Tesi: "Organisational capability"

1

Gill, Leanne Margaret. "Building organisational capability". Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16234/1/Leanne_Gill_Thesis.pdf.

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Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC). This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theory of the firm, together with changes in human resource practices in job analysis, performance management and staff development has laid the foundation for organisational capability. A Model of Organisational Capability is proposed that explores how systems and processes can be aligned to maximize core organisational capability. Three research questions emerge from the literature and the Model: *How do organisations define their Strategic Intent Domain? *How can organisations define their Core OCs? *How do organisations embed their OCs into their Job Context, Organisational Systems and Knowledge Networks Enablers? These questions are explored by examining an Australian University utilising a participatory action research methodology. The study focused on how the organisation engaged senior managers to develop an organisational capability framework and agreed on a strategy to embed the capabilities in HR practice. As a result, this thesis presents a step-by-step process for organisations seeking to build their Core Organisational Capability. Practitioners wishing to maximize their organisational capability can draw on the Model of Organisational Capability, step-by-step process and contextual principles, to assist them to engage with the organisation to explore an organisational capability agenda.

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2

Gill, Leanne Margaret. "Building organisational capability". Queensland University of Technology, 2006. http://eprints.qut.edu.au/16234/.

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Abstract (sommario):

Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC). This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theory of the firm, together with changes in human resource practices in job analysis, performance management and staff development has laid the foundation for organisational capability. A Model of Organisational Capability is proposed that explores how systems and processes can be aligned to maximize core organisational capability. Three research questions emerge from the literature and the Model: *How do organisations define their Strategic Intent Domain? *How can organisations define their Core OCs? *How do organisations embed their OCs into their Job Context, Organisational Systems and Knowledge Networks Enablers? These questions are explored by examining an Australian University utilising a participatory action research methodology. The study focused on how the organisation engaged senior managers to develop an organisational capability framework and agreed on a strategy to embed the capabilities in HR practice. As a result, this thesis presents a step-by-step process for organisations seeking to build their Core Organisational Capability. Practitioners wishing to maximize their organisational capability can draw on the Model of Organisational Capability, step-by-step process and contextual principles, to assist them to engage with the organisation to explore an organisational capability agenda.

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3

Rottier, Johannes. "Conceptual design of an organisational capability". Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-11092006-121921/.

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4

Egger, Philipp G. "Building technical process innovation capability : an intra-organisational perspective". Thesis, University of Cambridge, 2016. https://www.repository.cam.ac.uk/handle/1810/263029.

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This dissertation is concerned with the strategic management of process innovations. It explores and describes in what way the technical process innovation capability is built and maintained by R&D and production departments at a world leading motor vehicle manufacturer. It is widely accepted that new or significantly improved production methods are a main driver of competitive advantage for innovative manufacturers and enable both effectiveness and efficiency gains. However, the strategic management of process innovations has been subjected to little research and remains not well understood. This research set out to develop a descriptive model—outlining the used activities, mechanisms and controls to undertake technical process innovation projects as well as the applied strategies, practices or tactics to institutionalise the knowledge and skills—which illustrates the strategic management of process innovations. An IDEF0 (Integration DEFinition language 0) function model was ’constructed’ from 15 examples of current or recent technical process innovations within the Bayerische Motoren Werke Aktiengesellschaft (BMW AG). This single-company multiple-case design utilised data sources such as semi-structured interviews, written documents and direct observations and made use of an inductive thematic (coding) analysis. Emerging from the evidence, this research reveals that cumulative learning through a closed-loop control and an appropriate interplay of co-ordination and learning mechanisms is essential for building and maintaining a technical process innovation capability. Furthermore, there is evidence to indicate that a formal system of reflection and contextspecific co-ordination mechanisms facilitate the incorporation of lessons learned and project related experiences into organisational process assets. The main outcome of this research has been the synthesis of elements contributing to the formation of a firm’s technical process innovation capability by means of a graphical concept map. However, due to the breadth of the investigated innovation stage-gate model which starts with a stimulus for innovation and proceeds through various stages of design and industrialisation to an innovation introduced into practice, some areas would benefit from further work. A possible direction to strengthen the empirical evidence is not only to replicate this research within and outside the automotive industry but also to focus on elements of the graphical concept map and to explain and understand their interaction in greater detail.

