Dissertations / Theses on the topic 'Organisational capabilitie'
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MASCHERPA, SERENA. "Born global companies as Market- Driven organisations: an empirical analysis." Doctoral thesis, Università degli Studi di Milano-Bicocca, 2012. http://hdl.handle.net/10281/27829.
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In today’s highly competitive global markets, companies compete in conditions of extreme economic, technological and socio-political instability. In many countries, because of the globalisation of markets, advances in transportation and communications technologies and the convergence of technologies of digital communication, more and more small and medium sized companies are pursuing opportunities in global markets. Globalisation has increased the level of competition, weakening barriers to entry in several markets; technology has accelerated the speed of structural changes in demand, reducing product and sector life cycles. These radical changes can neither be ignored nor avoided. In addition, they confirm that nowadays a global growth is necessary for every company. Especially in rapid changing and unpredictable global environments, where small and medium companies often operate, organisational capabilities contribute most to the expansion and performance in markets.
Drawing on the Resource Based View and dynamic capability view, this PhD thesis explores the expansion into global markets of a sample of Italian manufacturing small and medium sized companies. In particular, given the growing importance of intangible assets as sources of competitive advantage, this work examines how some organisational capabilities affect the probability of a company being classified as a born global (that is, a company that has experienced early and rapid expansion into global markets) or as a traditional exporter (that is, a company that has experienced a more slow and gradual expansion into global markets). The logistic regression analysis confirms that entrepreneurial orientation and networking capability are significant determinants of born global. Furthermore, linear regressions analyses confirm firstly that born globals perform much better than their counterparts do and secondly that entrepreneurial orientation affects their performance on global markets.
Finally, as an “emerging issue”, based on Market Driven Management Theory, this PhD thesis suggests that born global companies are similar to Market Driven Organisations because of their outside-in perspective, outward orientation towards opportunities, global proactive attitude and networking capability, which permit them to expand and outperform in global markets faster and better than competitors.
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Gill, Leanne Margaret. "Building organisational capability." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16234/1/Leanne_Gill_Thesis.pdf.
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Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC).
This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theory of the firm, together with changes in human resource practices in job analysis, performance management and staff development has laid the foundation for organisational capability. A Model of Organisational Capability is proposed that explores how systems and processes can be aligned to maximize core organisational capability.
Three research questions emerge from the literature and the Model:
*How do organisations define their Strategic Intent Domain?
*How can organisations define their Core OCs?
*How do organisations embed their OCs into their Job Context, Organisational Systems and Knowledge Networks Enablers?
These questions are explored by examining an Australian University utilising a participatory action research methodology. The study focused on how the organisation engaged senior managers to develop an organisational capability framework and agreed on a strategy to embed the capabilities in HR practice. As a result, this thesis presents a step-by-step process for organisations seeking to build their Core Organisational Capability. Practitioners wishing to maximize their organisational capability can draw on the Model of Organisational Capability, step-by-step process and contextual principles, to assist them to engage with the organisation to explore an organisational capability agenda.
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Gill, Leanne Margaret. "Building organisational capability." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16234/.
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Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC). This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theory of the firm, together with changes in human resource practices in job analysis, performance management and staff development has laid the foundation for organisational capability. A Model of Organisational Capability is proposed that explores how systems and processes can be aligned to maximize core organisational capability. Three research questions emerge from the literature and the Model: *How do organisations define their Strategic Intent Domain? *How can organisations define their Core OCs? *How do organisations embed their OCs into their Job Context, Organisational Systems and Knowledge Networks Enablers? These questions are explored by examining an Australian University utilising a participatory action research methodology. The study focused on how the organisation engaged senior managers to develop an organisational capability framework and agreed on a strategy to embed the capabilities in HR practice. As a result, this thesis presents a step-by-step process for organisations seeking to build their Core Organisational Capability. Practitioners wishing to maximize their organisational capability can draw on the Model of Organisational Capability, step-by-step process and contextual principles, to assist them to engage with the organisation to explore an organisational capability agenda.
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Cruywagen, Marie. "Knowledge-centric capabilities : a configurational approach." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5245.
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Thesis (PhD (Business Management))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: During the past 15 years knowledge management has emerged as a key new organisational practice with numerous organisations implementing processes aimed at facilitating knowledge creation, integration and sharing. With knowledge management positioned as a strategic imperative, numerous studies have explored its resource-base and management alternatives. These studies have played an important role in establishing knowledge management as a field of inquiry within the business sciences, but a number of weaknesses put knowledge management at risk of becoming another passing fad. Previous research tends to prescribe a tool, method or way of looking at knowledge while disregarding any differences in organisational context and displaying little attempt to differentiate organisations in a meaningful way. This assumed homogeneity constitutes a deficiency in knowledge management research. The knowledge-based view of the firm emphasises distinct knowledge as the key source of firm heterogeneity, and the role of the organisation as that of knowledge creation. This view largely ignores the personal and social nature of knowledge, and the role of the firm in providing the organisational context for creating, sharing and integrating knowledge. Knowledge management, as an embodiment of the knowledge-based view, thus also fails to explore organisational context as a possible source of competitive advantage, thereby limiting the potential of knowledge management initiatives. The central theme of the study is that the capacity to provide an institutional context for the creation, sharing and integration of knowledge, henceforth the knowledge-centric capability, rather than distinct knowledge, is the key strategic resource of the organisation. The objective of the study therefore is to understand how different knowledge-centric capabilities configure in different organisational contexts. The objective is achieved by addressing three research questions, namely what dimensions can be used to describe a knowledge-centric capability, what configurations of knowledge-centric capabilities emerge in different organisational contexts, and why do specific configurations of knowledge-centric capabilities emerge in specific organisational contexts? Considering the philosophical foundations of the study, namely knowledge as personal, social and context-specific and the organisation as an open, adaptive system, the study follows a social constructionist research philosophy. The study’s focus on identifying emerging patterns or configurations of knowledge-centric capabilities necessitates a configurational research approach. This allows the study to move beyond uncovering relationships that hold across all organisations, affording the opportunity to identify multi-dimensional constellations of conceptually distinct characteristics that commonly occur together. A sequential mixed-method research methodology is employed to address the research objective and research questions. First a conceptual framework is developed from the extant literature in order to identify the dimensions of a knowledge-centric capability. Next a theorydriven survey, based on the dimensions of the conceptual framework, is employed to obtain data from which the configurations of knowledge-centric capabilities are derived using cluster analysis. Finally, four case studies are presented to explain the emergence of the configurations within specific organisational contexts. This research is important for two main reasons. First, it addresses the identified shortcoming of existing research by providing a mechanism to explore an organisation’s knowledgecentric capability following a context-sensitive approach. Second, the research demonstrates that knowledge-centric capabilities can indeed be used to differentiate between organisations at a strategic level.
AFRIKAANSE OPSOMMING: Die afgelope 15 jaar het kennisbestuur as ‘n belangrike nuwe besigheidspraktyk ontwikkel, met talle ondernemings wat prosesse implementeer wat daarop gemik is om die skepping, integrasie en deel van kennis te fasiliteer. Met die posisionering van kennisbestuur as ‘n strategiese noodsaaklikheid, het verskeie studies die hulpbron-basis en bestuurs alternatiewe ondersoek. Hierdie studies het ‘n belangrike rol gespeel om kennisbestuur as ‘n navorsingsveld te vestig in die bestuurswetenskappe, maar ‘n aantal gebreke laat kennisbestuur die gevaar loop om net ‘n verbygaande gier te word. Bestaande navorsing neig om ‘n instrument, metodiek of manier voor te skryf om na kennis te kyk. Maar terselfdetyd word enige verskille in organisasies se konteks geïgnoreer en is daar min aanduiding van ‘n poging om organisasies op ‘n sinvolle wyse te onderskei. Hierdie veronderstelde homogeniteit vorm ‘n gebrek in kennisbestuur navorsing. Die kennis-perspektief van die organisasie beklemtoon unieke kennis as die belangrikste bron van firma heterogeniteit, en die rol van die organisasie as dié van kennis skepping. Hierdie uitkyk ignoreer grotendeels die persoonlike en sosiale aard van kennis en die rol van die firma in die voorsiening van ‘n organisasie konteks vir die skep, deel en integrasie van kennis. Kennisbestuur, as ‘n vergestalting van die kennis perspektief, faal dus ook om organisasie konteks to ondersoek as ‘n moontlike bron van mededingings voordeel. Sodoende word die potensiaal van kennisbestuur inisiatiewe beperk. Die uitganspunt van die studie is dat die kapasiteit om ‘n institusionele konteks te voorsien vir die skeppping, deel en integrasie van kennis, of te wel die kennis-sentriese vermoë, eerder as unieke kennis die kern strategiese helpbron van ‘n organisasie is. Die doel van die studie is dus om te verstaan hoe verskillende kennis-sentriese vermoëns konfigureer in verskillende organisasie kontekste. Die doel word behaal deur drie navorsingsvrae te adresseer, naamlik watter dimensies kan gebruik word om ‘n kennis-sentriese vermoë te beskryf, watter konfigurasies van kennis-sentriese vermoëns tree na vore in verskillende organisasie kontekste en waarom tree spesifieke konfigurasies van kennis-sentriese vermoëns na vore in spesifieke organisasie kontekste? Met inagneming van die filosofiese grondslag van die studie, naamlik kennis as persoonlik, sosiaal en konteks-spesifiek en die organisasie as ‘n oop, aanpasbare stelsel, volg die studie ‘n sosiaal konstruksionistiese navorsingsfilosofie. Die studie se fokus op die identifisering van patrone en konfigurasies van kennis-sentriese vermoëns, noodsaak ‘n konfigurasionele-benadering tot die navorsing. Dit laat die studie toe om verder te gaan as om bloot verwantskappe te identifiseer wat vir alle organisasies geld, en stel die studie in staat om multi-dimensionele konstellasies van konseptueel-unieke eienskappe wat tipies saam voor kom te identifiseer. ‘n Sekwensieële gemengde metode navorsingsmetodologie is gebruik om die navorsingsdoel en navorsingsvrae te addresseer. Eerstens is ‘n konseptuele raamwerk uit die bestaande literatuur ontwikkel om sodoende die dimensies van ‘n kennis-sentriese vermoë te identifiseer. Volgende is ‘n teorie-gedrewe vraelys, gebaseer op die dimensies van die konseptuele raamwerk, gebruik om die data te versamel waaruit die konfigurasies van kennissentriese vermoëns met die gebruik van trosanalise. Laastens is vier gevallestudies ontwikkel om die figurering van die konfigurasies binne spesifieke organisasie kontekste te verduidelik. Hierdie navorsing is belangrik vir twee bepaalde redes. Eerstens adresseer dit die geïdentifiseerde tekortkoming van bestaande navorsing deur ‘n meganisme te voorsien waarmee ‘n organisasie se kennis-sentriese vermoë ondersoek kan word, deur ‘n kontekssensitiewe benadering te volg. Tweedens demonstreer die navorsing dat kennis-sentriese vermoëns inderdaad gebruik kan word om op ‘n strategiese vlak tussen organisasies te onderskei.
