Letteratura scientifica selezionata sul tema "350299 Business and Management not elsewhere classified"

PurposeThis research aimed to determine the differences and similarities in each pilot project to understand the primary design forms and concepts of sponge city concept (SCC) projects in China. It also aimed to examine ten pilot projects in Shanghai to extrapolate their main characteristics and the processes necessary for implementing SCC projects effectively.Design/methodology/approachA literature review and field survey case study were employed. Data were mostly collected through a field survey in Shanghai, focusing on both the projects and the surrounding environment. Based on these projects' examination, a comparative method was used to determine the characteristics of the ten pilot SCC projects and programs in Shanghai.FindingsSix main types of SCC projects among 30 pilot cities were classified in this research to find differences and similarities among the pilot cities. Four sponge design methods were classified into ten pilot projects. After comparing each project size using the same geographical size, three geometrical types were categorized into both existing and new city areas. SCC project characteristics could be identified by combining four methods and three geometrical types and those of the SCC programs by comparing the change in land-use and the surrounding environment in ten pilot projects.Originality/valueThe results are valuable for implementing SCC projects in China and elsewhere and future research on the impact of SCC projects.

This thesis is an action research investigation into the influence of my Christian habitus on my consultancy practice. My research question: How does my Christian faith inform the work I do? is located within the academic field of Spirit at Work. The complexity and difficulties of my professional practice are explored using the literature on Christian spirituality. My investigation uses the research method of practical theology to explore: my own Christian perspective; my role as a spiritual mentor; the nature of spiritual formation; and, faith in relation to work. The analytical methods of theological reflection, narrative inquiry, and autoethnography support the critical reflection. Five themes emerge: the evangelical basis of my Christian perspective; an understanding of the grace of God; the consideration of resistance as sin; strategies to enable spiritual formation; and complex combinations of faith in relation to work. This study has enabled me to interrogate my approach to spiritual formation in relation to work. My inquiry in a variety of contexts – with colleagues, one individual, and with a client –has developed my ability as a reflexive practitioner, and has strengthened my vocation as a spiritual mentor. I have used the Holistic Development Model (HDM) to underpin my approach to spiritual mentoring, and created a Christian interpretation of it. Spiritual formation is explored through the topics of: church, faith, purpose and mission using scripture, adventure and leadership, and difficulty and struggle. The research provides insights into my work as a professional consultant in the area of leadership development. My reflexive learning, combined with participative inquiry, provides an insider perspective on living within an evangelical Christian worldview. Difficulties over how to interpret Christian faith in work contexts are explored, particularly with regard to inclusivity. The research links spiritual formation with leadership, concluding that, in my practice, faith takes precedence.

Purpose: To critically investigate the effect/impact the implementation of both team and individual based pay has when responses are measured in terms of teamworking, job satisfaction, culture and commitment in 2 Nigerian financial institutions. Design/methodology/approach: The study presents the first empirical case-study research carried out in Nigeria. The data are based on 2 Nigerian financial institutions surveys from 2002 to 2006. The analysis addresses the impact of the introduction of PRP within these institutions. Questionnaires were sent out to the 226 employees. Interviews and focus groups were also carried out with both managers and employees across both organisations. Findings: The findings indicate the importance of valence for monetary incentives, the instrumentality of performance for the monetary incentives and clear individual and group objectives for improving performance. On the basis of the analysis of the data from employees covered by the scheme, the results suggests that there are clear indications that it has raised motivational levels, though employees prefer working with individual performance related pay than in teams, but would not mind working in teams if it is linked to a reward, but the responses indicate that individual performance related pay has damaged the concept of team working. The results indicated a positive link of PRP having a positive effect with employees on higher grade levels; this result support other results from a number of earlier UK studies. The results also indicate that the introduction of PRP can enhance culture change and enhanced performance but may not ultimately lead to commitment from employees. The findings also indicate a positive link between PRP, improved individual and organisational performance, change in culture and job satisfaction. Though the research indicates positive outcomes from one organisation it also indicates negative outcomes from the other organisation. Why would that occur, as both organisations operate the same form of individual PRP? It leads the researcher to conclude that PRP must be modified to take into account the cultural (national & organisational) implications of the transference western management practices into non-western organisations. The research finishes by listing out implications for management and recommendations. Research limitations: As this study utilises data from Nigerian financial institutions only, its results cannot be generalised to other sectors and countries characterised by different cultures and contexts. However, what is critical though is that the approach used to finding these results can be applied in a wide variety of situations, thus enabling the examination of external validity. ORIGINALITY/VALUE – This study is one of the first to explore the effect/impact of the introduction of performance related pay in Nigerian financial institutions and reflecting on the historic cultural context of gift giving and culture within organisations and the impact this has on the success or failure of PRP schemes. It also provides a new empirical evidence on the use of performance related pay. The results also show a link between the introduction of performance related pay and a change in the psychological contract from a relational contract to a transactional psychological contract, where commitment (bought) and loyalty is based on the monetary aspects of the relationship. The results supports an interpretation of incentive pay as motivated by expectancy theory and provides new evidence on the relationship between the success of performance related and its use by employees as a bargaining tool for salary increases and new job roles. Its implications should be of interest to human resource managers when designing reward strategies for their organisations.

