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Johnsson, Mikael. "Innovation groups : Before innovation work is begun." Licentiate thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-17990.
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This research project was begun during the financial crisis of 2009 with the objective of increasing the competiveness of SMEs’ (Small and Medium sized Enterprises) by developing their innovation-management capabilities. The research presented in this licentiate thesis (thesis) is a part of the project in which newly-formed innovation groups at two SMEs in Eskilstuna, Sweden have been studied before they began innovation work. Prior research has indicated a need to observe processes within on-going innovation projects. My overall hypothesis that reaches beyond this thesis, is that an innovation group that improves its innovation-related knowledge, reduces knowledge gaps and increases innovation-related awareness, generates positive additional values such as motivation or enthusiasm above the results such as patents or project costs that are traditional measurements within innovation projects. The first study in the iterative research process focused on the innovation-related knowledge of newly-formed innovation groups. The results led to further immersed studies, in total five case studies, in which 21 respondents participated. A theoretical framework consisting of theories from Knowledge management and System theory was used to analyze the results and the research question of this licentiate thesis emerged as: “What would a model that describes a newly-formed innovation group’s innovation-related knowledge, knowledge gaps, information flow and awareness look like?” Four sub-questions, one per each aspect of the research question, have been used to analyze prior research, theories and the conducted case studies. A model, Innovation Group Model (IGM), was created according to the research question and goal for this thesis. A one-sentence-explanation could be: “The organization, the innovation group and the individuals must have the opportunity to be motivated to learn innovation management in theory and practice to achieve innovation-readiness and awareness to detect and utilize innovation-related information available within the internal and external information flow.” This thesis contributes to the research area of Innovation and design with knowledge concerning newly-formed innovation groups. Three practical applications of the research results are suggested; (1) IGM can be used in organizations to understand the complex situation when an innovation group is created. (2) IGM can be used when planning for physical or virtual environments in which an innovation group consisting of professionals and customers is intended to develop or generate ideas. (3) IGM can be used when developing innovation-related audits intended to provide a deeper understanding of a respondent’s knowledge. On the basis of the results from this licentiate thesis, I suggest further research according to the overall hypothesis. With IGM as a starting point, one could study the progress of innovation groups and where necessary, provide support in specific areas.
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Madrid, Hector. "On innovation as an affect-driven work behaviour." Thesis, University of Sheffield, 2013. http://etheses.whiterose.ac.uk/4528/.
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This thesis aims to theorise and examine whether moods stimulate innovative work behaviour. The latter comprises a construct denoting the generation, promotion and realisation of novel ideas, oriented to benefiting the effectiveness and well-being of an organisation. Over time, organisational behaviour scholars have described individual and contextual factors as relevant to understanding innovative behaviour. However, one topic that still requires more detailed attention is how affect is related to innovation. Several studies have found that moods are related to idea generation, but they have neglected to explore whether similar effects apply to idea promotion and idea realisation. Also, organisational behaviour research has been limited to moods differentiated by their valence (pleasure), even though psychological research has shown that moods necessarily involve both differences in valence and activation (energy). Furthermore, most theory of innovation assumes that affect mediates individual and contextual influences on innovative behaviour, but empirical research dealing with these issues is still rare. This thesis argues that the lack of research on idea promotion and realisation, in favour of idea generation, is a response to limited support for the multidimensionality of the innovative work behaviour construct. In turn, the circumplex model of affect is adopted to define diverse moods described by valence and activation, whilst arguing influences of these moods on innovative behaviour. Moreover, from the perspective of cognitive appraisal theory, moods are argued to be a meditational function between climate of support for innovation, openness to experience and innovative work behaviour. Five empirical studies supported the validity of innovative work behaviour as a multidimensional construct. In turn, results supported a positive relationship between high-activated positive mood and dimensions of innovative behaviour. Finally, multilevel analysis showed high-activated positive mood as a core construct for transforming support for innovation and openness to experience into innovative behaviour.
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Sampaio, Rodrigues Filipe Trigueiros Rafael de. "Innovation as skilful coping : a cultural historical account of the constitutive conditions of innovation." Thesis, Lancaster University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.654969.
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ALI, OMAR. "Evaluating Board Work for Innovation. : Towards an Analytical Framework." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-263172.
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There is an increased need for innovation activities in companies today due to mounting pressure from external factors increasing the urgency for renewal and agility. Digitalisation of processes, products and services sets completely new requirements for competence but also changes the value creation and competitiveness. In recent years, management focus has shifted from optimization of production processes, logistics and supply chains, to being more oriented towards an innovation focus, promoting business renewal and innovative business models. The purpose of this study is to examine how board evaluations are used to improve board work and to study how well boards guide the innovation ambitions of their companies. Furthermore, the aim of this study is to develop a framework that can provide a holistic perspective of both control and strategic innovation aspects. Results from a comprehensive literature review and analysis of board evaluation data indicate that there is a lack of innovation inclusion in board evaluations and a clear lack of statistical approach when constructing surveys. The result of the study is a proposed framework that provides guidance for designing an innovation inclusive board evaluation tools and recommendations for providing actionable insights to clients, backed up by statistical models such as regression analysis and consistency analysis that has the possibility to scale into a digital assessment tool.Ett flertal omvärldsfaktorer ökar innovationsbehovet i många företag idag vilket således ökar brådskan för förnyelse och mer agila förhållningssätt. Digitalisering av processer, produkter och tjänster ställer helt nya krav på kompetenser men ändrar också värdeskapandet och konkurrenskraften hos dagens företag. Under de senaste åren har managementfokus skiftat från renodlad optimering av produktionsprocesser, logistik och försörjningskedjor, till att inrymma innovation och förnyelse genom ett flertal förändringsarbeten så som formella ledarskapsroller med innovation som fokus, förnyade processer och innovativa affärsmodeller. Syftet med studien är att undersöka hur styrelseutvärderingar används som ett verktyg för att förbättra styrelsearbetet och att studera hur väl styrelser vägleder innovationsambitionerna i ett företag. Fortsättningsvis är målet med denna studie att utveckla ett ramverk som kan ge ett helhetsperspektiv av balansen mellan både kontroll och strategiska innovationsaspekter. Resultatet från en omfattande litteraturgranskning och analys av styrelsens utvärderingsdata visar att det saknas innovationsintegration i styrelseutvärderingar och ett bristande statistiskt underlag vid konstruktionen av frågebaserna för utvärderingen. Det föreslagna ramverket ger vägledning åt alla som behöver utvärdera styrelser med ambitionen att utforma ett utvärderingsverktyg som är mer innovationsorienterad och som möjliggör rekommendationer med konkreta insikter till styrelser, grundade i statistiska modeller så som linjär regression och intern konsistens analys som kan möjliggöra utvecklandet av en skalbar digital utvärdering.
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KARACHATZIS, XENOFON, and LIKHIT PARAMESHWARAPPA. "Innovation & Remote Work: A window of opportunity or an inevitable compromise? : An identification and evaluation of innovation aspects in remote work conditions." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-300122.
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As a result of the Covid-19 pandemic, there has been wide adoption of remote work while major companies have started introducing permanent flexible work arrangements. This dramatic shift in the workplace has raised questions regarding the effect this will have on innovation as it is critical for a future company’s success. Based on the literature review we managed to identify six key aspects to the innovative workplace: communication, collaboration, trust, knowledge transfer, company culture and management. We were able to evaluate the impact of remote work on these aspects by using both theoretical findings and empirical data gathered through semi-structured interviews conducted within a Swedish telecommunications company. Our results indicate that despite some advantageous features, communication, trust and knowledge transfer suffered. In management there has been a slightly positive shift. The results in collaboration and company culture appear inconclusive with significant advantages and disadvantages. In order to avoid an overall decrease in innovation we propose the adoption of a hybrid work model to combine the best aspects of these opposite arrangements.Som en följd av Covid-19-pandemin har distansarbete blivit betydligt vanligare, stora företag har redan infört sådana permanenta arrangemang. Denna dramatiska förändring på arbetsplatsen har väckt frågor angående effekten på innovation eftersom det anses avgörande för ett företags framtida framgång och konkurrenskraft. Baserat på en genomgång av forskningslitteraturen har vi identifierat sex viktiga förutsättningar för företagens innovationskapacitet: kommunikation, samarbete, förtroende, kunskapsöverföring, företagskultur och ledning. Med utgångspunkt i tidigare teoretiska och empiriska forskningsresultat har semistrukturerade intervjuer genomförts med ett svenskt telekommunikationsföretag för att analysera effekten distansarbete på innovation. Våra resultat indikerar att en del positiva effekter kan uppstå men att tyngdpunkten återfinns i den negativa vågskålen. Således verkar ledningsfunktionen påverkas positivt medan andra faktorer viktiga för innovation som kommunikation, förtroende och kunskapsöverföring har försvagats. Vad gäller samarbete och företagskulturen förefaller både positiva och negativa effekter uppstå. För att undvika en generell försvagning av innovationskapaciteten bör en hybrid modell användas som kombinerar de bästa aspekterna av distansarbetet med platsbundet arbete.
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Yasmin, Samina, and Samina Yasmin. "Making It Work for Them: A Technology-Enhanced Educational Innovation in Pakistan." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/626161.