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Rottier, Johannes. "Conceptual design of an organisational capability." Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-11092006-121921/.
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Mohamed, Mohd Amizan Bin. "The impacts of FOREX fluctuations on construction business performance: An organisational capabilities (OC) perspective." Thesis, Queensland University of Technology, 2022. https://eprints.qut.edu.au/228524/1/Mohd%20Amizan%20Bin_Mohamed_Thesis.pdf.
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This mixed-method research aims to appraise how FOREX fluctuations impact business performance through the lens of organisational capability (OC). It has been done from the perspective of Malaysian construction organisations when undertaking projects overseas. This research found three (3) main capabilities essential to the organisation in mitigating the impacts of FOREX fluctuations; financial capability, technical capability and business management capability.
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Kramer, Ansgar. "Organisationale Fähigkeiten des öffentlichen Sektors : zur Übertragbarkeit der Capability Based View auf die Öffentliche Verwaltung." Bachelor's thesis, Universität Potsdam, 2012. http://opus.kobv.de/ubp/volltexte/2012/5729/.
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Die Arbeit geht der Frage nach inwiefern die Capability Based View (CBV) einen Erklärungsbeitrag für die Verwaltungsforschung leisten kann. Dazu unterzieht sie die CBV einer kritischen Betrachtung und benennt die wichtigsten Merkmale dieses – nach wie vor unscharfen – Konzepts mit Bezug zum öffentlichen Sektor. Sie zeigt Parallelen von Ansätzen und Ergebnissen der Verwaltungsforschung zur CBV auf und stellt ihre generelle Verwendbarkeit in diesem Kontext fest. Ebenso diagnostiziert sie jedoch signifikanten Verbesserungsbedarf hinsichtlich der Klarheit des Konzepts. Eine Fokussierung auf den öffentlichen Sektor verspricht eher eine Konsolidierung und Weiterentwicklung der CBV als deren Erforschung im Privatsektor, da das multidimensionale und mehrstufige Verständnis von Performance im öffentlichen Sektor deutlich besser zur Wirkungslogik der CBV passt. Die Arbeit schließt mit einer Forschungsagenda, welche die wichtigsten Fragen zur Weiterentwicklung aufzeigt, und dem Appell für mehr qualitative empirische Forschung in diesem neuen Feld des Public Managements.The paper explores the explanatory potential of the Capability Based View (CBV) for research on public administrations. It does so by re-examining the – up till now – rather vague concept and sharpening it with a focus on the public sector. Parallels are drawn between the central propositions of the CBV and findings in public administration research. The focus lies on the link between capabilities and performance. Here, special attention is paid to the nexus between capabilities and performance, which originally fueled the interest in the CBV. It is concluded that the CBV is generally a fruitful approach for public administration research, yet with significant shortcomings in respect to its consolidation and clarity. The explanatory power of the CBV could actually be enhanced by applying it to the public sector: the multidimensional and -level understanding of performance in public sector organizations seems to match the propositions of the CBV far better than the one commonly used to evaluate performance in the private sector. The paper concludes with a research agenda summarizing the most important questions and a call for more qualitative empirical research in this emerging field within public management.
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Drews, Franziska. "Designing meta-organisations : an empirical study of boundary setting in large infrastructure projects." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/designing-metaorganisations-an-empirical-study-of-boundary-setting-in-large-infrastructure-projects(b0237252-8f61-45da-9b4f-9a7f1bf42c17).html.
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This study examines the organisational architecture of megaproject meta-organisations; that is project-based organisations formed to deliver one-off, capital-intensive systems. It investigates how the organisation that promotes the megaproject - the buyer organisation - divides and allocates the scope of the development work during the delivery phase across multiple suppliers. In so doing, the buyer organisation sets organisational boundaries around its own work and that of each project supplier: effectively creating the megaproject meta- organisation architecture. We use organisation design literature as the main cognitive lens to understand the architecture of megaproject organisations. This literature posits that organisational boundaries can be understood by examining the interplay of four logics: i) Transaction Cost Economics (TCE), ii) capabilities, iii) power and iv) organisational identity. The impact of these four logics on organisational boundaries has been theorised extensively in the context of the enduring firm. Here, we seek to extend our knowledge of boundaries in megaproject organisations. Unlike the enduring firm, megaproject organisations do not operate in efficient markets, are set up to have a finite-lifespan and are highly interdependent with their environment. Megaproject organisations are also a critical form of organising addressing one of the grand challenges of our time: the provision of basic infrastructure. Yet, little is known about the architecture of megaproject organisations. To address this theoretical and empirical gap, we undertook a multiple case research. We conducted an in-depth analysis of the procurement choices for four large infrastructure assets: the London Olympics 2012, Crossrail, Thames Tideway Tunnel and Heathrow's Terminal 2. The research results in the development of an original conceptual framework that illuminates how the four complementary logics are brought to bear in the organisational design choices that determine megaproject architectures. The study contends that the organisational boundaries, which demarcate the work of each supplier, are the outcome of a reconciliation of efficiency concerns and considerations about the capabilities available in-house and in the supplier market. Importantly, this reconciliation is context-sensitive. Hence, the solution space for potential organisational architectures is constrained by considerations related to power and organisational identity. Power constraints are rooted in the interdependency of the buyer with its environment, including regulatory-political and ownership relations, as well as its bargaining position vis a vis suppliers. Organisational identity constraints relate to the buyer organisation's identity, which is both pre- given and developed through self-selection over time.
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Alawady, Fawzy. "Organisational sustainability in national sports federations in Egypt." Thesis, University of Plymouth, 2018. http://hdl.handle.net/10026.1/12248.
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Organisational sustainability is associated with the concept of organisational development, which emanates from the resources and capabilities that the organisation has in place. Sustainable organisations possess a strategic system, which is reliant on sustainable resources, and good capabilities that lead to strategic success. This study sets out the extent to which the Egyptian National Olympic Committee (ENOC) and its members the National Federations (NFs) are able to create organisational sustainability. The purpose of this research is to empirically study organisational sustainability and to provide insight into its creation within NFs. It has used a mixed-methods strategy that involved two phases. The first, a thematic analysis, identified the characteristics of the sustainable National Federation. It was undertaken by carrying out semi-structured interviews with ENOC and NF board members, experts, and NF consultants to generate the benchmarks or the requirements needed for sustainable National Federations. The second phase used the Readiness Assessment Tool (RAT) (Robinson and Minikin, 2011) in investigating the organisational development pillars based on the resources and capabilities of the Egyptian NFs (organisations that are responsible for developing the overarching performance of the ENOC). The findings indicated that the NFs included in this study need to develop further in terms of resources and capabilities in order to improve their readiness for sustainability. At their current levels of development, they do not exhibit the necessary or sufficient characteristics to become sustainable sports organisations. In other words, the research reveals that the NFs under investigation are not sufficiently developed to establish organisational sustainability due to their limited resources and low levels of capabilities. The study contributes to the body of knowledge by providing a better understanding of organisational sustainability in NFs. In addition, it creates the characteristics, or the requirements needed for a sustainable NF. Furthermore, it offers the first evidence to suggest that Egyptian NFs need more improvements in terms of resources and capabilities to create a strong sports system leading to sustainable success.