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5

Ramukumba, Ndivhuwo. "Building an organisational self-disruption capability for a competitive advantage: an investigation of the organisational antecedents". Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64916.

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Organisations need to be able to self-disrupt in order to sustain their competitive advantage in todayÕs rapidly changing environment characterised as being highly Volatility, Uncertainty, Complexity and Ambiguity (VUCA) and resulting in discontinuous change. Organisational innovation practices determine their ability to respond to an environment in a state of flux. Many organisations fail to respond to disruptive discontinuous change and are unable to sustain a competitive advantage because they are unable to make the necessary adjustments in their strategies, structures, business models and culture. They are often unwilling to cannibalise their current investments. Dynamic capabilities enable organisations to reconfigure, renew, integrate and refresh their resources, competencies and capabilities in response to a rapidly changing world. This research proposed a conceptual model for enabling Organisational Self-Disruption as a dynamic capability that will empower a willingness to cannibalise in order to sustain competitive advantage. The model proposed that a strategic innovation management system and the dynamic capabilities of organisational ambidexterity, strategic flexibility and strategic renewal can be used in an organisation to enable them to successfully self-disrupt if necessary. A qualitative exploratory study evaluated organisational self-disruption and the elements of the proposed conceptual model. Findings suggest that managers recognise the importance of organisational self-disruption and that elements of the model may be useful in developing the dynamic capability of self-disruption.
Mini Dissertation (MBA)--University of Pretoria, 2017.
km2018
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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6

Cathcart, Malcolm. "Organisational learning strategies for developing strategic capability within Australian Franchised Business Units". University of Southern Queensland, Faculty of Business, 2008. http://eprints.usq.edu.au/archive/00006185/.

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[Abstract]Within the Australian marketplace there is often considerable similarity between competing products and services. The need for all firms to develop a competitive advantage in this market is pressing. Franchises are a growing competitive business sector in Australia, with an annual growth rate in excess of 12%. Franchised business units are no different from other firms in that they need to develop a competitive advantage. Within this current fast changing business environment there has not been any research published on how owners and operators within franchised business units in Australia use organisational learning strategies to develop their strategic capability with a view to gaining a competitive advantage. Many firms have adopted traditional training approaches in organisational learning to develop their firm’s strategic capability believing this strategy to be in line with best practice. This narrow training view of organisational learning involves key employees within a firm identifying skill gaps between where the firm needs to be and the current competencies of their staff. The gap is then bridged by traditional training methods that extend staff competencies to meet the firm’s requirements. These traditional training approaches separate learning from the work context and have been identified by many researchers over the years as an inefficient practice. This study was undertaken using a case study approach based on semi-structured interviews to gain an understanding on how franchised business units in Australia used a range of organisational learning strategies to develop their strategic capability. People were interviewed from various organisational levels at five major franchises. The study found that strategic capability is enhanced by developing a learning environment that integrated both operational and strategic learning strategies. Based on the research findings, a franchised business unit’s strategic capability will, in many cases, determine the difference between the franchise’s performance in the marketplace and that of its competitors, hence, developing organisational learning strategies to gain and apply these capabilities are of a critical importance in a franchised business unit gaining a competitive advantage. The study found a number of key ingredients in organisational learning strategy that built a firm’s capability. These key ingredients include adopting a work-based learning strategy which incorporates learning activities such as listening and observing others in the workplace; regular internal training; access to external courses; controlled on-the-job training and supporting individuals and groups within their normal work; developing and implementing accredited in-house learning which would include opportunities for staff to develop both operational and strategic levels of learning; formal and informal mentoring for developing the skills of individuals and groups; participation in higher education; and the use of internal state and national franchise conferences as a tool in developing staff and to provide a work environment where empowerment of staff at all levels is encouraged, accepted and supported by the required learning strategies to make it successful. For franchised businesses within Australia aspiring to gain or build on competitive advantage, it is envisaged that the findings of this research will foster the implementation of a combination of organisational learning strategies that encompass both operational and strategic learning, and include learning for both the individual and collective groups.