The impetus of this research to explore cross-cultural differences and conflicts between Singaporean Chinese Managers and their western MNCs managers was due to the researcher's 12 years real-life, working experiences in western MNCs. The interest was extended to discover how these managers are able to deal with the corresponding cross-cultural conflict that is embedded in the day-to-day interaction between himself and his superiors from the west The research has found out that despite the changing cultural influence on Singaporean Chinese Managers, they still exhibit a substantial number of Confucian behavioural characteristics that was inherited from their Chinese forefathers, in the area of work attitudes; the importance of intrinsic and extrinsic work attributes; the commitment to the organisation they work for; and from the job itself. Singaporean Chinese Managers are also found to be less confrontational in nature when dealing with conflicts, and are less incline to express their dissatisfaction, or even have a face-to-face argument with their superiors. The research also found that there is a growing 'compromisers' cluster, a group of people who only moderately uphold traditional values regarding family, education and morale, who are open to innovation and whose aim in life is to be socially and financially successful. It further reveals that younger Singaporean Chinese Managers are now more vocal and more confrontational than their older counterparts and possesses more westernised behavioural characteristics. Therefore, this research provides an insight into the way in which Singaporean Chinese Managers both construct and maintain a notion of identity and also explores the evolving cultural shift in the next generation of managers in the Singaporean Chinese community.

An account of the nature of courage and how it figures in management decisions is developed on the basis of classical and contemporary literature in philosophy and management. The account contains seven elements, including obstacles and tools and a requirement for acting for good. The account is subject to a reality check using content analysis of articles in the business press in Australia, United Kingdom, United States and Hong Kong.

The thesis proposes and defends a maxim which can serve as a foundation and guideline for professional ethics in nursing, the maxim that nurses should act so far as possible to promote patient's self-determination. The thesis is informed by philosophical ethics and by knowledge of professional nursing practice.

The business model concept was first introduced in the early 1990s alongside the boom of the Internet. Although the Internet bubble has burst, the popularity of the business model concept continues to increase. It is being used more and more often by not just people in business management, but also the general population, as people, for example, talk about a successful start-up. Although it has become part of the vernacular today, the business model concept itself is lacking in theoretical roots. Thus, a gap exists regarding the business model concept. Its usefulness in practice has been proven in numerous business cases, yet academia remains divided on the definition and appropriate means to use the concept. A thorough literature review reveals that the concept of a business model has been framed in various ways, ranging from the strategic logic of a company to the activities a company performs. This misalignment creates barriers for the advancement of this body of knowledge in both research and practice. Researchers have thus called for a clearer and more operational definition of the concept.
With this goal in mind, this qualitative study sought to advance business model understanding by proposing a business model conceptualization that:
1) Is robust in its theoretical roots and informs the critical characteristics of a business model,
2) Highlights potential means to resolve the debate over the definition of a business model through examination of its broad range of conceptualizations and uses, and,
3) Guides business model design through a robust exploration of design options for users interested in business model development.
To achieve this goal, a three-stream study was conducted.
The first stream focused on creating a business model construct that is rooted in advanced system theory and on proposing a related business model framework. This objective was achieved through a combination of scholarship of integration and thematic analysis. A resilient complex adaptive system (RCAS) perspective was taken to proactively construct a business model conceptualization. To fully understand an RCAS, a literature review was carried out on the notion of systems. Theories from general system theory (GST) to an RCAS were examined to form a full understanding of these foundational concepts. The resulting construct was employed as the underlying structure of a business model framework. To create a set of functions that a business model should include, an extensive literature review was conducted on 150 business model research articles. Thematic analysis was employed to analyze words and phrases used by authors to describe the critical components of a business model, and then aggregate these views into a set of mutually supportive functions that represent the essence of a business model. Eight functions, termed “elemental functions”, centered on value were defined. These elemental functions are able to capture all components identified in the studied literature and collectively display required RCAS characteristics. This RCAS business model framework lays the foundation for a unified landscape of business model conceptualization and acts as a potential universal language in this body of knowledge. The developed framework also serves as the basis for the subsequent lines of work detailed below, and grounds both further research and application.
The second stream is based on the RCAS framework and draws on its ability to facilitate abstraction. The work stream focuses on outlining a knowledge space for business models utilizing three variables that are closely tied to abstraction in the business model context, namely: elemental functions, purposes, and levels of abstraction. These variables were identified as critical factors influencing business model variation from both a literature perspective and observations. A thematic analysis was conducted on the same 150 articles as in the first stream to extract the potential states of these variables. Eleven purposes and five levels of abstraction were identified; and these two variables act as the axes of the knowledge space. Elemental functions were incorporated in the knowledge space to illustrate the frequency with which each elemental function is used for specific purposes and specific levels of abstraction. This knowledge space, herein termed the business model knowledge map, can be used to position existing work and identify future opportunities for research. The 150 articles were positioned in this space to outline a grander picture of the business model concept. It highlights that previous authors in the business model area have worked on abstractions of the same concept. This stream is another step towards a universal landscape of business model conceptualization that could help unify previously diverse views of business models.
The last work stream contributes to the design of business models – one of the key purposes for which business model constructs are employed as highlighted in the knowledge map described above. Specifically, this work stream puts forward a system-inspired business model design method. Building directly on the RCAS framework, this stream employs combinatorial design thinking from engineering and design to create a design method. One of the most critical aspects of this design method is its emphasis on creating a complete, to the extent possible, set of design options for each elemental function that composes a business model. To achieve this, an extensive review of over 200 company annual reports was conducted to generate design options for each elemental function. This design method focuses on raising awareness of one’s design options thereby enhancing the potential for business model innovation.
Collectively, this study advances the business model body of knowledge in both research and practice. The study is unique in its proactive employment of the RCAS construct to define a business model, its focus on abstraction to form a theoretically robust and potentially universal landscape for knowledge and research on business models, and its proposition of a structured approach to complete business model design. It is hoped that the developments outlined herein help pave a path to a more unified view of business model concepts that can foster connections between the work of researchers who employ business model constructs and further advance the state of knowledge in this arena.