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Abdelgadir, Jamal Hussain A. "Insights into organisational capabilities that influence innovation and organisational competitiveness in SMEs (small and medium enterprises)." Thesis, Sheffield Hallam University, 2013. http://shura.shu.ac.uk/19185/.
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This thesis seeks to develop insights into the nature of organisational capabilities that influence organisational competitiveness and innovation amongst a selection of SMEs. An interpretivist approach was followed to understand the phenomena from the participants point perspective. Participants in the study were the key players in the selected organisations, and had the experience and knowledge base to help the author develop deep insights into the research subject. The emerging analysis shaped the theory which the study set out to generate. This thesis generates an understanding and insights into the role of leadership, organisational structure and culture and a company's relationships with stakeholders in making an SME company innovative and competitively sustainable. The influence of the role of leadership, the influence of organisational culture on performance and their relationships and collaborations within companies and with others towards competitiveness and innovation is explored in this study. However, the author felt that whilst previous research were interesting, they did not fully explain the nature of innovation and its relationship to the ability of a company to achieve a sustainable competitive advantage. It is for this reason the author wished to put extant literature to one side and take a fresh look at innovation from the perspective of companies that had a successful innovative culture and had achieved sustainable growth through a strong track record of innovation. This research treats the innovation phenomena holistically and draws on the stories and views of company managers to develop insights into the true nature of a strong innovative culture and it relationships with sustainable competitive advantage from the perspective of the managers building the strategy and the culture of the company. The findings of this research are explained in the formulated theory which highlights the importance of creating innovative leadership, innovative structure and culture and innovative relationships and collaboration capabilities. These elements are linked by an open organisational mindset, effective internal and external relationships and proactive and supportive knowledge systems and resourcing to create a culture of innovation.
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Buckler, William James. "Using learning processes to develop innovation and improvement within organisations : action research as a vehicle for managing individual and organisational capability." Thesis, Nottingham Trent University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391002.
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Egger, Philipp G. "Building technical process innovation capability : an intra-organisational perspective." Thesis, University of Cambridge, 2016. https://www.repository.cam.ac.uk/handle/1810/263029.
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This dissertation is concerned with the strategic management of process innovations. It explores and describes in what way the technical process innovation capability is built and maintained by R&D and production departments at a world leading motor vehicle manufacturer. It is widely accepted that new or significantly improved production methods are a main driver of competitive advantage for innovative manufacturers and enable both effectiveness and efficiency gains. However, the strategic management of process innovations has been subjected to little research and remains not well understood. This research set out to develop a descriptive model—outlining the used activities, mechanisms and controls to undertake technical process innovation projects as well as the applied strategies, practices or tactics to institutionalise the knowledge and skills—which illustrates the strategic management of process innovations. An IDEF0 (Integration DEFinition language 0) function model was ’constructed’ from 15 examples of current or recent technical process innovations within the Bayerische Motoren Werke Aktiengesellschaft (BMW AG). This single-company multiple-case design utilised data sources such as semi-structured interviews, written documents and direct observations and made use of an inductive thematic (coding) analysis. Emerging from the evidence, this research reveals that cumulative learning through a closed-loop control and an appropriate interplay of co-ordination and learning mechanisms is essential for building and maintaining a technical process innovation capability. Furthermore, there is evidence to indicate that a formal system of reflection and contextspecific co-ordination mechanisms facilitate the incorporation of lessons learned and project related experiences into organisational process assets. The main outcome of this research has been the synthesis of elements contributing to the formation of a firm’s technical process innovation capability by means of a graphical concept map. However, due to the breadth of the investigated innovation stage-gate model which starts with a stimulus for innovation and proceeds through various stages of design and industrialisation to an innovation introduced into practice, some areas would benefit from further work. A possible direction to strengthen the empirical evidence is not only to replicate this research within and outside the automotive industry but also to focus on elements of the graphical concept map and to explain and understand their interaction in greater detail.
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Inan, Guven Gurkan. "Understanding the development of the organisational capabilities in micro manufacturing enterprises." Thesis, Heriot-Watt University, 2016. http://hdl.handle.net/10399/3296.
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Competitiveness has been increasing dramatically in last few decades. Practitioners and researchers investigated new ways to gain competitive advantage in competitive markets. Organisational capability theories are developed to understand role of internal resources of organisations in competition and organisational capabilities are seen the source of competitive advantage in management literature. Great amount of research has been conducted in the field of organisational capabilities focusing mainly on Large enterprises and some on SMEs. SMEs are seen as the backbone of the economies and the importance of SMEs are well documented in literature. Micro enterprises are included the definition of SMEs but researchers ignored the Micro enterprises due to the difficulties of data collection and there is no research in organisational capabilities field in the context of micro enterprises. In this research, it was aimed to understand development of organisational capabilities in micro enterprises. Organisational capability theories are reviewed and a theoretical framework was developed with a system perspective. A conceptual framework was developed for Micro enterprises to understand relevance of and development process of organisational capabilities. An action research methodology is used to understand the development of organisational capabilities in Micro enterprises. Finally, relevant and irrelevant organisational capabilities to Micro enterprises were identified. Additionally, development processes of organisational capabilities in Micro enterprises were identified.
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Francis, David Louis. "Assessing and improving innovation capability in organisations." Thesis, University of Brighton, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341281.
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Tsekouras, George. "Integration, organisation and management : investigating capability building." Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263212.
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Hwang, Hye-ran. "Organisational capabilities and organisational rigidities of Korean chaebol : case studies of semiconductor (dram) and personal computer (PC) products." Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262715.
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Ramukumba, Ndivhuwo. "Building an organisational self-disruption capability for a competitive advantage: an investigation of the organisational antecedents." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64916.
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Organisations need to be able to self-disrupt in order to sustain their competitive advantage in todayÕs rapidly changing environment characterised as being highly Volatility, Uncertainty, Complexity and Ambiguity (VUCA) and resulting in discontinuous change. Organisational innovation practices determine their ability to respond to an environment in a state of flux. Many organisations fail to respond to disruptive discontinuous change and are unable to sustain a competitive advantage because they are unable to make the necessary adjustments in their strategies, structures, business models and culture. They are often unwilling to cannibalise their current investments.
Dynamic capabilities enable organisations to reconfigure, renew, integrate and refresh their resources, competencies and capabilities in response to a rapidly changing world. This research proposed a conceptual model for enabling Organisational Self-Disruption as a dynamic capability that will empower a willingness to cannibalise in order to sustain competitive advantage. The model proposed that a strategic innovation management system and the dynamic capabilities of organisational ambidexterity, strategic flexibility and strategic renewal can be used in an organisation to enable them to successfully self-disrupt if necessary.
A qualitative exploratory study evaluated organisational self-disruption and the elements of the proposed conceptual model. Findings suggest that managers recognise the importance of organisational self-disruption and that elements of the model may be useful in developing the dynamic capability of self-disruption.Mini Dissertation (MBA)--University of Pretoria, 2017.
km2018
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Pena, Vela Maria Emilia, and Shy-Nien Koong. "Designing a Fitted House of Dynamic Knowledge Management Strategy to Strengthen Competitive Advantage : Qualitative Research among UN Agencies and their Partners." Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-130736.
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“Knowledge is the only treasure you can give entirely without running short of it (African proverb cited in IFAD, 2007).” And it has been largely recognised by organisations that knowledge is a resource that they can leverage on. As Bryan (2004) mentioned, the proprietary knowledge that resides in the minds of a company’s top professionals are a source of Competitive Advantage. Therefore, organisations that leverage on Knowledge Management to promote a Knowledge Management Strategy can achieve Competitive Advantage in a world of rapid change and growth where only organisations who keep on learning and adapting will survive. Therefore, this thesis work aims to answer the following research question: “How does leveraging on Knowledge Management promotes the delivery of Knowledge Management Strategy to achieve Competitive Advantage through the Dynamic Capabilities View?” The purpose of this research is to understand more about the practical path which aims to evolve into a dynamic path for organisations to leverage on Knowledge Management (KM) in order that its strategy consecution delivers Competitive Advantage. The authors explore the subject matter by building from existing literature on the main theoretical areas encountered, and then design the research and its approach from the research question. The research followed a qualitative approach and method by utilising semi-structured interviews done to 7 international development organisations, where 13 respondents contributed with their experiences and insights from their involvement in KM in their organisations. Moreover, secondary data was used to complement, support, compare and contrast the findings of the empirical research as the authors used qualitative documents related to the topic published by the organisations. As a result, all primary and secondary data were analysed in an inter-subjective interpretative way deriving from the theoretical framework in order to answer the research question. The research revealed that the identified gap in literature between Knowledge Management and Knowledge Management Strategy is also existing in practice. It was identified that it depends on the maturity of KM in the organisation and/or the organisation’ maturity itself. But is not only restricted to that, the success of a KMS is directly linked to how the organisation articulates KM, and the importance given to it is based on the sense and utilisation of the dynamic nature of KM. Thus, it can turn its organisational capabilities into Dynamic Capabilities and achieve a Competitive Advantage, this is fundamental in international development organisations in the nonprofit sector, which is increasingly striving for resources where every organisation aims to be “the partner of choice.”
