- ment to the ideals espoused by Fethullah Gülen and generate commitment to the movement. The paper presents empirical evidence, based on interviews with financial supporters both in Turkey and the U.S., of how financial resources are generated, the initiatives being supported and the impact of financial giving on the commitment of supporters. The Gülen movement is a civil society movement that arose in the late 1960s in Turkey, initially composed of a loose network of individuals who were inspired by M. Fethullah Gülen. As a state-approved mosque preacher, Gülen delivered sermons in cities throughout Turkey, beginning with a handful of listeners and gradually drawing tens of thousands of people. His sermons focused not only on religious texts but included a broad array of such topics as religion and science, social justice, human rights, moral values and the importance of education. Gülen repeatedly stressed the importance of educating the youth of society by establishing first-rate schools that expose students to the latest scientific knowledge in an at- mosphere of moral values. The projects sponsored by Gülen-inspired followers today number in the thousands, span international borders and are costly in terms of human and financial capital (Woodhall 2005). These initiatives include over 2000 schools and seven universities in more than ninety countries in five continents (Yavuz and Esposito 2003; Baskan 2004; Tekalan 2005), two modern hospitals, the Zaman newspaper (now in both a Turkish and English edition), a television channel (Samanyolu), a radio channel (Burc FM), CHA (a ma- jor Turkish news agency), Aksiyon (a leading weekly news magazine), national and interna- tional Gülen conferences, Ramadan interfaith dinners, interfaith dialog trips to Turkey from countries around the globe and the many programs sponsored by the Journalists and Writers Foundation. In addition, the Isik insurance company and Bank Asya, an Islamic bank, are af- filiated with the Gülen community. In 1993 the community also established the Business Life Cooperation Association (ISHAD) which has 470 members (Baskan 2004). Questions regarding the financing of these numerous and expensive projects are periodically raised by both critics of the Gülen Movement and newcomers to the movement who are invited to Gülen related events. Because of the large amounts of money involved in these projects, on occasion people have raised the possibility of a collusion between the movement and various governments, especially Saudi Arabia and/or Iran, and including the Turkish government. There has even been suspicion that the American CIA may be a financial partner behind the projects (Kalyoncu, forthcoming). Aware of these criticisms, in a recent comment to a group of visiting followers, Fethullah Gülen indicated that a priority must be proactive financial transparency. In this paper, we address directly the issue of the financing of Gülen inspired projects based on the little that is available in published sources, including an interview with Gülen himself, and supplementing that information with interviews with business leaders in Turkey who constitute the infrastructure of the movement. In addition, we present data from one local Gülen organization in Houston, Texas, that regularly collects over half a million dollars from local members, mostly students on small educational stipends. Our analysis is framed socio- logically in terms of organizational theories of commitment. We argue that the contributions made by rank and file movement members, as well as by wealthier sponsors, both demon- strate commitment to the ideals of the movement and simultaneously generate commitment to the movement. An analysis of Gülen-inspired financial contributions must include the ideological and reli- gious motivations inherent in the concepts of hizmet, himmet, sohbet, istisare, and mutevelli. For an understanding of these concepts, we are most indebted to the superb work of Mehmet Kalyoncu whose study of the Gülen movement in Mardin, a city in southeastern Turkey, was very helpful both in understanding these ideas and in demonstrating their applicability to the financing of local projects in the city.