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7

Taha, Azni. "Organisational receptivity for change : combining context and capability to explain competitive advantage". Thesis, Aston University, 2014. http://publications.aston.ac.uk/21408/.

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This thesis explores efforts to conjoin organisational contexts and capabilities in explaining sustainable competitive advantage. Oliver (1997) argued organisations need to balance the need to conform to industry's requirements to attain legitimization (e.g. DiMaggio & Powell, 1983), and the need for resource optimization (e.g. Barney, 1991). The author hypothesized that such balance can be viewed as movements along the homogeneity-heterogeneity continuum. An organisation in a homogenous industry possesses similar characteristics as its competitors, as opposed to a heterogeneous industry in which organisations within are differentiated and competitively positioned (Oliver, 1997). The movement is influenced by the dynamic environmental conditions that an organisation is experiencing. The author extended Oliver's (1997) propositions of combining RBV's focus on capabilities with institutional theory's focus on organisational context, as well as redefining organisational receptivity towards change (ORC) factors from Butler and Allen's (2008) findings. The authors contributed to the theoretical development of ORC theory to explain the attainment of sustainable competitive advantage. ORC adopts the assumptions from both institutional and RBV theories, where the receptivity factors include both organisational contexts and capabilities. The thesis employed a mixed method approach in which sequential qualitativequantitative studies were deployed to establish a robust, reliable, and valid ORC scale. The adoption of Hinkin's (1995) three-phase scale development process was updated, thus items generated from interviews and literature reviews went through numerous exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to achieve convergent, discriminant, and nomological validities. Samples in the first phase (semi structured interviews) were hotel owners and managers. In the second phase, samples were MBA students, and employees of private and public sectors. In the third phase, samples were hotel managers. The final ORC scale is a parsimonious second higher-order latent construct. The first-order constructs comprises four latent receptivity factors which are ideological vision (4 items), leading change (4 items), implementation capacity (4 items), and change orientation (7 items). Hypotheses testing revealed that high levels of perceived environmental uncertainty leads to high levels of receptivity factor. Furthermore, the study found a strong positive correlation between receptivity factors and competitive advantage, and between receptivity factors and organisation performance. Mediation analyses revealed that receptivity factors partially mediate the relationship between perceived environmental uncertainty, competitive advantage and organisation performance.

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8

Sahota, Parminder Singh. "The development and application of cultural archetypes for understanding innovation capability". Thesis, Cranfield University, 2002. http://dspace.lib.cranfield.ac.uk/handle/1826/90.

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This thesis recognizes that organizational culture is a primary determinant of innovation capability and argues the need to better understand this relationship or process as a necessary prerequisite to nurturing it in a more structured and systematic manner. The study explores this relationship within an R&D environment in telecommunications. It draws upon the knowledge management, organisational behaviour and organisational theory literatures to conceptualise organisational culture as a repository of knowledge. Using a soft systems bottom up approach four cultural archetypes with specific knowledge dynamics are identified and developed through a three-phase multi-method research strategy. These provide a clearer understanding of the relationship between organisational culture and innovation capability. The thesis concludes by considering strategies for improving innovation capability through the effective and appropriate movement between these archetypes.

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9

Carnelley, Jacqueline Antoinette. "The Components of Marketing Capability : a framework and processes of knowledge integration for development". Thesis, University of Pretoria, 2018. http://hdl.handle.net/2263/66037.