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Keraminiyage, Kaushal P. "Achieving high process capability maturity in construction organisations." Thesis, University of Salford, 2009. http://usir.salford.ac.uk/26755/.
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A move towards a process based view has been noted as the way forward to achieve the desired performance improvements in the construction industry. It has further been recognised that, it is important for the organisations to possess appropriate process capability maturity to embark on successful process improvement initiatives to achieve desired performance improvements. With the success of the software industry's Capability Maturity Model (CMM), other industries have attempted to map the principles of CMM as a basis for process improvement initiatives within their respective settings. Construction is not an exception; the same has been attempted within the construction industry through a research collaboration between academia and industry, under the name of SPICE (Structured Process Improvements in Construction Enterprises). Being a stepwise improvement strategy, the CMM consists of five maturity levels, where the first three levels have been identified as low maturity levels, while levels four and five have been named as high maturity levels. While the low maturity levels lay the foundation for organisations to attain continuous improvements successfully, the practices of the high maturity levels deploy the process improvements required to achieve substantial performance boosts. Despite the fact that achieving high maturity levels is of utmost importance to achieve continuous improvements, up till now, only the low maturity level practices of CMM have been mapped within the context of construction organisations, leaving its true potential unexplored as a construction process improvement initiative. In the light of the above, this research aimed at mapping the practices of CMM high maturity levels to construction organisations to achieve high process capability maturity within construction organisations. This research has adopted the grounded theory and case studies as the primary research methods. It used the hermeneutic spiral approach to operationalise the research. Accordingly, the empirical investigation of this research consisted of two phases. The first phase is a series of expert interviews followed by two case studies conducted during the second phase of the study. Data analysis in this research was based on the coding, content analysis and cognitive mapping techniques. To assist with the data analysis and presentation
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Rieu, Plichon Caroline. "The uses of ambiguity by managers in a change context : an ethnographic study." Thesis, Paris 1, 2019. http://www.theses.fr/2019PA01E070.
Full textAbstract:
Cette thèse étudie comment, pour faire face à un changement organisationnel, des managers produisent et gèrent différents types d’ambigüités (en réduisant, niant ou augmentant ces ambigüités). Elle montre comment ces managers mobilisent des capabilités complémentaires, dites positive et négative, selon leurs préférences, pour faire face aux incertitudes du changement, et deviennent ainsi des dompteurs d’ambigüité. A travers une étude ethnographique de deux ans, et en tant qu’observatrice participante, nous analysons dix-sept managers, leurs subordonnés et leurs directeurs. Nous montrons comment ces managers sont amenés à mobiliser ambigüités et capabilité négative (ou capacité de demeurer dans les « incertitudes et les doutes sans chercher les faits ni la raison », Keats, 1970 ; 43) comme des ressources pour gérer le changementThis dissertation studies how, in order to face an organizational change, managers produce and manage different types of ambiguities (by reducing, expanding or denying those ambiguities). It shows how these managers mobilize complementary capabilities, so-called positive and negative, according to their preferences, in order to face the uncertainties of the change, and thus become ambiguity tamers. Through a two-year ethnographic study, from the position of participant observer, we analyze seventeen managers, their subordinates and their directors. We show how these managers mobilize ambiguities and negative capability (i.e. the ability to remain in “uncertainties and doubts without reaching after fact and reason”, Keats, 1970; 43) as resources for change management
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Burt, Eleanor. "Analyzing changing capabilities in voluntary organisations : methodology, theory and evidence." Thesis, University of Strathclyde, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263523.
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Hatani, Nobuko Faith. "Organisational evolution of global supply networks : formation and capabilities of the Toyota Group." Thesis, University of Cambridge, 2005. https://www.repository.cam.ac.uk/handle/1810/251974.
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Bielous, Gabriela Dutrenit. "From knowledge accumulation to strategic capabilities : knowledge management in a Mexican glass firm." Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263150.
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Peppard, Joseph W. "Improving IS performance in organisations : towards an IS capability." Thesis, Cranfield University, 2001. http://dspace.lib.cranfield.ac.uk/handle/1826/11050.
Full textAbstract:
Today, most organisations are fundamentally dependent on their information systems (IS) and would quickly cease to function should the technology that underpins their business activities ever come to a halt. Yet, despite this situation, research continues to highlight that in many organisations senior executives are dis-satisfied with the value they perceive they are deriving from investments in IS and are concerned with the inability of their organisation to capitalise on opportunities provided by technology. The research reported in this exposition addresses this problem of linking IS expenditure with organisational performance. In particular, this exposition demonstrates how the cumulative output of the included research papers has contributed towards improving IS performance and consequently the contribution of IS to the competitiveness of an organisation, illustrating that the research papers represent a substantial, continuous and coherent body of work. The cumulative output of these papers emphasise that improving IS performance is a complex and multi-dimensional proposition. It is an enterprise-wide concern and, crucially not an assignment that can be delegated to the IS function. Moreover, it is largely a people issue governed by the organisational legacy regarding IS experiences. The experiences of the organisations studied is that it not an easy undertaken, but can take many years to effect. The exposition concludes that all organisations must develop an effective IS capability if they are to leverage value through IS. While this exposition provides insights as to the nature and content of this capability, it notes that further development of this concept is required.
25
Peppard, J. W. "Improving IS performance in organisations : towards an IS capability." Thesis, Cranfield University, 2001. http://dspace.lib.cranfield.ac.uk/handle/1826/11050.
Full textAbstract:
Today, most organisations are fundamentally dependent on their information systems
(IS) and would quickly cease to function should the technology that underpins their
business activities ever come to a halt. Yet, despite this situation, research continues to
highlight that in many organisations senior executives are dis-satisfied with the value
they perceive they are deriving from investments in IS and are concerned with the
inability of their organisation to capitalise on opportunities provided by technology.
The research reported in this exposition addresses this problem of linking IS
expenditure with organisational performance. In particular, this exposition
demonstrates how the cumulative output of the included research papers has contributed
towards improving IS performance and consequently the contribution of IS to the
competitiveness of an organisation, illustrating that the research papers represent a
substantial, continuous and coherent body of work.
The cumulative output of these papers emphasise that improving IS performance is a
complex and multi-dimensional proposition. It is an enterprise-wide concern and,
crucially not an assignment that can be delegated to the IS function. Moreover, it is
largely a people issue governed by the organisational legacy regarding IS experiences.
The experiences of the organisations studied is that it not an easy undertaken, but can
take many years to effect. The exposition concludes that all organisations must develop
an effective IS capability if they are to leverage value through IS. While this exposition
provides insights as to the nature and content of this capability, it notes that further
development of this concept is required.
26
Stonehouse, George. "Knowledge based strategy : appraising knowledge creation capability in organisations." Thesis, Edinburgh Napier University, 2008. http://researchrepository.napier.ac.uk/Output/2446.
Full textAbstract:
This thesis sets out a journey which culminates in the development of an analytical framework, the "Organisational Creativity Appraisal" which is intended to assist organisations in evaluating their ability to support and develop creativity. This framework is derived from the common thread of the thesis, which is drawn from a range of research and consultancy projects, and the resulting published work, spanning an eight year period, centring on the role of knowledge and creativity in the strategy and performance of organisations. The literature of strategy, learning and creativity increasingly recognises that organisational context is critical to the formation of strategy, to the content of the strategy and to its successful implementation. The thesis explores the ways in which learning and creativity, the basis of knowledge-based strategy, are influenced by organisational context or social architecture. The research explores the ways in which managers can gain greater understanding of the social architectures of their organisations so as to assist in supporting their strategic development. The central core of the thesis is the nine published papers upon which it is based but it also derives from the broader perspective of my published work in the form of both articles and books. The thesis further draws upon my own experience as a leader and manager in the context of university business schools and as a consultant, researcher and developer in the context of a range of international private and public sector organisations. The work is based upon a premise that theory should inform practice and that practice should inform theory. The "Organisational Creativity Appraisal" framework is informed by both theory and practice and is intended to assist in management practice. There is no assumption that management research can arrive at prescriptions for managerial and organisational behaviour. On the other hand management research can usefully inform management and organisational behaviour, as long as it is employed in a critically reflective manner. The "Organisational Creativity Appraisal" presented in this work should be regarded as the framework in its present form which is likely to develop further as my research progresses in the future.
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Bredin, Karin. "Human Resource Management in Project-Based Organisations : Challenges, Changes, and Capabilities." Doctoral thesis, Linköping : Department of Management and Engineering, Linköping University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-11533.