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Millions of dollars are spent every year to plan and introduce educational innovation initiatives in the developing world with the hope of bringing about economic development, social progress, and educational reform (Kozma, 2008; Kombe, 2016). But the challenges with introducing and maintaining any educational innovation are multifold in developing countries, which are plagued by economic instability and a lack of resources. This situation worsens when the innovation involves any form of technology. The end result in most technology enhanced educational innovations (TEEIs) in such contexts is disillusionment -- either because expected outcomes have not been met or the positive impact is not sustainable. This disillusionment is usually caused by multiple gaps in the planning and implementation of the innovation or the unrealistic expectation that technology is the panacea of all ills. Studies on educational innovation endeavors (Vergara & Grazzi, 2008; Jhurree, 2005; Kozma & Vota, 2014) have identified a significant lack of research in developing countries.
Building on these concerns, this dissertation is a qualitative introspective case study exploring different perspectives of the various change agents (Fullan, 2016; Rogers, 2003) involved in facilitating a TEEI project in Pakistan, namely Digital Hall Study (DiSH). Combining the experiences of these change agents, the study attempts to improve understanding of the factors that facilitate and/or hinder the process of designing, planning, implementing, adopting, and sustaining a TEEI project in the low resource educational settings of developing countries like Pakistan. Findings have shown four categories of factors that influence TEEI by offering support and posing challenges to the implementers and users: social context-based, institution-based, teacher-based, and innovation project-based factors. This study has also demonstrated that reevaluating the innovation process in TEEI projects is essential to ensure that needs analyses are conducted before those projects are designed.
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Mukerjee, Nath Jinia. "Work, play and ride the storms : an ethnography of sustained innovation." Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1019.
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Cette thèse est composée de trois essais empiriques issus d’une enquête ethnographique conduite dans une entreprise innovante en Inde, et étudie les processus permettant l'innovation durable. Cette recherche aborde le rôle du jeu dans les processus de travail innovant, ainsi que le rôle de l'identité organisationnelle comme une réponse de l'organisation aux menaces extérieures. Cette thèse montre comment le jeu se déroule dans les organisations, sa nature et son rôle dans les processus de travail créatifs. Les résultats indiquent que le jeu a plusieurs effets sur les tâches et les relations qui affectent les processus collectifs de travail créatif qui soutiennent l'innovation durable. Je montre aussi les transitions entre le travail intense et jeu intense et expose un modèle incluant des conditions initiales, des mécanismes et des signaux qui facilitent les transitions. Ce faisant, cette thèse construit les bases d'une théorie du travail et du jeu. Cette recherche décrit un nouveau genre de jeu dans les organisations, différent de ceux observés et étudiés précédemment. Elle contribue aux théories du jeu et au travail créatif dans l'organisation. Prenant en compte le fait que l'innovation durable dépend aussi de la capacité de l'organisation à faire face aux menaces extérieures, cette recherche montre également comment l'identité organisationnelle joue un rôle crucial dans l'élaboration des méthodes de travail pour faire face aux menaces extérieures. Ainsi, cette étude contribue à la littérature sur la formation de l'identité organisationnelle, et son rôle dans les pratiques organisationnelles, la survie et l'innovation durableThis dissertation consists of three empirical essays based on ethnographic fieldwork conducted in an innovation-based firm in India, and investigates the processes enabling sustained innovation. More specifically, it addresses the role of play in innovative work and its processes, as well as the role of organizational identity in organization’s response to external threats. I show how playfulness unfolds in work organizations, its nature, and its role in the creative work processes. Results indicate that play has several task and relationship related effects on group creative work processes on which sustained innovation rests. It also show how people transition between intense work and intense play – and explicate a model of initial conditions, mechanisms and cues for such transitions. By doing so, this study starts to lay the grounds for a theory of work and play, and provides an answer to how innovative work gets accomplished amidst playfulness in organizations. This study describes a new kind of play in work organizations, different to those observed and investigated in previous organizational studies and contributes to theories of play and creative work in organization. Mindful of the fact that sustaining innovation also depends on organization’s ability to cope with external threats, this study also shows how organizational identity play a crucial role in shaping its work practices for responding to external threats, and how threat can even lead to the formation of an organization’s initial identity. Thus, this study also contributes to the literature on organizational identity, and its role in organizational practices, survival, growth and sustained innovation
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Gunn, Frances Elizabeth. "The process of discursive institutional work in creating an innovative degree development practice : an institutionalisation approach to innovation." Thesis, Open University, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.664516.
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Developing sector-specific university degrees is a challenging process for universities and sectoral members. The development of these degrees needs to incorporate industry-specific resources whilst satisfying the universities' institutional degree requirements. The process is particularly problematic when there has not previously been a degree devoted to the sector and when there has not been sector-wide communication about the need for a degree. This study provides an empirical investigation of the development of Canada's first retail management degree and examines how discursive processes constituted an innovative practice of sector-specific degree development in a fragmented, occupational field. These processes were innovative because they involved a corporate-university partnership, multiple collaborations of institutional and corporate embedded actors, and particular forms of legitimating discursive work. Given the institutional nature of the university, this practice represents a process of institutionalisation, whereby the innovative practice becomes a legitimate means of degree development. By examining this unique case, this study develops an analytic framework to analyse discursive institutionalisation through archival documentation and qualitative interviews. The discursive work performed through the data is characterised by the prominence of generalised issues, and by the nature of its synchronicity, recursiveness and convergence. The resulting institutionalisation processes perform discursive institutional work that is purposive, synchronised, recursive and convergent. This study therefore provides an understanding of how discursive processes institutioalise an innovative practice of retail management degree development.
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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Thesis, Queensland University of Technology, 2005. https://eprints.qut.edu.au/16044/1/Dennis_Rose_Thesis.pdf.
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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening
involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of
employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to
identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses
supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.
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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
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Turner, Fergus. "From Shock to Awe: The Awe of Organisation: How do Community-Based Festivals do Institutional Work?" Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33061.
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This thesis is based on an action research project with festival organisations and festival organising and is interested in key insights and practice models for changing meaning-making, routines, roles and resource flows and effectively doing what scholars of institutional theory call institutional work. The project is located in a central case study, the Muizenberg Festival, where I haved played a role as a coordinator, and have co-designed the festival process and platform between 2014 and 2019. It is further bolstered by research with several social-purpose festivals, from local and international case studies. The present socio-economic development discourse and practice prevalent in South Africa, and the developing South more generally, has been bounded and constrained by strategies that fail to address a milieu of institutionalised issues. If people cannot exercise agency on underlying institutionalised issues, alternative vehicles for organising in order to do such work are necessary. Festivals exhibit large-scale participation around specific themes in a concentrated time frame. Festivals are known to produce an array of social and economic goods including, amongst others, sense of community and social capital. This study will explore new theoretical perspectives on organisations and institutional work through action research with community-based social-purpose festivals. The study aims to provide cogent theoretical and practical frameworks for the study and practice of festivals as organisations and social phenomena that are pertinent to the study of institutional work, offering a model of development with important learnings for addressing intractable socio-economic issues in innovative ways. The research is embedded with the backdrop of literature that specifically looks at, however not exclusively, institutional theory and festival studies. Three years of action research data, in the form of observation, dialogue interviews, working journals, meeting notes and reports will be used spanning from 2015 until 2017. From this learning, the case will be made for festival organising models as offering new insights for transformative development and provide strategies for deploying tactics of community-based festivals as compelling new approaches to institutional work, from the ground up.
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Vyas, Pratik. "Inter-disciplinary study of team-work during design for social innovation projects." Thesis, Northumbria University, 2017. http://nrl.northumbria.ac.uk/36229/.
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The rising demand of teamwork during Design for Social Innovation (DfSI) projects has created a need for professional development to be able to work cordially within teams. Traditionally, reflective practices have been considered most effective for the development of professional practice in the field of Design. However, enactive cognitive science points to the practice of Awareness-based Meditative Techniques (AbMT) as an alternate way for such development. Such AbMTs have been extensively studied by different disciplines. This research borrows from: • Social science and positive psychology perspectives, where the act of becoming aware has been associated with an inner value system that guides behaviour. Theoretical perspective from many authors from various backgrounds in AbMT research have been reviewed to propose a model of inner values which could affect teamwork during DfSI project as well as be influenced positively by the practice of AbMT intervention. • A physiological perspective, to measure Heart Rate Variability (HRV) as an indicator of the physical stress which is known to e reduced by AbMT due to an improve ability to deal with such stress. • A psychological perspective, using the Mindful attention and awareness scale (MAAS) questionnaire for quantitative research on the practice of AbMT intervention by participants. Taking a post-positivist stance, this research focuses on creating a depth of information utilising these inter-disciplinary methods. Therefore, three teams working on three similar social innovation projects have been studied for eight weeks- one team populated with all meditators, another with all non-meditators and a third team with both. Analysis of reflections by team members on their own teamwork led to conclusion that- AbMT intervention could lead to improved teamwork during a DfSI project, especially with regard to the responsibilities perceived as the leadership of the team. This is because the meditators in this research reflected that, because of AbMT intervention they could • share responsibilities which they perceived as pertaining to leadership of their team not only with other members of their team but also with the wider community of stakeholders, • prioritise reflective action over unproductive debates for the better functioning of the team rather than satisfaction of own ego and • change their perception from ‘goal oriented’ to ‘people oriented’ approach. Further it was observed that, teams with meditators could use ‘framing’ and ‘reflecting’ activities to work in multi-disciplinary setting of their team and utilise strength of knowledge of their team. It was also observed that teams with meditators got overly focused on social innovation aspects while working with the community of stakeholders and users, and the team temporarily lost focus of financial viability until the client (sponsor) helped the team to regain their focus. However, the relationship between such findings and the effect of AbMT intervention could not be conclusively asserted, though the intervention is one of the key influences on the teams during their DfSI projects. Thus, the key contributions to knowledge from this research are: the model of inner values, the development of the inter-disciplinary hybrid research methodology and evidence of the positive influences that AbMT intervention can have on the teamwork during DfSI projects.