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Although organisational capabilities have been recognised as a key source of competitive advantage, the empirical understanding of marketing capability and its associated components is still relatively under-developed. There is little consistency in approaching what constitutes organisational marketing capability, proposed conceptual frameworks have not been empirically tested and little attention has been paid to how organisational marketing capabilities are developed over the longer term. The purpose of this study was to empirically test how proposed conceptual frameworks of marketing capabilities match real-life organisational marketing capabilities, explore which marketing resources act as inputs into marketing capability and how these resources are transformed into marketing capability. The following key questions were answered: what are components of marketing capability in real-life organisational contexts, what resources inputs does it incorporate and how are these resources transformed into capabilities? This study employed an innovative (in this theoretical context) multiple embedded case study design using multiple data sources to provide a rich and detailed understanding of marketing capability. The target population for the cases was any South African organisation marketing products and services to domestic consumers/ customers. Based on this definition, four company cases were identified, representing the two target groups (business to business and business to customer) as well as products and services. Data was derived from 22 in-depth interviews with multiple interviews conducted for each case, as well as documentation and archival records. This study contributes at the theoretical level by developing a framework of marketing capability and sub-capabilities, providing an enhanced understanding of the nature of marketing knowledge resources underpinning marketing capability and outlining the mechanisms that integrate marketing knowledge resources in the development of marketing capability and sub-capabilities. At practitioner level, the findings can contribute to enhancing effective marketing within organisations by providing a route to building stronger underlying marketing capabilities, which in turn will improve competitiveness.
Thesis (DBA)--University of Pretoria, 2018.
Gordon Institute of Business Science (GIBS)
DBA
Unrestricted

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10

Stoyanova, Veselina Petrova. "The development of 'sustainability-banking' capability in the changing institutional environment : the case of RBS". Thesis, University of Edinburgh, 2015. http://hdl.handle.net/1842/17932.