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Mealor, Tony UNSW. "Catalysts, Continuity and Change: Workplace Restructuring in the Chemical Industry." Awarded by:University of New South Wales, 1999. http://handle.unsw.edu.au/1959.4/17030.
Full textAbstract:
The thesis describes and analyses a long-term transformative change program conducted at ICI (Australia) Botany Site between the years 1987 - 1997. The change program is unusual in that, after a massive and destructive confrontation between management and the unions, a new collaborative approach to change was developed which led to significant organisational renewal. Change interventions developed in the program have diffused through Australian industry over the decade. The program is analysed within the framework of a theoretical model which describes a path taken towards achieving a capable organisation which can sustain productive performance. The thesis uses evidence from the case to investigate issues of management style, governance, flexibility, 'bundled interventions', productivity, work organisation, downsizing, reward systems, skills acquisition and self-managed teams. A theoretical model of organisational change is developed which suggests how the treatment of these contingencies can lead to organisational capability.
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Cathcart, Malcolm. "Organisational learning strategies for developing strategic capability within Australian Franchised Business Units." University of Southern Queensland, Faculty of Business, 2008. http://eprints.usq.edu.au/archive/00006185/.
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[Abstract]Within the Australian marketplace there is often considerable similarity between competing products and services. The need for all firms to develop a competitive advantage in this market is pressing. Franchises are a growing competitive business sector in Australia, with an annual growth rate in excess of 12%. Franchised business units are no different from other firms in that they need to develop a competitive advantage. Within this current fast changing business environment there has not been any research published on how owners and operators within franchised business units in Australia use organisational learning strategies to develop their strategic capability with a view to gaining a competitive advantage. Many firms have adopted traditional training approaches in organisational learning to develop their firm’s strategic capability believing this strategy to be in line with best practice. This narrow training view of organisational learning involves key employees within a firm identifying skill gaps between where the firm needs to be and the current competencies of their staff. The gap is then bridged by traditional training methods that extend staff competencies to meet the firm’s requirements. These traditional training approaches separate learning from the work context and have been identified by many researchers over the years as an inefficient practice. This study was undertaken using a case study approach based on semi-structured interviews to gain an understanding on how franchised business units in Australia used a range of organisational learning strategies to develop their strategic capability. People were interviewed from various organisational levels at five major franchises. The study found that strategic capability is enhanced by developing a learning environment that integrated both operational and strategic learning strategies. Based on the research findings, a franchised business unit’s strategic capability will, in many cases, determine the difference between the franchise’s performance in the marketplace and that of its competitors, hence, developing organisational learning strategies to gain and apply these capabilities are of a critical importance in a franchised business unit gaining a competitive advantage. The study found a number of key ingredients in organisational learning strategy that built a firm’s capability. These key ingredients include adopting a work-based learning strategy which incorporates learning activities such as listening and observing others in the workplace; regular internal training; access to external courses; controlled on-the-job training and supporting individuals and groups within their normal work; developing and implementing accredited in-house learning which would include opportunities for staff to develop both operational and strategic levels of learning; formal and informal mentoring for developing the skills of individuals and groups; participation in higher education; and the use of internal state and national franchise conferences as a tool in developing staff and to provide a work environment where empowerment of staff at all levels is encouraged, accepted and supported by the required learning strategies to make it successful. For franchised businesses within Australia aspiring to gain or build on competitive advantage, it is envisaged that the findings of this research will foster the implementation of a combination of organisational learning strategies that encompass both operational and strategic learning, and include learning for both the individual and collective groups.
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Taha, Azni. "Organisational receptivity for change : combining context and capability to explain competitive advantage." Thesis, Aston University, 2014. http://publications.aston.ac.uk/21408/.
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This thesis explores efforts to conjoin organisational contexts and capabilities in explaining sustainable competitive advantage. Oliver (1997) argued organisations need to balance the need to conform to industry's requirements to attain legitimization (e.g. DiMaggio & Powell, 1983), and the need for resource optimization (e.g. Barney, 1991). The author hypothesized that such balance can be viewed as movements along the homogeneity-heterogeneity continuum. An organisation in a homogenous industry possesses similar characteristics as its competitors, as opposed to a heterogeneous industry in which organisations within are differentiated and competitively positioned (Oliver, 1997). The movement is influenced by the dynamic environmental conditions that an organisation is experiencing. The author extended Oliver's (1997) propositions of combining RBV's focus on capabilities with institutional theory's focus on organisational context, as well as redefining organisational receptivity towards change (ORC) factors from Butler and Allen's (2008) findings. The authors contributed to the theoretical development of ORC theory to explain the attainment of sustainable competitive advantage. ORC adopts the assumptions from both institutional and RBV theories, where the receptivity factors include both organisational contexts and capabilities. The thesis employed a mixed method approach in which sequential qualitativequantitative studies were deployed to establish a robust, reliable, and valid ORC scale. The adoption of Hinkin's (1995) three-phase scale development process was updated, thus items generated from interviews and literature reviews went through numerous exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to achieve convergent, discriminant, and nomological validities. Samples in the first phase (semi structured interviews) were hotel owners and managers. In the second phase, samples were MBA students, and employees of private and public sectors. In the third phase, samples were hotel managers. The final ORC scale is a parsimonious second higher-order latent construct. The first-order constructs comprises four latent receptivity factors which are ideological vision (4 items), leading change (4 items), implementation capacity (4 items), and change orientation (7 items). Hypotheses testing revealed that high levels of perceived environmental uncertainty leads to high levels of receptivity factor. Furthermore, the study found a strong positive correlation between receptivity factors and competitive advantage, and between receptivity factors and organisation performance. Mediation analyses revealed that receptivity factors partially mediate the relationship between perceived environmental uncertainty, competitive advantage and organisation performance.
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Zibell, Laurent. "Outcome predictors of co-operative R & D in Europe: organisational capabilities and cultures." Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/5613.
Full textAbstract:
This research investigates organisational capabilities and cultures of both partners as
potential explanatory factors of co-operative R&D projects outcomes.
Contributions to theory are (1) a justification for the existence of organisational
capabilities and 'world views', (2) a parsimonious typology of 'world views' and (3) a
method to measure organisational capabilities.
The survey covers 514 projects in the electronics industry, in Germany, France, the
United Kingdom and Finland. It obtains 120 full answers, each of which coupling
responses from a matched pair of project managers having co-operated on the same
R&D project. The survey refers to the organisation's capabilities, to those of the partner,
to its 'world view', and to project outcomes.
None of the traditional explanatory factors (geographic distance, difference in
nationality, size or legal status, strategic compatibility) has any significant influence on
any of the outcomes being studied (save one).
The explanatory factors introduced by the research (organisational capabilities and
'world views') have a significant influence on almost all outcomes being considered of
the co-operative R&D projects: attainment of concrete results, compliance with budget
and schedule, creation and transfer of knowledge, learning (modification of
capabilities). Cultural diversity, 'absorptive capacity', and teaching effects, selective
according to the capability in question, are evidenced. Commonalities between partners
are shown to be more important than distance. These results validate empirically
organisational capabilities and 'world views' as descriptors of inter-organisational
capabilities, and their operationalisation.
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Akamavi, Raphaël Kossi. "New product development in the UK financial services sector : customers' roles and organisational capabilities." Thesis, University of Leeds, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.437733.
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Singh, Ashika. "Organisational capabilities that influence the creation of shared value through supplier and enterprise development." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64928.
Full textAbstract:
South Africa today is confronted with enormous social, economic, and environmental challenges. It is imperative that organisations across sectors work together to address issues ranging from poverty and malnutrition to social inequality. The challenges facing these poor or vulnerable societies require innovative, sustainable, and large-scale solutions. Business can assist with these social issues by applying strategies that leverage their organisational capabilities to create shared value by implementing supplier and enterprise development initiatives to enhance their value chain.Mini Dissertation (MBA)--University of Pretoria, 2017.
lt2018
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Morelli, Gabriel. "Organisational capabilities for enhancing the sales quotas development process outcomes for pharmaceutical sales forces." Thesis, Cranfield University, 2009. http://hdl.handle.net/1826/4410.
Full textAbstract:
The improvement of the sales quotas development process in Spanish pharmaceutical
organisations is challenging as the market environment becomes dramatically complex.
Setting sales quotas has always been difficult, exemplified by the difficulties in
quantifying future sales by sales territory. Extensive research has been conducted and
several conceptual models created to facilitate the process of developing sales quotas.
Effective management of this process has proved problematic mainly due to difficulties
in estimating future sales by territory, the complexity of the systems utilised in the
process, the granularity of the data required and the lack of attention to implementation
issues. Therefore, determining organisational capabilities that facilitate developing an
effective sales quotas process is paramount.