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Canelas, João Manuel Duarte. "The role of management accounting in the process of innovation: a field work perspective." Master's thesis, NSBE - UNL, 2010. http://hdl.handle.net/10362/9903.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Finance from the NOVA – School of Business and EconomicsRecent accounting literature (e.g. Granlund and Taipaleenmäki, 2005; Davila, Foster & Oyon, 2009) suggests that Management Control Systems can influence the process of innovation, especially when they are used interactively. Such work constitutes a rupture with the traditional and diagnostic vision of control where Management Control Systems only act at the process of strategy implementation, limiting their role in accommodating the environment of uncertainty that characterizes innovation (Amabile, 1998; Kanter, 2006). This work project provides contextualized evidence on the use of Management Control Systems and their influence on the innovation process at an information technology company with a research lab.
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Dempsey, Kristin L. "Emerging Adult Peer Provider Specialists and Successful College Participation| An Innovation Study." Thesis, University of Southern California, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10931392.
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This study addresses the problem of low college completion rates among students formerly involved in foster care systems. This qualitative research study identified the knowledge, motivational, and organizational factors that supported college completion among eight college graduates formerly placed in foster care. Semi-structured interviews were used to collect data and six Storyboard online videos were also reviewed for thematic content addressing the factors that contributed to college success among the former foster youth. The resulting data will be used to create an Emerging Adult Peer Specialists curriculum to former foster youth to support other students transitioning from foster care to college. Knowledge factors contributing to successful college completion included specific knowledge on financial aid, housing, health, and academic resources, and how to access these resources, as well as self-awareness to promote self-regulation. Motivational factors that promoted self-efficacious behavior and intrinsic motivation included seeking out and identifying mentors, attitudes supportive of educational goals and behaviors, and finding ways to combat stigma were identified motivational factors supporting college completing. Programs for students with foster care histories, the safety and predictability of college campuses, and the need for increased academic preparation in independent living skills programs were identified and important organizational factors promoting college completion. The data was used to create an implementation and evaluation plan for the Emerging Adult Peer Specialist program, which is summarized at the end of the study.
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Altree, Claire. "Tradition, innovation and politics : the stage work of Ewan MacColl and Theatre Workshop." Thesis, University of Edinburgh, 2007. http://hdl.handle.net/1842/24531.
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The plays of Ewan MacColl have largely been overlooked by theatre historians and practitioners alike; the primary objective of this thesis is to reappraise this body of work and, more broadly, to re-examine British Modernism and the genealogy of left-wing engaged theatre. The thesis questions the idea of popular culture and suggests MacColl’s work represents a search for a new popular culture that challenges the dominance of uncritical and, according to him, negative elements of current working class culture (most cinema, pop music, gambling, bingo etc) that control thought and encourage the status quo. In order to present a different appraisal of British twentieth century theatre, this thesis examines MacColl’s primary innovations. He incorporates a broad range of conventions into his work, beginning with agitprop, a genre that gave his company the flexibility and spontaneity of a political rally. His canon of work reveals the playwright’s interaction with a variety of conventions from the European and American avant-garde; movements such as Epic Theatre, Constructivism, Expressionism and contemporary dance are juxtaposed with older forms to create an innovative theatrical genre that remains unparalleled within British theatrical history. Examining the influence of these movements with specific reference to the ideas of figures such as Meyerhold, Appia, Brecht, Vakhtangov and Laban, this thesis contends that MacColl’s plays mark a constant search for a form of critical realism, a suitable method for examining contemporary society and advocating socio-political change. This realism is also impacted by the oral tradition (the Mummers’ play, the Ballad form, traditional song and commedia dell’arte) and an established literary tradition (ancient Greek Old Comedy, Elizabethan/Jacobean theatre). It is this dialogue of old and new, tradition and innovation that defines his work.
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Van, Rossenberg Yvonne. "Multiple foci of commitment and creative work behaviour in inter-organisational innovation projects." Thesis, University of Bath, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.681031.
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Creative ideas are valued increasingly in all kinds of organisations. Searching to facilitate creative processes, organisations recognise that the source of new ideas and information lies in the interaction between different functional departments, as well as in the cooperation with external actors. For this reason organisations engage in collaborative innovation projects. These inter-organisational or networked employment structures provide a setting in which employees interact with a multitude of entities. In this context, employees can be expected to develop commitment to multiple foci, such as the organisation, the profession and the client. Employee attitudes, especially their level of commitment, are likely to be central to their willingness to engage in activities which are vital to the creative process. Employing a field theoretic lens, this thesis seeks to examine employees’ affective commitment to seven foci: the project, the organisation, the profession, the client, the lead project manager, the career and the job. The emphasis lies on the examination of the interactions between these foci of commitment in their influence on employees’ creative work behaviour. The thesis offers the integration of previous research into a new concept central to the management of creativity in the workplace. Creative Work Behaviour (CWB) is conceptualised on the basis of four phases of the creative process (1) problem identification, (2) information search, (3) idea generation, and (4) idea evaluation. In addition, in this thesis two types of creative work behaviour are recognised: incremental and radical, which are contrasted with routine in-role behaviour. Thereby, the concept of creative work behaviour is advanced, both theoretically as well as empirically, by the test of the survey measure of the concept showing reliability and validity across a wide variety of participants in innovation projects. This thesis relies on individual data from 450 Inter-organisational Innovation Projects (IIPs) funded by the UK government. The data is analysed using both variable centred and person-centred types of analysis. Fitting the data into a series of latent regression, structural equation, and latent mixture models, the analyses provide comprehensive insight into the interactions between the multiple foci of commitment in their effect on creative work behaviour. Analysis of the data showed employees to distinguish between the seven foci of commitment in the IIP context. The results showed the effects of commitment to differ in strength between the types as well as the phases of CWB. Direct effects were strongest for commitment to the project on routine behaviour, commitment to the job on the generation of incremental creative ideas, and commitment to the profession on the evaluation of radical creative ideas. Commitment to the leader had a weak effect on employee behaviour, specifically for radical CWB. Commitment to the profession had an overall strong effect, except for information searching and encoding. Commitment to the project was found to be the key mediator in the effect between multiple foci of commitment on both routine and incremental CWB. For incremental CWB the mediation model was a poorer representation of the variance in the data; moreover the models must allow direct effects of commitment to the job on the generation of incremental creative ideas. For radical creative behaviour commitment to the job was found to be the best fitting mediator between commitment, representing the variance in the data equally as well as the full direct effects model. Latent Profile / Mixture Analysis enables additional insight into the combinations of foci of commitment (commitment profiles) and their relations to creative work behaviour, as well as underlying motivation and experienced creative support. This thesis is the first to propose and empirically examine the relations between commitment and creativity using a multiple foci approach. The concepts of commitment and creativity are embedded in two different fields of research and, therefore, have rarely been studied together. The results demonstrate multiple foci of commitment to be fundamental to employees in the context of inter-organisational innovation projects, interacting strongly in affecting employee behaviour. The specific context of inter-organisational innovation projects increasingly represents the emergent workplace setting in the current knowledge era. Understanding of the interplay between commitment to multiple targets in inter-organisation innovation projects provides a basis of the management of employee commitments, and, thereby managing employees’ creative behaviour. Creative work behaviours are a vital behavioural outcome in innovation projects, increasingly valued in all kinds of organisations.
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Meßmann, Gerhard [Verfasser], and Regina [Akademischer Betreuer] Mulder. "Innovative work behaviour: Investigating the nature and facilitation of vocational teachers‘ contributions to innovation development / Gerhard Meßmann. Betreuer: Regina Mulder." Regensburg : Universitätsbibliothek Regensburg, 2012. http://d-nb.info/1027410154/34.
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Ode, Egena. "Making co-creation work in mobile financial services innovation : what capabilities are needed and what practices work best in developing countries?" Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/making-cocreation-work-in-mobile-financial-services-innovation-what-capabilities-are-needed-and-what-practices-work-best-in-developing-countries(0ad4071d-e58a-41f0-b1e2-50109f47aa46).html.
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This thesis addresses existing shortcomings in the co-creation literature by proposing organisational capabilities that support co-creation in financial service firms. A developing country perspective is taken and the context is Nigeria, a West African Country. In this thesis, the Resource-based view and Knowledge-based view are integrated with the Dynamic Capability perspective to identify capabilities required to manage the dyadic interactions during co-creation. First, a conceptual model is developed through an in-depth literature review, before testing, refining and validating the model through a mixed-method research approach, involving both qualitative and quantitative research steps. The conceptual model identified a set of capabilities - namely the firm's innovation, knowledge management and relational capability and their effect on co-creation practice. The aim of the qualitative research step was to improve the conceptual model through exploratory research. This step involved in-depth interviews (n=9) with key informants and a focus group discussion with users (n=7). In the quantitative step, empirical data was collected via a questionnaire (n=261) using a drop-off-pick-up (DOPU) technique. The data is analysed using structural path analysis, hypotheses testing and model re-specification. The results of the qualitative phase indicate that co-creation in financial services is dependent on regulation, user need and the structure of financial services in Nigeria. The results also confirm the influence of innovation, knowledge management and relational capabilities on co-creation practice. Nevertheless, qualitative findings also show that knowledge management capability emerged as a vital capability upon which other value creation activities in financial service firms depend. These findings were further tested and validated in the quantitative phase. In line with the resource-based view (RBV) and the knowledge-based view (KBV), empirical findings confirm that the firm`s resource endowments explain, in part, value co-creation in firms. Principally, the findings of this study show that the capacity of financial service organisations to provide sustainable value creation for its clients and itself depend on the degree to which they possess specific dynamic capabilities. The findings also show the relative importance of co-creation practices and how they are effective only in certain conditions and specific environments.