In this dissertation, I strive to enhance our understanding of the effect of entry timing on firm performance using both empirical and formal modeling techniques. I accomplish this through addressing three major unanswered issues in entry timing research. In the first essay of my dissertation, I theoretically examine the effect of selection bias on entry timing associated performance outcomes via the introduction of a novel concept called First-mover Benefits (FMB) which is both theoretically and empirically distinct from the traditional First-mover Advantages (FMA) concept. The second essay of my dissertation empirically investigates this distinction in a unique entrepreneurial setting: the marijuana retailing industry in the State of Washington. The randomized order of entry into the geographically separate jurisdictions in Washington State via the lottery system gives me the opportunity to look at the overlooked effects of two key macrocontingencies: market growth rate and rivalry intensity without any selection bias concern. The main result of this essay indicates that pioneering advantages are more likely to be found in markets with higher level of rivalry intensity. My final essay focuses on the sustainability dimension of pioneering advantage. Taking advantage of the Washington State marijuana retailing industry dataset that eliminates the selection bias issue, I examine how long entry timing associated performance benefits are sustained in this nascent industry context. I find that pioneering advantages last for only four quarters. Overall, this dissertation helps partially resolve the longstanding controversy surrounding the potential effect of entry timing on performance.

Globalisation and rapid advances in technology have had a swift and substantial impact on the way organisations do business and the need to have a highly skilled and flexible workforce. Corporations have started to recognise education and training is not a cost but rather an investment in order to attract and retain the best workforce. Some organisations have centralised their education and training functions and established in-house educational facilities, sometimes labeling them as corporate universities. As corporations expand their range of education programs for employees, many are forming partnerships with traditional universities to provide accredited university awards to complement their in-house programs. This thesis explores existing literature on the growing phenomena of corporate universities and university corporate partnerships to develop an understanding and context to the nature of such partnerships. The research involves qualitative research to explore emergent factors identified in the literature as contributing to the successful strategic management of university-corporate education partnerships. A quantitative research study is then undertaken in what appears to be the first global quantitative study of university-corporate education partnerships to explore: The purpose of a corporate university, or structured corporate education; Reasons leading to the establishment of university-corporate education partnerships; Factors that contribute to the success, or lack of success, of a university corporate education partnership. Emerging from the research, a model is presented as the basis for the successful management of university-corporate education partnerships, embracing such factors as: the need for a corporation and its university partner to develop a shared vision of the purpose of the corporate education program and partnership; the need for trust and openness in the partnership arrangements between a corporation and its university partner; regular communication between those responsible for the management of a corporate education program in a corporation and those responsible for the management of the corporate education unit within a university. In particular, the research finds that within both a corporation and its university partner, there needs to be support and commitment for the corporate education program and partnership by senior management, starting at the level of chief executive. Senior management commitment is important for demonstrating the significance of a corporate education program to an organisation and ensuring appropriate funds are invested in the development and delivery of corporate education programs. However, like any partnership, the research indicates the importance of careful selection of the partner. This means, from the initial approach by a corporation, universities need to take the time to get to know their corporate partner, the purpose of their corporate education program, the role the university can play in a corporate education program and the expectations of the corporate partner. Given that universities are increasingly seeking new income to address declining funding from governments, corporate education programs developed and delivered in partnerships is a significant opportunity as corporations play an increasing role in the lifelong learning and development of their employees. Those universities that take the time to develop a partnership approach to corporate education are likely to generate long-term relationships with corporations, rather than be treated as an outsourced education provider that is contracted casually on an as-needed basis.

This exploratory study investigates the combined effects on firm performance of Chinese SMEs in Sarawak due to the managerial characteristics of owners / managers and business strategy as moderated by business environment. A review of the existing literature reveals that each of these constructs has been examined either alone or in some combinations and has contributed to the firm performance. Prior studies have raised concern on underspecified models or methodological problems that may have prevented a fuller understanding of potential multivariate relationships among these constructs as relate to one another and to performance.