This study uses goal setting theory to understand organisational capabilities for the sales
quota development process. A sales quota development process for a mid-sized
pharmaceutical organisation was examined in terms of activities, which satisfied
stakeholders’ expectations. Based on empirical data organisational capabilities were
identified and prioritised. Goal setting theory is advanced through the development of
the SQD Model that includes a set of sixteen organisational capabilities that are critical
for developing an effective sales quotas process for pharmaceutical organisations. This
study created the SQP Maturity Framework, a diagnostic tool that allows organisations
to assess their sales quota development process and understand which capabilities to
acquire or further develop to improve the process. Differences by organisational
contexts are highlighted.
The focus of this research is the pharmaceutical sector in Spain. The organisational
capabilities uncovered and assessed will be relevant to these and other sectors that rely
on sales forces. Areas for future research include the replication of this study in
different geographies and sectors focusing on identifying more organisational
capabilities and routines that facilitate moving organisations towards an optimised level
of maturity.
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Herzig, Anne, and Maria Karlsson. "The Influence of Organisational Culture on Dynamic Marketing Capabilities : A case study in the e-tail industry." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-66161.
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Purpose and research question: The purpose of this research is to explore how dynamic marketing capabilities in international e-tail companies are influenced by organizational culture. Furthermore, the aim is to contribute to the theoretical field of marketing capabilities, as well as providing practical implications to managers in international e-tail companies.How does organisational culture influence dynamic marketing capabilities in international e-tail companies? Method: The study is conducted with a qualitative method and an abductive approach, using a single case study design. The empirical data consist of eight semi-structured interviews with people at the company Scandinavian Design Center, in addition to secondary data and observations on site. Findings: The results of the study indicate that characteristics from four types of organisational cultures, including entrepreneurial, team, hierarchical and rational can influence DMCs positively and negatively on two levels: incremental and renewing. Team culture influences DMCs positively on both levels, while entrepreneurial culture has both positive and negative influence on different levels. Hierarchical and rational culture negatively influence DMCs on both levels, except when it comes to formal roles and articulated goals, which positively influence both incremental and renewing DMCs.
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Carnelley, Jacqueline Antoinette. "The Components of Marketing Capability : a framework and processes of knowledge integration for development." Thesis, University of Pretoria, 2018. http://hdl.handle.net/2263/66037.
Full textAbstract:
Although organisational capabilities have been recognised as a key source of competitive
advantage, the empirical understanding of marketing capability and its associated
components is still relatively under-developed. There is little consistency in approaching
what constitutes organisational marketing capability, proposed conceptual frameworks have
not been empirically tested and little attention has been paid to how organisational marketing
capabilities are developed over the longer term.
The purpose of this study was to empirically test how proposed conceptual frameworks of
marketing capabilities match real-life organisational marketing capabilities, explore which
marketing resources act as inputs into marketing capability and how these resources are
transformed into marketing capability. The following key questions were answered: what are
components of marketing capability in real-life organisational contexts, what resources
inputs does it incorporate and how are these resources transformed into capabilities?
This study employed an innovative (in this theoretical context) multiple embedded case
study design using multiple data sources to provide a rich and detailed understanding of
marketing capability. The target population for the cases was any South African organisation
marketing products and services to domestic consumers/ customers. Based on this
definition, four company cases were identified, representing the two target groups (business
to business and business to customer) as well as products and services. Data was derived
from 22 in-depth interviews with multiple interviews conducted for each case, as well as
documentation and archival records.
This study contributes at the theoretical level by developing a framework of marketing
capability and sub-capabilities, providing an enhanced understanding of the nature of
marketing knowledge resources underpinning marketing capability and outlining the
mechanisms that integrate marketing knowledge resources in the development of marketing
capability and sub-capabilities. At practitioner level, the findings can contribute to enhancing
effective marketing within organisations by providing a route to building stronger underlying
marketing capabilities, which in turn will improve competitiveness.Thesis (DBA)--University of Pretoria, 2018.
Gordon Institute of Business Science (GIBS)
DBA
Unrestricted
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Wenzek, Eva. "Organisationale Fähigkeiten in Museen : eine explorative Fallstudie." Master's thesis, Universität Potsdam, 2013. http://opus.kobv.de/ubp/volltexte/2013/6364/.
Full textAbstract:
Das Konzept der dynamischen Fähigkeiten, das der Forschung zur Privatwirtschaft entspringt, stellt die Frage wie Unternehmen um ihre Ressourcen optimal nutzen zu können, Fähigkeiten entwickeln, durch die sie in der Lage sind, sich stetig zu verbessern. Da sich auch im öffentlichen Sektor die Frage nach einer verbesserten Nutzung und Einsetzung der zur Verfügung stehenden Potentiale stellt, ist es Ziel dieser Arbeit das Konzept der dynamischen Fähigkeiten auf den öffentlichen Sektor und hierein den Untersuchungsgegenstand Museum anzuwenden. Somit werden mithilfe der Durchführung einer explorativen Fallstudie dynamische Fähigkeiten und deren Parameter untersucht und identifiziert. Hierzu wird zuerst das der Arbeit zugrundeliegende theoretische Verständnis des Konzepts dargelegt um darauf aufbauend anhand narrativer Interviews mit Mitarbeitern des Jüdischen Museums Berlin im empirischen Teil der Arbeit das Konstrukt auf den Untersuchungsgegenstand anzuwenden. Durch den somit erlangten detaillierten Einblick können dynamische Fähigkeiten und Faktoren, die sich auf diese auswirken, identifiziert werden.The dynamic capabilities perspective based on private sector research poses the question how firms can develop capabilities to use and apply their resources in an optimal way to improve business steadily. In the public sector the question concerning the resource configuration of a firm is also enquired about the improvement in usage of internal potential. Therefore the aim of this paper is to transfer the concept of dynamic capabilities to the public sector, in that case with museums as the object of investigation. Hence dynamic capabilities and their parameters are analysed and identified by the use of an explorative case study. Due to that the theoretical background is defined in order to analyse interviews with stuff members of the Jewish Museum Berlin. This gains detailed insights and makes an identification of dynamic capabilities and their parameters possible.
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Sahota, Parminder Singh. "The development and application of cultural archetypes for understanding innovation capability." Thesis, Cranfield University, 2002. http://dspace.lib.cranfield.ac.uk/handle/1826/90.
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This thesis recognizes that organizational culture is a primary determinant of innovation capability and argues the need to better understand this relationship or process as a necessary prerequisite to nurturing it in a more structured and systematic manner. The study explores this relationship within an R&D environment in telecommunications. It draws upon the knowledge management, organisational behaviour and organisational theory literatures to conceptualise organisational culture as a repository of knowledge. Using a soft systems bottom up approach four cultural archetypes with specific knowledge dynamics are identified and developed through a three-phase multi-method research strategy. These provide a clearer understanding of the relationship between organisational culture and innovation capability. The thesis concludes by considering strategies for improving innovation capability through the effective and appropriate movement between these archetypes.
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Stoyanova, Veselina Petrova. "The development of 'sustainability-banking' capability in the changing institutional environment : the case of RBS." Thesis, University of Edinburgh, 2015. http://hdl.handle.net/1842/17932.