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Korsvold, Torbjørn. "Creating organizational change and innovation : An action research oriented study of participative organizational change and innovation in the Norwegian AEC industry." Doctoral thesis, Norwegian University of Science and Technology, Department of Industrial Economics and Technology Management, 2002. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-60.
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This thesis contributes to the understanding of how to create organizational change and innovation in companies of the Norwegian Architects, Engineering and Construction (AEC) industry. The thesis, then, inquires into the conditions necessary for how the collective practice of collaboration and execution in building projects can be changed emphasizing the emancipatory potential of conversations in arenas for dialogue. The aim is to achieve new useful collective practice in projects, which in the end entails increased competitiveness for the companies involved. This implies that organizational change and innovation ultimately encompass the total value-creating chain of all the actors involved in the building project. That means all from the finished building including the physical construction process on the building site and the end-consumers that are going to use or own it, to the initial programming stage with the first drawing sketches of the architect. The thesis will argue that organizational change and innovation in AEC companies does not emerge on its own through for instance “linear-control” oriented models of planning and subsequent plan implementation or models for increased managerial project control. To the contrary, the thesis will show that processes of change and innovation are created through active and broad participation by all actors directly involved in the project, companies as well as single individuals in arenas for dialogue. The objective of this thesis, then, is to contribute to how organizational change and innovation can be created, that is; what are the conditions necessary to achieve organizational change and innovation in AEC companies? And next; how can organizational change and innovation be spread among the companies in the Norwegian AEC industry? These are the two major research questions of the study. The thesis is an action research-oriented case study based on collaboration with a Research & Development (R&D)-program called The Integrated Building Process (the SiB – Samspillet i Byggeprosessen) jointly sponsored by four Norwegian AEC companies and the Research Council of Norway (RCN). My doctoral grant, including abroad stay as a visiting research scholar at Stanford University, California, USA, summer 1998 and fall 1999, was 100 % sponsored by the RCN, the Industry and Energy division. The field research was carried out in a 4 ½-years period from 1997 to 2001.
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Neher, Cathy Sue. "Service Innovation in a Voluntary Organization: Creating Work Opportunities for Severely Developmentally Disabled Adults." Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/bus_admin_diss/1.
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Current literature on the developmentally disabled indicates they represent a large untapped labor pool that is significantly inhibited in its inclusion in the community. To address this unnecessary isolation, Right in the Community (RitC), a voluntary agency in Cobb County, Georgia, wanted to innovate its service offering by providing meaningful and sustainable work opportunities for those that are severely developmentally disabled. The Competing Values Framework (CVF) offers a dynamic and robust theoretical framework that has been adapted to explain many business factors in addition to organizational effectiveness. Based on a fourteen-month action research engagement at RitC, I adapted the CVF to concentrate on the dimensions of organizational focus, strategy formation and motivational traits to understand and guide service innovation in a voluntary organization. My research aided RitC’s development of a program to provide meaningful and sustainable work opportunities for those that are severely developmentally disabled. From a theoretical standpoint, I have added new knowledge on managing service innovation in voluntary organizations and adapted CVF for understanding and guiding service innovation in that particular context.
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Vezyridis, Paraskevas. "Technological innovation and change of nursing work in an emergency department : a sociotechnical perspective." Thesis, University of Nottingham, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.555738.
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This thesis evolves around the identification and analysis of the particular sociotechnical factors and conditions that facilitate the implementation of new information and communication technologies (lCT) in complex clinical settings. Today most national health systems around the world link the need for best healthcare provision with the overall efficiency of their institutions. Such orientations undoubtedly require outcomes linked to lCTs so as to assign them with criteria and measures of success. On the other hand, implementations of such technologies in healthcare organisations, particularly under the Connecting for Health (CfH) IT programme, have not been equally successful. As science and technology studies (STS) scholarship shows, these technologies, despite their technical robustness, do not guarantee successful implementations. It is rather the intertwining of people, machines and spaces at the local setting that determines the fate of the new system. The four-hour waiting target (now a standard of hospital performance) for patients attending an Accident & Emergency Department (A&E) has undoubtedly become the most important catalyst of effective change towards a "whole system" approach in the provision of unscheduled care. This is, partially, because waiting times in A&Es have been acknowledged as one of the most prominent causes of dissatisfaction for patients interacting with the National Health Service (NHS). From the mid-1990s, Conservative and Labour, governments in the UK have developed and implemented a series of reform programmes to address this issue. After a long series of negotiations, which were intensified at the dawn of the new century, the Department of Health (DH), in accordance with the recommendations of relevant emergency clinical bodies and patient advocacy groups, stabilised, in 2004, the target (now a standard of hospital performance) to 98% of patients attending A&Es to be treated and admitted or discharged within four hours. During that time the DH also released a report with key recommendations on building layouts for these 3 hospital departments in order to positively influence efficient patient care by appropriating circulation spaces for patients, clinicians and visitors. This thesis uses a case study of the implementation of a clinical information system for patient registration and tracking in the busy emergency department of a large Acute Care University Trust in the East Midlands, UK. It explores the complexity of relations and subsequent negotiations between these heterogeneous elements during the formation of a new practice ordering for nursing work. For this, I draw on the work of ANT research, firstly, within the broad field of geography. I conceptualise space and time as invaluable non-human entities that need to be enrolled and converged at the local level in order for the inhabitants (clinicians, administrators, managers) and the visitors (patients and their carers) of this temporal network to enact prescribed movements, interactions, communications and relationships. From there, this thesis examines the way the above national policies (i.e. waiting time targets, built environment design) have come to facilitate the introduction, and subsequent stabilisation, of a clinical lCT in the local clinical setting. Based on the findings from the analysis of 30 semi-structured interviews with nurses, the change manager, the system administrator and assistants as well as from relevant policy documents, internal reports, building blueprints and implementation studies, I argue that the re-engineering of healthcare practice with the diffusion of a new technology is not a fixed and linear process, but more of an interplay of various fluctuant, performative and eo-constitutive technical and social factors. In particular, I first show that the DH strategically attempted at ordering the A&E towards specific outcomes of performativity by formalising procedures, interactions and generally the behaviours of these peripheral networks. Rooms and corridors were redesigned and timestamps are now being applied to every process so as to effect a new spatio-temporality in the planned circulation of patients and hospital staff in the A&E department. As a result, groups of users are being integrated or segregated according to particular (and rationalistic) conceptions of patient flows. 4 For the above purposes, the specific technology under examination arrives in the A&E as an efficient technological solution to a given waiting time problem. While issues of computer literacy and interaction with complex technologies remained a concern for the nursing staff during the implementation phase, these were substantially downgraded in the face of a new rigid policy which aimed at addressing one of the most prominent causes of patient dissatisfaction. The technology was gradually translated and transformed into an invaluable ally. Conversely, success includes not only the appropriate use of the system, but also the users' high dependence on it and finally the network's ability to act as a platform for continual, technologically mediated, reformation of its practices under specific strategic policies. Through an ANT conceptualisation, the thesis concludes by arguing that despite the various negotiations that take part between the centre of calculation (DH) and the local setting (A&E) offering, to the latter, some room for manoeuvre and discretion, in the end, the former is constantly enhancing its instrumental and obligatory passage role in shaping local action. It does this by strategically organising the opening of the black-box of its constituted healthcare institutions through the enrolment, the re-skilling and, after that, the mobilisation of specific intra-organisational networks. 5.
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Vargas, D'Uniam Jessica, Landayeta Enrique Chiroque, and Velarde María Vanessa Vega. "Innovation in university teaching. A proposal for interdisciplinary and collaborative work in higher education." Pontificia Universidad Católica del Perú, 2016. http://repositorio.pucp.edu.pe/index/handle/123456789/117084.
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This article presents the systematizing of the implementation of an experience of innovation in the university teaching realized from a perspective interdisciplinary and collaborative of the Faculty of Education and Faculty of Art, taking as an intention the creation of Peruvian stories for children for the development of the sensibility, the appraisal and valuation of the national and regional wealth. For the accomplishment of the analysis focal groups were used as method of compilation of information by the intention of knowing the perception of the students of the above mentioned powers on his participation in this formative activity. The process developed 22 children books with a Peruvians themes allowed each group of students to apply specialized knowledge and abilities learned within their respective faculties towards a common project which had a set of both pedagogical and artistic criteria.Este artículo presenta la sistematización de la implementación de una experiencia de innovación en la docencia universitaria, realizada desde una perspectiva interdisciplinaria y colaborativa de las Facultades de Educación y de Arte, teniendo como propósito la creación de cuentos peruanos para niños para el desarrollo de la sensibilidad, la apreciación y valoración del patrimonio nacional y regional. Para la realización del análisis se usaron grupos focales como método de recolección de datos con el propósito de conocer la percepción de los estudiantes de dichas facultades sobre su participación en esta actividad formativa. La muestra estuvo constituida por 8 alumnos de Arte y 7 alumnas de Educación. Se elaboraron 22 cuentos infantiles peruanos, lo que permitió a los alumnos desarrollar y aplicar los conocimientos y habilidades aprendidos en cada curso en torno a un producto común, respondiendo a criterios pedagógicos y artísticos.
Este artigo apresenta o sistematizando da implementação de uma experiênciade inovação na docência universitária, levou a cabo de um interdisciplinaria de perspectiva e colaborador das Faculdades de Educação e de Arte, tendo como propósito a criação de histórias peruanas para crianças para o desenvolvimento da sensibilidade, a avaliação e estimação do patrimônio nacional e regional. Para a realização da análise grupos focais foram usados como método de juntar de dados com o propósito de conhecer a percepção dos estudantes destas faculdades na participação deles nesta atividade formativa. A amostra foi constituída por 8 estudantes de Arte e 7 estudantes de Educação. Foram elaboradas 22 histórias peruanas infantis, o que permitiu aos estudantes desenvolver e aplicar os conhecimentos e habilidades aprendidas em cada curso ao redor de um produto comum, respondendo a aproximações pedagógicas e artísticas.
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Smith, Natalie L., Sean Flanders, Amanda Greene, and Charles W. Jones. "Examining the Innovation Process of Launching a Work-Integrated Learning Program in Sport Management." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/6283.
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Bannon, Erin. "THE EFFECTIVENESS OF AN ACCEPTANCE AND COMMITMENT THERAPY INTERVENTION FOR WORK STRESS ON INNOVATION." Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1288749862.
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Massu, Justine. "Thinking outside the boss : understanding managers' engagement in creative actions." Thesis, Sorbonne Paris Cité, 2017. http://www.theses.fr/2017USPCB208/document.
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En 2010, 1 500 chefs d'entreprise ont identifié la créativité des managers comme le facteur le plus important pour les réussites futures des organisations. Cependant, l'engagement des managers dans des actions créatives est en constante concurrence avec des comportements de routine qui impliquent moins de prise de risque, d'incertitude et de possibilité d'échec. La thèse présente trois axes de recherche pour étudier et comprendre la décision des managers de s'engager dans des actions créatives. Le premier se concentre sur la façon dont les managers conçoivent la créativité et l'innovation lorsqu'elles s'appliquent à leur activité. Elle étudie aussi la façon dont les conceptions des managers peuvent influencer leurs propres comportements créatifs et leur évaluation de pratiques managériales et de managers créatifs. Le second axe montre que les actions créatives résultent d'un processus décisionnel qui évalue la pertinence de la créativité dans des situations spécifiques et prend en compte les prédispositions individuelles comme les caractéristiques favorables de l'organisation. Le troisième axe établit comment la complémentarité ou l'inadéquation entre les caractéristiques des managers et de leurs organisations peuvent déclencher des comportements créatifs. Les conclusions de cette recherche réaffirment l'intérêt des approches multivariées et interactionnistes de la créativité dans les organisations. Elle souligne également l'importance de considérer l'évaluation par les managers de la pertinence et de l'efficacité d'actions créatives dans des situations de travail spécifiques. Enfin, la plupart des recherches tendent à concevoir que la créativité émerge de circonstances positives et encourageantes. Au contraire, la présente recherche atteste que les managers sont le plus souvent amené à adopter des comportements créatifs dans des situations de travail qui ne sont pas optimales et satisfaisantesIn 2010, 1,500 Chief Executive Officers identified managers' creativity as the most crucial factor for future organizational success. However, managers' engagement in creative actions is constantly competing with routine behaviors that imply less risk taking, uncertainty and possibility of failure. This dissertation explores three potential avenues to understand managers' decisions to engage in creative actions. The first one focuses on managers' conceptions of creativity and innovation as antecedents of their own creative behaviors and their evaluation of creative managers and managerial practices. The second avenue examines how creative actions result from a decision-making process that evaluates the relevance of creativity in specific situations and takes into account individual predispositions and organizational characteristics. The third avenue investigates the extent to which a fit or misfit between managers and their organizations can trigger creative behaviors. This research reaffirms the relevance of the multivariate and interactionnist approaches to organizational creativity. It highlights also the importance of considering managers' evaluation of the appropriateness and effectiveness of specific creative actions in specific situations. Finally, most research tends to conceive that managerial creativity emerges from positive and encouraging circumstances. In contrast, the present research highlights that managerial creativity can emerge as a response to situations of misfit and dissatisfaction
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Dimas, Anastasios. "D-work innovation : where, when and in which social context do good ideas evolve in the distributed work environment of knowledge workers?" Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/54202.
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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Architecture, 2009.This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Cataloged from student-submitted PDF version of thesis.
Includes bibliographical references (p. 158-160).
The nature of work is changing. Until recently, the majority of people worked in fixed, team-based collaborations in collocated settings for fixed periods of time. Currently we are experiencing a major shift towards distributed work. D-work is multi-tasking (workers participate in many projects and teams that often change), multi-locational (work is conducted by people located in different divisions, firms, organizations and time-zones) and mobile (people conduct work while transiting). D-Work changes the definition of the traditional office and blurs the boundaries between home, workplace and the city. Homes will have to accommodate work, businesses must adapt their policies and office spaces to D-work and cities have to adapt to new patterns of mixed work-live units. At the moment, workers, managers and designers have become less aware of where, when, with whom and during which activities, does the most productive and creative work take place. In an effort to tackle the above mentioned issue, we developed a methodology that combines Context-Aware Experience Sampling with traditional ethnographic tools. Our system is composed of a Bluetooth-based positioning system, a context-aware self-report survey administered on mobile phones and traditional questionnaires. The methodology was tested via a four week case study on innovation that was conducted in a marketing firm based in Helsinki. During the study we collected data from eleven participants about the occurrence of work-related ideas and barriers inside and outside the office space.
(cont.) All participants provided us with information about their work habits by filling out a questionnaire prior to the beginning of the study. By juxtaposing their answers to their actual work-life data that we collected, similarities and discrepancies between the two emerged that helped us to understand and assess their work behavior. General results as well as personal reports that were compiled for three subjects are presented and analyzed. An overall assessment of the system and suggested improvements based on results and participant feedback are also discussed.
by Anastasios Dimas.
S.M.
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Seriki, Hannah Titilayo. "Teamwork for innovation in sub-Saharan Africa." Wiesbaden : Deutscher Universitäts-Verlag, 2007. http://dx.doi.org/10.1007/978-3-8350-9588-5.
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Balisky, Emon Paul. "Wolaitta evangelists : a study of religious innovation in southern Ethiopia, 1937-1975." Thesis, University of Aberdeen, 1997. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=215555.
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This study presents the religious dynamics of the Wolaitta Kale Heywet Church through the work of her evangelists in southern Ethiopia from 1937-1975 and seeks to determine why there has been such phenomenal growth within the Wolaitta church and, through the agency of her evangelists, church development in southern Ethiopia. Other writers associated with the Sudan Interior Mission (SIM) have attempted to explain this rapid growth during the Italian occupation (1936-1941) and subsequent years. Through a varied investigation of the historical, political, religious and socioeconomic situation of Wolaitta, this study attempts to bring further understanding and insight to the work of mission. Chapter One provides historical background on southern Ethiopia. The advance of Christianity into the South was through the instrumentality of the so-called Solomonic Northern kings together with the Orthodox Church evangelists in the 15th and 16th centuries. Historical documents produced by Ethiopians as well as Europeans who were in contact with the South are used. Several maps, portraying southern Ethiopia by European travelers, geographers and missionaries, prove helpful in attempting to understand the location and dislocation of the former Kingdom of Damot. Wolaitta oral history furthermore incorporates Damot far into the South. A brief linguistic survey of the languages of southern Ethiopia reveals the stability of the ethnic groups in the South for over one hundred and fifty years. A discussion of the numerous Wolaitta clans assists the reader in understanding the diversity contained within Wolaitta. It was from within this homogeneous grouping of clans that the Wolaitta Kingdom evolved in the middle of the 17th century.
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EKBÄCK, CARL, and JACOB SUNDSTRÖM. "Utvärdering av innovationsklimatet inom ett högteknologiskt företag för att förbättra och uppmuntra kreativitet." Thesis, KTH, Maskinkonstruktion (Inst.), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-192529.