Full textAbstract:
The recent financial crisis of 2008 has caused significant turbulence in the financial sector and the strategic direction of a number of banking organizations. To survive situations characterised by adversity and changing institutions, various organisations in the sector needed to renew their legitimacy with diverse groups of stakeholders and to refocus their business models into more sustainable ones requiring change and development in the company’s operational capabilities. Recent scholarly interest in the study of organisational and more specifically dynamic capabilities has focused on exploring the development processes through such capabilities emerge. However, the recent literature has been focused much more on the conceptual nature of capabilities rather than on offering empirically grounded accounts on how a specific type of an organisational capability is developed and transforms in line with the changing institutional contexts, and fluctuating levels of environmental uncertainty. Scant attention has been paid to the relationship between institutional change and the capability development process. In order to shed light on the development of such capabilities, this study specifies the micro-foundations of the capability development process and illustrates the relationships between the development process and the changing institutional context through a multilevel of analysis. Explicitly, it aims to find out how and what micro-foundations participate in the development of a sustainability-banking capability and how the changing institutional and market contexts and its dynamics influence the development process. This work is a phenomenon-driven study, which centres its empirical and theoretical contributions in the exploration of the case of the Royal Bank of Scotland – a particularly interesting case of an organisation, which has survived a near-death experience during times of immense institutional turbulence. The selected company case is special for the richness of organisational changes that assisted in tracing the main events and processes in which dynamic capabilities emerge. Inductively, this research study found ‘sustainability-banking’ capability to be conductive for the explored case company’s adaptation in the rapidly changing context of the financial crisis of 2008. To respond to the research questions and meet the research objectives, the work follows a process research methodology, involving the triangulation of multiple sources of primary and secondary qualitative data, collected both in real-time and retrospectively of the observed longitudinal period 2004-2012. The adopted process analysis revealed three key phases through which sustainability banking capability which emerged in the context of Royal Bank of Scotland, accordingly Phase One: The Philanthropic route (2004-2007), Phase Two: The Responsive engagement route (2008-2009) and Phase Three: The Stakeholder co-creation route (2010-2012). Each one of the charted phases of development pictures diverse set of micro-foundations constituted the company’s capability diachronically (over time) and synchronically (across levels and layers of learning). The research indicates that the capability development process is a complex process moderated by changing market environment and the presence of a number of institutional and market inhibitors and accelerators which moderate the occurring micro-foundational transformations. By illustrating the transformations in the micro-foundations of the explored capability, the research work casts light on the temporal changes that accompany capability learning, which affect the capability nature and unfold into different forms of capabilities – ordinary, transitional and dynamic. The key finding of this study is that the variability in the alignment of micro-foundational constructs defines the form and the function of the observed organizational capability – sustainability-banking capability. Although drawing on macro-institutional perspective to demonstrate the types of institutional pressures, which trigger changes in individual and organizational behaviours and processes, this research study contributes primarily to the organisational capability literature. First, the main contribution of this thesis is the development of a novel process model perspective of sustainability-banking capability in the context of institutional and market changes. The process model indicates the interactions between individual-based, process-based and structure-based micro-foundations and how this interaction, alignment, between their capability micro-foundations changes in the course of social, political and regulatory disruptions in the sector, which either inhibit or accelerate these transformations. Secondly, the observed processes of interaction suggest how an operational capability can escalate to become a dynamic capability, which has not been mapped in the field of study. Previously, scholars (e.g. Helfat and Winter, 2011) have suggested conceptually the possible existence of dual-purpose or multiple variant capabilities where the complication of drawing a line between operational and dynamic capabilities occurs due to the speed of change they enable in organisations. Within the context and content of study – sustainability-banking capability at the Royal Bank of Scotland, this study demonstrates the existence of what is entitled in the thesis as a “transitional capability”, which responds to the recent call for research work in this domain. Scholars have suggested that sometimes the low pace in which changes occur can disguise one capability as operational but in fact it can have a dynamic variant when it is explored longitudinally. The analysis of the findings in the second stage of capability development proves that the contrary can be also true. Although previously the literature has associated radical changes somehow instantly with dynamic capabilities, the analysis suggest that extremely turbulent exogenous shocks can lead to internal disturbances and misalignment in the relationship between some of the micro-foundations composing them which on the other hand can constrain the level of impact that the capability under study has in the process of organisational adaptation and development. The third contribution of this work is methodological which is accomplished by the adoption of a process methodology and a ‘hybrid’ strategy of processual data analysis, which complements the existing variance research stream in the study of organisational capability, which is predominately positivist in nature. Lastly but not the least important, this phenomenon-driven research contributes to the recent call in the strategic management field for exploring “bigger issues”, such as the global financial crisis which are often a “window of opportunity” and lead to relevant knowledge for managerial practice, citizens and policy makers.
40
Rudnick, Torben, Anna Velly, and Victor Corlay. "Crowdsourcing's Impacts on Private Organizations' Strategic Capabilities." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43749.
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The following Bachelor’s thesis explores the different uses of crowdsourcing by private organisations and analyses them internally, in terms of strategic capabilities. The purpose of this Bachelor’s thesis is to show the reader the different internal strategic issues resulting from the use of crowdsourcing by private organisations. The authors focused namely on crowd creation, crowdfunding and crowd voting through three private organisations using one of these types respectively in their business processes. The qualitative research was conducted through a multiple case study design and through interviews for the primary data collection. The results from the research varied from case to case. Firstly, the Ricola case has shown that crowd creation can especially have impacts on its physical strategic capabilities. Secondly, La Biscuiterie Jeannette’s case has indicated that crowdfunding strongly impacts its financial strategic capabilities. Thirdly, the case of Schneider has enabled to highlight on the one hand the growing importance of crowd voting and on the other hand that crowd voting had no major impacts on its strategic capabilities, yet. Finally, this research intended to give inspiration to other researchers into the field of crowdsourcing and its three subtypes. Therefore, this thesis can be a basis for further researches in this field.
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Seabra, Sergio Nogueira. "Improving the performance of public service organisations : building capabilities to recover and renew." Thesis, University of Bath, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.537712.
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Over the past 20 years, governments in many countries around the world have sought to implement governance mechanisms to measure and assess the performance of public service organisations. As a consequence, public service organisations, especially those considered as poorly-performing organisations, have been subjected to unprecedented pressure to improve their performance and sustain performance improvement as a continuous process. However, efforts of public managers to improve the performance of their organisations have been undertaken without “comprehensive theories and rigorous evidence on this issue” (Boyne, 2006: 366). This thesis takes up the challenge of providing robust evidence on the factors associated with the performance improvement of public organisations. We propose that the notion of organisational capabilities offers a promising way to meet this challenge. From this standpoint, this research sought to identify the organisational capabilities whose development and use explain a public service organisation’s ability to improve its performance and sustain good performance in the long run. The empirical analysis was conducted in a population of hospital trusts in England. We firstly applied longitudinal and comparative case studies method into two acute hospitals trusts: one case of a successful performance improvement and one case of less-successful performance improvement. The purpose was to examine how the development (or lack of) a set of capabilities over time accounted for the differences in the performance outcome and trajectory of the two cases. Our findings identified the following capabilities as advantageous for achieving a sustained performance: collective leadership; action-oriented culture; effective clinical-managerial relationship; supportive external context; performance / finance control capability; coordination capability of the key delivery process; sensing capability and learning capability. We then employed quantitative method over the population of acute hospital trusts in England to explore the relationship between complementarities of capabilities and performance. The results demonstrated that only when in combination does the presence of the capabilities yield positive and significant association with performance. In other words, the presence of the whole system of the capabilities increases the trusts’ performance, while partial presence of a set of capabilities is either not significantly associated with, or even detrimental to, the trusts’ performance.
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Belapuna, Rowina. "Understanding financial management capabilities with community-based organisations in Papua New Guinea." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/211385/1/Rowina_Belapuna_Thesis.pdf.
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This thesis focuses on strengthening financial management of community-based organisations (CBOs) in Papua New Guinea. Through the use of qualitative, arts-based, and participatory action research methodologies, the findings indicated that CBOs harnessed social capital and community relations to successfully implement their work. However, their relational engagements and needs were often not adequately captured in financial and organisational plans, leading to tensions between CBOs and donors. The findings contribute to literature on CBOs, capacity building and development partnerships by highlighting that strengthening financial management requires reciprocal understanding, sharing of power and responsibility and building mutual accountability between CBOs and donors.
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Malinauskienė, Eglė. "Assessment of Dynamic Organisational Capabilities for Interoperability in Context of Different E-government Development Stage." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2010. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20101108_125923-55450.
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Diverse public sector organisations are engaged in the contemporary e-government projects, so the significance of new organisational capability for e-government interoperability is increasing. The risks of these projects implementation could be effectively mitigated through the assessment of e-government interoperability, thereto researchers are searching for the relevant tools, and there are already some results of a practical value in leading e-government countries. This work addresses the research problem, how these leading methods applied for the assessment of e-government interoperability can be adopted in the context of countries in earlier stage of e-government development. Based on the analysis of theory on contemporary e-government development models and management methods, an integrated framework for the process of a joined-up government development, and the research instrument for the assessment of perception, significance, and level of practice of dynamic organisational capabilities for e-government interoperability in a particular country were proposed. They were applied in the empirical research that resulted into the modified version of the toolkit for the assessment of e-government interoperability offered by the USA researchers, meeting the requirements of current e-government development process in Lithuania. Finally, the recommendations for integration of the modified version of the toolkit and the proposed research instrument into Lithuanian e-government... [to full text]Šiuolaikinių e. valdžios projektų įgyvendinimas reikalauja skirtingų viešojo sektoriaus institucijų dalyvavimo, todėl vis labiau akcentuojama naujo organizacijos gebėjimo – e. valdžios sąveikumo – svarba. Siekiant sumažinti minėtų projektų įgyvendinimo rizikas, labai svarbu išmokti matuoti e. valdžios sąveikumą, todėl šioje srityje pirmaujančiose valstybėse mokslininkai jau yra pasiekę tam tikrų praktinę naudą teikiančių rezultatų. Darbe nagrinėjama mokslinė problema, kaip e. valdžios sąveikumo vertinimui naudojami priešakiniai metodai galėtų būti adaptuoti ankstyvosiose e. valdžios plėtros stadijose esančiose valstybėse. Atlikus teorinę e. valdžios plėtros modelių ir naudojamų vadybinių instrumentų analizę, pasiūlytas kompleksinis e. valdžios plėtros proceso modelis, paremtas atitinkamais dinaminiais organizacijos sąveikumo gebėjimais ir jų vertinimu, bei sukurtas e. valdžios sąveikumą sudarančių dinaminių gebėjimų suvokimo, svarbos ir praktikos lygį konkrečioje valstybėje leidžiantis įvertinti tyrimo instrumentarijus. Jų pagrindu atliktas empirinis tyrimas, kurio rezultatais remiantis pasiūlyta modifikuota ir esamo Lietuvos e. valdžios plėtros proceso galimybes atitinkanti JAV mokslininkų sukurto e. valdžios sąveikumo vertinimo įrankio versija. Darbo pabaigoje pateikiamos modifikuotos įrankio versijos ir sukurto tyrimo instrumentarijaus taikymo Lietuvos e. valdžios plėtros procese rekomendacijos, kurių įgyvendinimas įgalintų pereiti nuo dabartinio, į pavienių e. paslaugų... [toliau žr. visą tekstą]
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Jahid, Jamshid, and Jakob Melander. "Innovation Capability in Project-based Organisations : Development and Validation of a Holistic Innovation Capability Assessment Framework (HICAF)." Thesis, Mittuniversitetet, Avdelningen för informations- och kommunikationssystem, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-27916.