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Inom flera industrier står företag inför utmaningar i form av ökad konkurrens och förändringar inom marknader. Deras förmåga att förhöja kreativitet och innovation har identifierats som en viktig faktor för att uppnå konkurrenskraftighet och långsiktigt överlevnad. Ett företags innovationsklimat avgör dess förmåga att utveckla idéer till användningsbara applikationer, och påverkas av vilken industri den är verksam inom. Den högteknologiska industrin kräver en anpassning till marknader som förändras snabbt, vilket ställer krav på att företag utvecklar innovativa lösningar för att uppfylla kunders förväntningar. Följaktligen, uppmuntran av kreativitet och innovation kan anses vara en stor utmaning och nödvändighet för de flesta företagen i framtiden. Detta examensarbete redovisar en bedömning av innovationsklimatet inom ett högteknologiskt företag som är verksam inom försvarsindustrin, nämligen Saab AB. Dessutom bidrar den med forskning inom ett relativt slutet och outforskat område, vilken har en brist på djupgående undersökningar. Arbetet är begränsat till att omfatta en bedömning av organisationen inom produktområdet Gripen vid affärsenheten Electronic Warfare Systems. Inledningsvis genomfördes mätningar för att uppskatta organisationens relativa grad av kreativitet och innovation. Därefter användes den erhållna informationen till att jämföra organisationens ställning i förhållande till andra industrier. Slutligen utvärderades organisationen, varvid dess relativa styrkor och svagheter identifierades. Utöver detta fastställdes en rimlig nivå av innovation, samt åtgärder till förbättringar. Studiens resultat visar att organisationen har ett kreativt och innovativt klimat, men att det finns områden som måste förbättras för att ytterligare främja innovation. Organisationens innovationsförmåga är stark i jämförelse med andra industrier, och används framgångsrikt till att producera och implementera nya och användbara idéer. Även om organisationen inte arbetar aktivt med innovation på en kontinuerlig basis, visar studien att innovationsförmåga finns vid behov. Detta uttalande stämmer överens med de mätningar som utfördes, där organisationen har en god grund för innovation, men stundtals saknar motivationen för att uppnå denna. För att förbättra den nuvarande ställningen behöver organisationen fokusera mer på innovation och uppmuntra kreativitet inom hela organisationen.In many industries, companies are facing challenges in terms of increased market change and competition. Their ability to increase creativity and innovation has been identified as an important factor to achieve competitive success and long-term survival. A company’s innovation climate determines its ability to incorporate ideas into useful applications, and is affected by the type industry it operates within. In particular, the high technology industry requires adaption to rapidly changing markets, in which companies have to develop innovative solutions to fulfil customers’ expectations. Thus, the encouragement of creativity and innovation could be considered a major challenge and necessity for many companies in the future. This master’s thesis provides an assessment of the innovation climate within a highly technological company that operates within the area of military defense, namely Saab. In addition, it contributes with deductive research connected to a relatively closed and unexploited area, in which there currently is an absence of in-depth investigations. The thesis is limited to include an assessment of the organization within Product Area Gripen at the Business Unit Electronic Warfare Systems. Initially, measurements were produced to estimate the organization’s relative degree of creativity and innovation. Secondly, the obtained data was used to compare the organization’s standings in relation to other industries. Lastly, the findings from the study were used to evaluate the organization, in which its relative strengths and weaknesses were identified. In addition, a suitable level of innovation was established, and measures of improvements determined. The study’s findings indicate that the organization has a creative and innovative climate, but there are areas that have to be improved in order to further stimulate innovation. In addition, the organization’s innovative capabilities are strong in comparison to other industries, and are used to successfully produce and implement novel and useful ideas. Although, the organization does not actively innovate on a continuous basis, it demonstrates that innovative capabilities exist when they are needed. This statement is consistent with the measurements that were performed, in which the organization has a foundation for innovation, but occasionally lacks the motivation to achieve it. In order to improve the current standings, the organization has to increase its orientation towards innovation, and encourage creativity throughout the entire organization.
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Pickney, Janice M. "Nurses Work Environment & Technological Innovation Adoption: Acquiring Knowledge after Making Sense of it all." Thesis, School of Information and Library Science, 2008. http://hdl.handle.net/1901/546.
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Clinical information systems are being introduced into nurses’ work at an alarming rate. These systems are implemented with limited input from nurses who provide direct patient care, and without considering human factors in the systems design and implementation process. The need for nurses to be involved at every level of decision-making as it relates to technological innovation into their work is imperative to mitigate system failure and truly support their work. Therefore, the purpose of this paper is two-fold: 1) to discuss evidence that suggests that the nurse is not really viewed as an end user in most clinical information systems implementations and 2) to describe the implications of this misperception to the nurse, organization, and nursing profession.
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Johnson, Alfred B. "Net work : social networks, disruptive agency, and innovation in Howells, Fitzgerald, Heller, Pynchon, and Gibson." Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1343471.
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This study uses concepts from network science to analyze the agency of outsider characters who cause change or disruption without necessarily securing economic or political power for themselves. Network science as theorized by thinkers like Duncan Watts (Six Degrees, 2003) and Albert-Laszlo Barabasi (Linked, 2002) explains social networks in terms of social structures: clusters of people, bridges between them, pathways through them. Michel Foucault (The Archaeology of Knowledge, 1971) suggests that new notions must enter public or personal awareness on "surfaces of emergence"—institutions like families and social groups. Michel de Certeau (The Practice of Everyday Life, 1974) looks at inventive ways that users repurpose products, both industrial and cultural, and so become "secondary producers." To analyze the influential-outsider agency of the fictional characters featured in this study, I theorize the clusters, bridges, and pathways of network science as surfaces of emergence on which "secondary productions" can appear and then spread through a social network.The introductory chapter explores and explains the general application of network science to literary criticism. In subsequent chapters, I use a networks-based approach to examine the agency of William Dean Howells's Tom Corey (The Rise of Silas Lapham, 1884), F. Scott Fitzgerald's Jay Gatsby (The Great Gatsby, 1925), Joseph Heller's Milo Minderbinder (Catch-22, 1961), Thomas Pynchon's Pierce Inverarity (The Crying of Lot 49, 1965), and William Gibson's Cayce Pollard (Pattern Recognition, 2003). These characters do unusual things with and from the subject positions in which they find themselves, and—whether or not they are or remain marginalized characters in their social systems—they are innovative and influential in ways that other characters do not understand or anticipate. All five novels depict the diffusion of innovative ideas and practices as a process of unplanned, non-coercive social negotiation, where innovation can originate with any person or group of people in the social network and is dependent on the complex interaction of liminal notions and mainstream thinking. The networking approach to these novels clarifies the ways that their authors have imagined social networks to function and the particular interactions they have imagined to lead to change or disruption.Department of English
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CARVALHO, MARLUCE LIMA DE. "TECHNOLOGICAL INNOVATION AND COMMUNICATION IN THE WORK OF THE UNIVERSIDADE FEDERAL DO AMAZONAS (BRAZIL) LIBRARIANS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2011. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=19211@1.
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Esta pesquisa aborda os desafios que se apresentam ao bibliotecário com a
emergência das novas tecnologias da informação e comunicação (TICs), as quais
alteraram significativamente as formas de se produzir, processar e difundir
informações. Apresenta o contexto de mudanças que a chamada sociedade da
informação vivencia, com enfoque no impacto causado pelas TICs nas atividades
de profissionais diretamente voltados para o trato da informação, com base em
pesquisa realizada com bibliotecários da Universidade Federal do Amazonas -
Ufam. Discorre sobre os desafios para a atuação deste profissional, no que diz
respeito a seus conhecimentos tradicionais – as atividades de catalogação,
indexação e recuperação da informação – bem como sobre a necessidade de
atualização contínua e a capacidade de acompanhar o que surge de novo em sua
área. Cita o tradicional serviço de referência desenvolvido pelo bibliotecário com
o intuito de auxiliar os usuários e orientá-los em suas buscas, demonstrando as
tendências de mudança neste serviço, principalmente em razão da Internet.
Ressalta as mudanças do perfil do bibliotecário e apresenta o perfil do
bibliotecário da Ufam, predominantemente feminino, com idade entre 30 a 60
anos, com tempo de trabalho acima de 10 anos, que precisa estar apto a lidar com
as demandas profissionais emergentes. Apresenta, por fim, reflexões sobre
oportunidades e limites para o trabalho dos bibliotecários, resultantes do novo
paradigma da sociedade da informação e do conhecimento, que pode ter nas
tecnologias um fator facilitador. Considera que as TICs agregaram vantagens para
o desenvolvimento de atividades diárias como agilidade nos processos,
proporcionando uma resposta mais rápida aos usuários e possibilidade de
trabalhar em cooperação com outras unidades informacionais. No entanto,
constata a necessidade de avaliação contínua, pois somente a utilização das TICs
não responde aos desafios enfrentados na área.This research discusses the challenges facing the librarian before the emergence of new information and communication technologies (ICTs), which significantly altered the ways to produce process and distribute information. Displays the context of changes that the so-called information society experiences, focusing on the impacts of the ICTs in the professional activities directly targeted to deal with information, such as the librarian. Discusses the intense challenges increasingly in the performance of this professional, concerning to their traditional knowledge - which are the activities of cataloging, indexing and retrieval of information - as well as the need for continuous updating and the ability to monitor what arises in his area. It mentions the traditional reference service development of the librarian in order to assist users and guide them in their searches, showing the trends of change in this service mainly due to the introduction of the Internet. It underscores the changing profile of the librarian, who must be able to deal with information in the traditional print support as in the digital, where there are new demands of work. It shows finally, the different job opportunities resulting from the new paradigm of the information and knowledge society, which has in the technologies a facilitator factor of its processes of capture, registration and dissemination of informational contents.
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Linville-Engler, Benjamin. "Pioneering genomics innovation : using dynamic work design to implement a system of organizational boundary objects." Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/118540.
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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, System Design and Management Program, 2018.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 67-69).
In the past decade, the cost associated with processing the human genome has decreased at a rate that is outpacing Moore's Law. The first human genome was sequenced in 2001, the culmination of a ten-year effort at a program cost of $2.7 billion. This has increased the accessibility of genomics research and enabled rapid development of adjacent biotechnologies and new genetic treatments. The Broad Institute, responsible for analyzing the first human genome, has remained at the center of this rapidly growing industry. Broad Genomics, a 200+ person division of the Broad Institute, is focused on the high-quality delivery of genomic data and data science. Over the past five years, Broad Genomics has been the largest producer of human genomic information in the world. Processing more than 1.5 million samples from over 50 countries. While conducting research for this thesis, Broad Genomics sequenced its 100,000th human genome. Shortly after the division's inception in 2012, Broad Genomics implemented the Dynamic Work Design and Visual Management method developed by Nelson Repenning, the MIT Sloan School of Management Distinguished Professor of System Dynamics and Organization Studies and Associate Dean of Leadership. This method offers a new approach to designing work that is both effective and engaging, while ensuring daily operational work is directly linked to the high-level strategic goals of the Broad Genomics organization. Positive operational results of this intervention for whole genome and exome sequencing were published in a case study in 2017. In the interim, continued iteration on this implementation has resulted in an integrated system of three primary levels of Visual Management boards within the organization. The goal of this research was to assess the continued alignment with the principles of Dynamic Work Design and to assess their effectiveness through an integrated system of boundary objects architected through multiple functional levels of the Broad Genomics organization. Additionally, the research evaluates the harmonization of Dynamic Work Design with principles and frameworks of knowledge boundaries and boundary objects as well as recent team dynamics and people analytics research.
by Benjamin Linville-Engler.
S.M. in Engineering and Management
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Kirsten, Burgert. "The influence of a team development intervention (improvisational theatre) on climate for work group innovation." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/1945.
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Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2008.The present study evaluates the influence on the four factors of an innovative work group climate, namely participative safety, vision, support for innovation and task orientation, of a team development intervention based on improvisational theatre exercises. In the literature study, these four factors are compared with the principles of improvisational theatre, namely trust and support, agreement, listening and awareness, and narrative skills. A quasiexperimental study was conducted. Differences in pre-test and post-test scores of an experimental group (ne=15), who took part in a half-day improvisation theatre team development intervention, are compared with the differences in pre- and post-test scores of a control group (nc=13). The sample consisted of two teams from a health care management unit, which formed part of the health care department of a large insurance company in South Africa. The results show that, for innovative work group climate as a whole, the experimental group’s scores improved significantly (p<.01) in comparison to the control group’s scores. The experimental group’s scores for the three factors, vision, participative safety and task orientation, also improved significantly in comparison to the control group’s scores (p<.05 for all three factors). However, the experimental group’s score for support for innovation did not improve significantly. It is therefore concluded that the intervention had a positive influence on climate for work group innovation, based on its impact on the three factors, vision, participative safety and task orientation. In conclusion, this study builds on previous research that endorses the application of improvisational theatre techniques in organisational development settings.
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Kietzmann, Jan Henrik. "In touch out in the field : coalescence and interactive innovation of technology for mobile work." Thesis, London School of Economics and Political Science (University of London), 2007. http://etheses.lse.ac.uk/2967/.
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Today, more than 90% of Britons own a mobile phone handset. Yet, the popularity of mobile telephony is a fairly recent phenomenon, with the first mobile phone call in the UK made only 21 years ago. Mobile technology has come a long way since the first mobile call that was made from St Katherine's dock to Vodafone's head office in Newbury. Many interesting mobile computing technologies have surfaced, including pagers, laptop computers, tablet PCs and Blackberries, constantly offering altogether new communicative acts to mobile workers. Innovation of mobile information systems, too, has changed quite dramatically over this time period. What was once an industry marked by low competition and high profit margins for devices developed purely by Research and Development departments now increasingly involves, even requires, the interaction with users for the innovation of new mobile devices in highly competitive environments. Despite the increasing popularity of mobile technologies, the concept of mobility and the innovation of mobile information systems remain largely unexplored. This study takes up the challenge to examine how innovation of mobile technology unfolds today. With this focus, this research explores the relationships between innovators of technology for mobile work and its users. It departs from the prevalent product- oriented view of innovation and treats technology in the making as a conscious human activity, made possible through the trinity of innovator companies, their organisational clients as innovation partners and their particular mobile workers as end users of the technology. This study examines the complex interaction and coalescence of these parties as shaped by their respective organisational activities, their unique motives for cooperation with one another, their use of technology and their relationship to the geographical mobility and distribution of work. From the outset, this study was committed to providing a rigorous examination grounded in actual work. As an Action Researcher, I was very fortunate to be invited to follow the innovation and development of a fundamentally new mobile information system, based on the convergence of mobile telephony and Radio Frequency Identification (RFID) technology. The empirical work and theoretical analysis emphasised the epistemological differences among innovation participants and unearthed many complications that shape how interactive innovation of technology for mobile work unfolds. Moreover, the analysis of the empirical work led to the conceptual difference between mobility and pervasiveness of work as it pertains to innovation. It revealed Individual Pervasiveness, or the extent to which an individual's technology is aware of its immediate context and communicates details of its bearer and his behaviour. It also uncovered a Pervasive Order, imposed from superior to mobile worker and made possible in this case through mobile RFID. Together, these two concepts fundamentally change the information flow within mobile work activities. The trajectory from mobility to pervasiveness dramatically reshapes the activities of mobile workers and their superiors and, thus, the activity of interactive innovation of technology for mobile work.
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Washington, Montressa L. "EXPLORATORY STUDIES OF THE INTRODUCTION AND USE OF SOCIAL MEDIA TECHNOLOGIES IN WORK ORGANIZATIONS: EFFECTS ON PRODUCTIVITY AND WORK-HOME LIFE BALANCE." Case Western Reserve University School of Graduate Studies / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=case1433546163.
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Jönsson, Gisela. "Faktorer som förklarar innovativt beteende hos medarbetare." Thesis, Stockholm University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7335.
Full textAbstract:
I en föränderlig värld är det viktigt att snabbt möta skiftande krav och
att medarbetare är initiativrika, menar både företagare och forskare.
Medarbetare som gör mer än plikten kräver och tar egna initiativ,
uppvisar Innovative Work Behaviour (IWB). Syftet med studien var
att undersöka om organisationsfaktorerna autonomi, öppet klimat och
rolltvetydighet kan förklara variationer i IWB, med hänsyn taget till
en individuell faktor. Samtliga variabler mättes genom ett
frågeformulär online i ett stickprov om 119 personer.
Korrelationsberäkningar visar att samtliga organisationsfaktorer har
signifikanta samband med IWB. En regressionsanalys visar att det är
individfaktorn som har störst prediktionskraft, följt av öppet klimat,
autonomi och bakgrundsvariabeln personalansvar. Studien visar att
både personlighet och villkor i arbetet har betydelse för IWB.
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Hempell, Thomas. "Computers and productivity : how firms make a general purpose technology work ; with 40 tables /." Heidelberg [u.a.] : Physica-Verl, 2005. http://deposit.ddb.de/cgi-bin/dokserv?id=2667834&prov=M&dok_var=1&dok_ext=htm.
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Montani, Francesco. "Peuvent-ils les objectifs d'innovation amener le comportement innovatif au travail ? : évaluation d'un modèle motivationnel pour l'innovation." Thesis, Montpellier 3, 2013. http://www.theses.fr/2013MON30100.
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Cette thèse vise à appliquer la théorie de la régulation en fonction des objectifs à l’analyse du comportement innovant au travail. Après avoir examiné l’état de l’art de la littérature sur l’innovation (premier chapitre), nous avons mené trois études empiriques sur des échantillons différents. Dans la première étude (deuxième chapitre), nous avons supposé et montré que la génération proactive des objectifs – incluant les processus de projection et de planification – était positivement liée au comportement innovant, et que l’engagement affectif, en interagissant avec la flexibilité du rôle ou avec le soutien du leader à l’innovation, modérait positivement cette relation. Dans la deuxième étude (troisième chapitre), nous avons proposé et montré que la planification médiatisait la relation entre la projection et l’innovation, et que l’habilitation psychologique et le soutien du leader à l’innovation modéraient positivement la relation entre la projection et la planification. Enfin, dans la troisième étude (quatrième chapitre), nous avons supposé et démontré que l’orientation d’apprentissage, le climat d’équipe pour l’innovation, et la variété dans la tâche stimulaient la performance innovante indirectement, à travers la médiation de la projection et de la planification, et que l’orientation d’apprentissage renforçait la relation entre la planification et l’innovation. Les implications théoriques et pratiques de nos études sont traitées dans la discussion généraleThe present dissertation aims at applying goal regulation theory to the study of innovative work behaviour. After reviewing the state-of-the-art of innovation literature (first chapter), we conducted three empirical studies on distinct samples. In the first study (second chapter), we hypothesized and found that proactive goal generation – which includes envisioning and planning processes – was positively related to innovative behaviour, and that affective commitment, interacting with production ownership or, alternatively, with leader support for innovation, strengthened this relationship. In the second study (third chapter), we proposed and showed that planning mediated the link between envisioning and innovation, and that psychological empowerment and team support for innovation positively moderated the relationship between envisioning and planning. Finally, in the third study (fourth chapter), we theorized and demonstrated that learning goal orientation, psychological climate for innovation, and task variety enhanced innovative performance indirectly through the mediation of envisioning and planning, and that learning goal orientation amplified the relationship between planning and innovation. Theoretical and practical implications of our works are addressed in the general discussion
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Persson, Andreas. "Identifying predictors of work engagement: An example from a management consultancy company." Thesis, Stockholm University, Department of Psychology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-40410.
Full textAbstract:
Empirical evidence suggests work engagement to be of crucial importance for business critical aspects such as work performance and employee retention. When building a strategy for enhancing engagement in the workplace, identifying its predictors becomes important. Therefore, the aim of this study was to identify predictors related to work engagement. The study was conducted in a management consultancy company, through analyzing their employee survey. Results indicated satisfaction with leadership to be of vital importance for work engagement. Other work-related attitudes identified that seemed to be reliable predictors of work engagement were employee development, communication and innovation. In addition, the demographic variables of age and status pointed towards a correlation with work engagement, however the gender variable did not show significance.
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Ramirez, Matias. "Innovation in production and the restructuring of work organisation and employment in the telecommunications service sector." Thesis, University of Manchester, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488104.
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Sabo, Imre. "The role of the facilitator in the work with groups in the business model innovation process." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-44744.