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Innovation is one of the most important factors behind today´s global economic growth and prosperity. In the current economic climate, increasing global competition and rapidly changing environment, an organisations ability to innovate is regarded as a key factor for success. It is widely accepted that creating new processes, products and procedures are vital for productivity and growth in all sectors. The literature on innovation measurements areas and utilities is voluminous and diverse. Assessing and measuring the complex conditions that influence a firm’s innovation capability is a challenging task, due to the inconsistency, inaccessibility, and complexity of measures. An integrative and holistic innovation capability assessment framework should include all aspects of innovation. This study attempt to address this gap, the lack of a holistic innovation capability assessment framework (HICAF) in project-based firms, by (a) reviewing the literature on innovation, innovation assessment, and measurement areas (b) through a qualitative case study exploring the factors promoting innovation in project-based firms (c) integrating the findings into a holistic assessment framework (d) generating items, in form of a statement, to address the underlying construct of each identified factor (e) applying the proposed framework within an organisation and statistically validating the instrument to achieve item homogeneity. Internal consistency reliability estimates have been utilized to produce a final framework consisting of 57 statistically validated items and eight theoretically grounded categories with 19 corresponding factors promoting innovation, also called enablers, in technology-orientated project-based organisations. In addition to the identified literature findings, the case study resulted in two new enablers, time management, and quality, which are not necessarily specific for project-based organisations, rather specific for the observed organisation. The performed case study is insufficient for determining whether there are any specific enablers for project-based organisations. The advantages of HICAF lies in its simplicity due to practical applicability in a large scale and facilitates managers to diagnose the organisation and recognize true symptoms to then apply appropriate treatment and remedies. A frequent application of HICAF can also help to study the effect of specific treatment and remedies in relation to innovation capability.
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Vasfi, Tashkin. "An investigation of marketing capabilities and performance in the UK's non-profit organisations." Thesis, University of Essex, 2015. http://repository.essex.ac.uk/17157/.
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Recent studies in marketing theories have developed the conceptualisation of marketing capabilities in for-profit businesses. Despite the evidence of the importance of marketing capabilities in shaping the direction of marketing in for-profit businesses, only a small amount of research investigating the concept of marketing capabilities in the non-profit organisation context. Building on the existing literature of marketing and non-profit marketing, this research offers an investigation into marketing capabilities and market orientation on performance in non-profit organisation. A quantitative research method was adopted and a survey was used to gather data from the UK-based non-profit organisations. Together with the literature review, research hypotheses and an operational model was developed. The model was tested with a survey which was directed at managers and executives of different UK non-profit organisations. Structural equation modelling was used to analyse the survey responses. The structural model showed a good fit with the data and good convergent and discriminant validity as well as reliability stability. This research is the first to formulate and develop the concepts of marketing capabilities and market orientation in the non-profit context. The outcome of this research adds new perspectives to the growing body of non-profit marketing literature, and suggests directions for future research. This research also offers important implications for management bodies in the non-profit organisations and public policy-makers alike.
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Almén, Oskar Nils. "Strategic talent management : the dynamics of resource-making capabilities in expert-based organisations." Thesis, University of Cambridge, 2007. https://www.repository.cam.ac.uk/handle/1810/252034.
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Adefila, Arinola Anneke. "The role of voluntary organisations in developing the capabilities of vulnerable young people." Thesis, University of Warwick, 2010. http://wrap.warwick.ac.uk/3893/.
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What do people need to live functional and flourishing lives in today’s global society? They require sophisticated socio-economic skills and the prowess of political and cultural participation to undertake duties as world citizens. Can schools in the United Kingdom, adequately prepare all young people for these challenges? Data published by the Department for Children, Schools and Families (DCSF, 2009b) show that two in five children do not acquire key literacy and numeracy skills before leaving primary school. Some young people leave the education system altogether with no qualifications and limited understanding of their rights and responsibilities as global agents. Most of the young people in this category have multiple and sometimes complex disadvantages; they may live in poor and deprived neighbourhoods, experience poor physical and mental health or lack the support of adults who are able to model successful, flourishing and capable citizenry. Sen (1992) argues that the instruments needed for individuals to flourish are “capabilities”. These are the “potentials to be and do”. This study examines the means by which voluntary organisations improve the capabilities of vulnerable young people. It focuses on three major vulnerable groups: young people who have been excluded from mainstream education, those in cared for by the State and young people with learning difficulties. The research uses a mixed methods approach, skewed in favour of qualitative methods to analyse diverse trajectories of vulnerable young people towards capability. It relies on the capability approach to investigate the methods used in Voluntary Organisations which support the participants’ transformation to functional individuals. Organised as communities of learning, Centres of non-formal education provide the space, expertise and pedagogies for transformative learning processes to take place. The study shows vulnerable individuals need to combine and convert specialised capabilities in specific suites to enable them make the transition to capability successfully.
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Mangwayana, Tatenda B. "Technical capabilities of business intelligence systems in South African medium to large organisations." University of the Western Cape, 2017. http://hdl.handle.net/11394/6587.
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Magister Commercii (Information Management) - MCom(IM)Companies are putting in place systems that might assist in attaining their business goals and vision to improve the running of their business processes. Companies are looking at Business Intelligence (BI) as a means to attain a competitive edge over competitors, predict future trends, improve strategic decision making, facilitate quick and reliable decision making, or make the day-to-day running of business easier. The study looks at the perspective of middle to top management on the context of BI, with main focus on the technical capabilities of BI within medium to large companies in South Africa. To obtain factors relevant to the South African business context, an online survey was conducted with various sectors of South African industry. The study is part of research conducted collaboratively by the University of the Western Cape and Neu-Ulm University of Applied Sciences in Germany. It focuses on exploring usage of Business Intelligence Systems (BIS) together with Corporate Performance. Online surveys were conducted that targeted medium to large companies in Germany and South Africa by questioning middle to top management on issues surrounding BIS and Corporate Performance. On this basis online survey approach was taken to ensure required number of participants would be covered and approached. Therefore, the research adopted stratified sample method for the online survey. Stratified sampling enabled the expansion of the research by gathering and collaborating participants responses on the research question and eliminate the possibilities of unreliable sample from large population.
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Mangwayana, Tatenda Blessing. "Technical capabilities of Business Intelligence systems in South African medium to large organisations." University of the Western Cape, 2017. http://hdl.handle.net/11394/6686.
Full textAbstract:
Magister Commercii (Information Management) - MCom(IM)Companies are putting in place systems that might assist in attaining their business goals and vision to improve the running of their business processes. Companies are looking at Business Intelligence (BI) as a means to attain a competitive edge over competitors, predict future trends, improve strategic decision making, facilitate quick and reliable decision making, or make the day-to-day running of business easier. The study looks at the perspective of middle to top management on the context of BI, with main focus on the technical capabilities of BI within medium to large companies in South Africa. To obtain factors relevant to the South African business context, an online survey was conducted with various sectors of South African industry. The study is part of research conducted collaboratively by the University of the Western Cape and Neu-Ulm University of Applied Sciences in Germany. It focuses on exploring usage of Business Intelligence Systems (BIS) together with Corporate Performance. Online surveys were conducted that targeted medium to large companies in Germany and South Africa by questioning middle to top management on issues surrounding BIS and Corporate Performance. On this basis online survey approach was taken to ensure required number of participants would be covered and approached. Therefore, the research adopted stratified sample method for the online survey. Stratified sampling enabled the expansion of the research by gathering and collaborating participants responses on the research question and eliminate the possibilities of unreliable sample from large population.
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Venkatachalam, Nagarajan. "Leveraging of software as a service by small and medium enterprises: Information systems capabilities and organisational complementarities." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/89740/1/Nagarajan_Venkatachalam_Thesis.pdf.
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This research explored how small and medium enterprises can achieve success with software as a service (SaaS) applications from cloud. Based upon an empirical investigation of six growth oriented and early technology adopting small and medium enterprises, this study proposes a SaaS for small and medium enterprise success model with two approaches: one for basic and one for advanced benefits. The basic model explains the effective use of SaaS for achieving informational and transactional benefits. The advanced model explains the enhanced use of software as a service for achieving strategic and transformational benefits. Both models explicate the information systems capabilities and organizational complementarities needed for achieving success with SaaS.