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This master’s thesis explores the role of the facilitator in business model innovation [BMI]. In the last 15 years BMI has gained increasing importance for companies to establish a competitive advantage. Yet, BMI is considered to be marked by high complexity and phases of uncertainty in the process of creating it. Equipped with the skills and characteristics, a facilitator may support groups in their endeavor to create BMIs. As a result of a qualitative study including expert interviews and observations of facilitated workshops, five aggregated dimensions describing the role of the business model facilitator are identified. The results suggest that a facilitator may contribute to BMI by leading and navigating the process, supporting the group to generate knowledge and taking ideas to actions, sharing his or her own knowledge with the team, and by providing mental support and stability. Thereby, the facilitator may contribute to BMI on three levels: the team level, the process level, and the new business model.
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Kahraman, Omer Ersin. "Growth Of Capitalism:how Does Innovation Reinforce Capitalism In The Progress Of Its Authority?" Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612268/index.pdf.
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The main aim of this thesis is to discuss the role of innovation in the capitalist mode of
production so as to achieve the domination of capitalism in the human world by
capitalizing it. The idea of freedom is handled as a reason for politics when one
confronts another in this quest. Process innovations are accepted as methods of
improving the profitability of production which deprives dispossessed masses from
their productive power outside the workplace while product innovation is claimed to
be the process of improving profitability of consumption which results in increased
intervention of capitalism in the relation between the human being and his wants
through pacification. Thus, as capitalism continues growing, it becomes more a
mediator between the human being and materials, which gives it more authority in
society.
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Eriksson, Victor, Joakim Hårte, and Coey Carl Lundquist. "Come to work each day willing to be fired : A study of intrapreneurship within Swedish SMEs active in developing countries." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35738.
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The aim of this thesis is to enlighten intrapreneurship as a subject and the implementations and effect it has on small and medium sized enterprises (SMEs) pushing towards organizational change in developing countries. Therefore the specific traits of SMEs in developing countries are examined and related to the promotion of intraprenuership. To gain deeper understanding and achieve the aim of the study a research question was created; How can Swedish SMEs foster intrapreneurship in order to create organizational change in developing countries? The theoretical framework in this thesis is divided into three main areas; organizational change, promotion of intrapreneurship and innovation. In this study a qualitative methodology with an abductive approach is used. The empirical data is collected through interviews of three companies; Norden Machinery AB, Bigso AB and Sara Woodcraft. In the analysis the empirical data is analyzed based on the theoretical framework which leads to the conclusion. This study show that first and foremost intrapreneurship does create organizational change and is an important part of survival for SMEs in developing countries and further that promotion of intrapreneurship demands certain factors to be successful. These factors are ways for organizations to create an environment where innovation and intrapreneurship grows. Furthermore we present what we argue the current theory lack and our contribution as well as managerial implementations which focus on the promotion of intrapreneurship and further research within the subject.Syftet med denna avhandling är att upplysa intraprenörskap som ämne och genom detta implementera effekterna det har på små- och medelstora företag som strävar efter organisatoriska förändringar i utvecklingsländer. Därför har de specifika egenskaperna hos små- och medelstora företag aktiva i utvecklingsländer granskats och relaterats till främjandet av intraprenörskap. För att få en djupare förståelse och uppnå syftet med denna studie har en forskningsfråga formulerat: Hur kan svenska små och medelstora företag främja intraprenörskap för att skapa organisatoriska förändringar i utvecklingsländer? Den teoretiska referensramen i denna avhandling är indelad i tre huvudområden; organisatoriska förändringar, främjande av intraprenörskap och innovation. I denna studie användes en kvalitativ metod med en abduktiv ansats, och den empiriska datan samlades in genom intervjuer med tre företag; Norden Machinery AB, Bigso AB och Sara Woodcraft. I analysen kombineras den teoretiska referensram med den empiriska data som sedan leder till en slutsats. Denna studie visar i första hand att intraprenörskap skapar organisatoriska förändringar och är en viktig del av överlevandet för små och medelstora företag i utvecklingsländer vilket kräver vissa faktorer för att åstadkommas. Dessa faktorer finns för att skapa en miljö inom organisationer där innovation och intraprenörskap växer. Slutligen presenterar vi det teoretiska gap som vi anser finns inom forskningsämnet och ger förslag på hur den kan förbättras, praktiska rekommendationer fokuserade på att främja intraprenörskap mot organisatorisk förändring samt rekommendation till vidare forskning.
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Martins, Salmazzo André, and Charikleia Tompea. "The Dark Side of Innovation : Stressors in technology companies and its mitigation." Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48698.
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Background: Innovation is usually connected with benefits inside companies, the most cited by researchers is the competitive advantage. However, the pursuit of innovation may lead to a harmful working environment that can increase stress levels among employees. An industry that is well known by its innovativeness is the tech industry, therefore an investigation on their working environment is important. Purpose: Our purpose is to analyse if tech companies are creating a stressful working environment for their own employees, what are the factors that creates this and what kind of techniques and methods are companies using to tackle the increase stress in their working environment. Understanding these topics, we provide a contribution to the theory and a suggestion for companies follow in order to reduce stress among employees without losing their pursuit for innovativeness. Method: We utilize secondary data collected from different type of sources. Also, we use real life examples of companies that are trying tackle stress in their working environment, providing insights on their actions and the outcome of them. Conclusion: The results show that technology companies have several factors that increase stress in their working environment, some of them associated with company characteristics, and other associated with the industry that the tech companies are competed in. Also, some of those stressors are not being tackled by methods or techniques that companies areiiusing in order to reduce the stress among employees. In order to improve their working environment, we suggest technology companies to follow our proposed strategy based in three pillars: flexibility, support and communication.
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Hollander, Ernst. "Varför var det så segt? : om lågriskkemi, miljödriven innovation och kravformning." Doctoral thesis, KTH, Industriell ekonomi och organisation, 1995. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-51498.
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Suntharanont, Vatinee. "Talented People in Today's Organization; in Particular How to Support and Stimulate Them to Work in Team." Thesis, University of Kalmar, Baltic Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-1790.
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An issue of ‘talented people’ has been discussed for many years. Many companies consider talented employees to be the main factor of gaining competitive advantage over their competitors. This is mostly due to the fact that talented people are perceived as those who are of great value for an organization.
Nowadays, behaviors such as cooperation and teamwork play an important role, not only among members of an organization but also between organizations. The purpose of my research is to study the characteristics of talented people and their working style in today’s business world. Furthermore, the other aim is to present the method applied with a view to support and stimulate talents to collaborate with others.
To answer the research question: ‘Talented people in a today’s organization; in particular, how to support and stimulate them to work in team’, qualitative approach has been adopted. I have collected and analyzed data by having interviews, doing surveys, and gaining knowledge from literature. Most of participants had management positions and supervised an executive team, in particular, from the field of environmental companies. The research has proved that nowadays talented people have specific characteristics and handle matters their own way. In order to support and stimulate them to work in a team, trust and creating motivation are necessary. To some extent, leaders should stimulate talents to collaborate together, but, on the other hand, they ought to allow them to work on their own, depending on their professions and personality. Nevertheless, in my study I focused on the area of team work. A suggestion of team dynamic developing process for talented people to perform successful team work has been concluded in the last part of the thesis.
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Shiu, Jennifer, and 蕭文意. "Teachers' perceptions of impending innovation: the use of pair work in large-scale oral assessment inHong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B42554627.
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Gaskins, Karen Denise. "Multicase Historic Studies of Innovative Work Behavior Among Intellectually Gifted Adults." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7294.
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ABSTRACT
This qualitative research study was conducted to examine whether investing in innovation and gifted intelligence would improve America's economic well-being. The investment issue became a problem because educational researchers researched innovation as creativity rather than as productive behavior. Moreover, in the literature, adult giftedness was perceived as negative development rather than as alternate normative behavior. The purpose of this research study was to generate new knowledge about innovation and adult giftedness. WICS (wisdom, intelligence, creativity, synthesized) theory of intelligence provided the theoretical framework because intelligence is a measure of human productivity potential. The neuropsychological conceptual framework facilitated a cognitive map of the innovation process. The multicase historic research design provided the answers to the research questions. Four real life historic events embedded with innovation activities and behavior utilized comparative methodology to mark patterns in behavior and cognition. Raw data gleaned from archival/historic research was analyzed utilizing content analysis of primary resources. The key results were: (a) the innovation process is a psychological tool that transcends creative activities; (b) empathy, intellectual complexity and moral intelligence is linked to wisdom and continuous learning; and (c) transcendent experiences are intrinsic motivations to reach beyond expected productive behavior. Outcomes from this study are useful for I-O psychologists because high intelligence can increase organizational productivity levels and sustain business. The positive social change implications are business administration will have to redirect business strategies to focus on employees and relationships, and training and development.
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Hobbs, Madison. "Automating an Engine to Extract Educational Priorities for Workforce City Innovation." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/scripps_theses/1388.
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This thesis is grounded in my work done through the Harvey Mudd College Clinic Program as Project Manager of the PilotCity Clinic Team. PilotCity is a startup whose mission is to transform small to mid-sized cities into centers of innovation by introducing employer partnerships and work-based learning to high school classrooms. The team was tasked with developing software and algorithms to automate PilotCity's programming and to extract educational insights from unstructured data sources like websites, syllabi, resumes, and more. The team helped engineer a web application to expand and facilitate PilotCity's usership, designed a recommender system to automate the process of matching employers to high school classrooms, and packaged a topic modeling module to extract educational priorities from more complex data such as syllabi, course handbooks, or other educational text data. Finally, the team explored automatically generating supplementary course resources using insights from topic models. This thesis will detail the team's process from beginning to final deliverables including the methods, implementation, results, challenges, future directions, and impact of the project.