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The recent financial crisis of 2008 has caused significant turbulence in the financial sector and the strategic direction of a number of banking organizations. To survive situations characterised by adversity and changing institutions, various organisations in the sector needed to renew their legitimacy with diverse groups of stakeholders and to refocus their business models into more sustainable ones requiring change and development in the company’s operational capabilities. Recent scholarly interest in the study of organisational and more specifically dynamic capabilities has focused on exploring the development processes through such capabilities emerge. However, the recent literature has been focused much more on the conceptual nature of capabilities rather than on offering empirically grounded accounts on how a specific type of an organisational capability is developed and transforms in line with the changing institutional contexts, and fluctuating levels of environmental uncertainty. Scant attention has been paid to the relationship between institutional change and the capability development process. In order to shed light on the development of such capabilities, this study specifies the micro-foundations of the capability development process and illustrates the relationships between the development process and the changing institutional context through a multilevel of analysis. Explicitly, it aims to find out how and what micro-foundations participate in the development of a sustainability-banking capability and how the changing institutional and market contexts and its dynamics influence the development process. This work is a phenomenon-driven study, which centres its empirical and theoretical contributions in the exploration of the case of the Royal Bank of Scotland – a particularly interesting case of an organisation, which has survived a near-death experience during times of immense institutional turbulence. The selected company case is special for the richness of organisational changes that assisted in tracing the main events and processes in which dynamic capabilities emerge. Inductively, this research study found ‘sustainability-banking’ capability to be conductive for the explored case company’s adaptation in the rapidly changing context of the financial crisis of 2008. To respond to the research questions and meet the research objectives, the work follows a process research methodology, involving the triangulation of multiple sources of primary and secondary qualitative data, collected both in real-time and retrospectively of the observed longitudinal period 2004-2012. The adopted process analysis revealed three key phases through which sustainability banking capability which emerged in the context of Royal Bank of Scotland, accordingly Phase One: The Philanthropic route (2004-2007), Phase Two: The Responsive engagement route (2008-2009) and Phase Three: The Stakeholder co-creation route (2010-2012). Each one of the charted phases of development pictures diverse set of micro-foundations constituted the company’s capability diachronically (over time) and synchronically (across levels and layers of learning). The research indicates that the capability development process is a complex process moderated by changing market environment and the presence of a number of institutional and market inhibitors and accelerators which moderate the occurring micro-foundational transformations. By illustrating the transformations in the micro-foundations of the explored capability, the research work casts light on the temporal changes that accompany capability learning, which affect the capability nature and unfold into different forms of capabilities – ordinary, transitional and dynamic. The key finding of this study is that the variability in the alignment of micro-foundational constructs defines the form and the function of the observed organizational capability – sustainability-banking capability. Although drawing on macro-institutional perspective to demonstrate the types of institutional pressures, which trigger changes in individual and organizational behaviours and processes, this research study contributes primarily to the organisational capability literature. First, the main contribution of this thesis is the development of a novel process model perspective of sustainability-banking capability in the context of institutional and market changes. The process model indicates the interactions between individual-based, process-based and structure-based micro-foundations and how this interaction, alignment, between their capability micro-foundations changes in the course of social, political and regulatory disruptions in the sector, which either inhibit or accelerate these transformations. Secondly, the observed processes of interaction suggest how an operational capability can escalate to become a dynamic capability, which has not been mapped in the field of study. Previously, scholars (e.g. Helfat and Winter, 2011) have suggested conceptually the possible existence of dual-purpose or multiple variant capabilities where the complication of drawing a line between operational and dynamic capabilities occurs due to the speed of change they enable in organisations. Within the context and content of study – sustainability-banking capability at the Royal Bank of Scotland, this study demonstrates the existence of what is entitled in the thesis as a “transitional capability”, which responds to the recent call for research work in this domain. Scholars have suggested that sometimes the low pace in which changes occur can disguise one capability as operational but in fact it can have a dynamic variant when it is explored longitudinally. The analysis of the findings in the second stage of capability development proves that the contrary can be also true. Although previously the literature has associated radical changes somehow instantly with dynamic capabilities, the analysis suggest that extremely turbulent exogenous shocks can lead to internal disturbances and misalignment in the relationship between some of the micro-foundations composing them which on the other hand can constrain the level of impact that the capability under study has in the process of organisational adaptation and development. The third contribution of this work is methodological which is accomplished by the adoption of a process methodology and a ‘hybrid’ strategy of processual data analysis, which complements the existing variance research stream in the study of organisational capability, which is predominately positivist in nature. Lastly but not the least important, this phenomenon-driven research contributes to the recent call in the strategic management field for exploring “bigger issues”, such as the global financial crisis which are often a “window of opportunity” and lead to relevant knowledge for managerial practice, citizens and policy makers.

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11

Buckler, William James. "Using learning processes to develop innovation and improvement within organisations : action research as a vehicle for managing individual and organisational capability". Thesis, Nottingham Trent University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391002.

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12

Nozu, Emiko. "Exploring service innovation capability in virtual servicescapes: An Australian higher education case". Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/120278/1/Emiko_Nozu_Thesis.pdf.

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The proliferation of digital technologies has seen many organisations transformed their services from physical-only to digital-only or blended. Yet, there is little knowledge about how higher education providers can best respond to the changes triggered by this inevitable digital evolution. This thesis explored this topic focused on organisational routine, innovation capability and service-environment (servicescape). The contributions are three-fold. First, there is a critical mechanism of interdependency in routine change. Second, the level of interdependency varies whether it is a radical innovation or incremental change. Third, different degrees of virtuality in servicescape create unique patterns for interdependencies, stakeholder relationships, and the digital divide.

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13

Kars, Unluoglu Selen. "Organisational learning and capability development in mature medium-sized firms : an exploration from an enactment perspective". Thesis, Lancaster University, 2011. http://eprints.lancs.ac.uk/72579/.

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This thesis uses an enactment perspective to critique and develop the concept of organisational capability. It approaches organisational capability from an interpretivist angle and inquires how organisations actually develop and renew their capabilities for sustainable competitive advantage. As a consequence of adopting the enactment perspective, the thesis reveals that organisational capabilities are much more context based and variable than the positivist and predictive representation of the concept in the extant literature. It also proposes that organizational design and learning processes play a key role in the development of organisational capabilities. The research uses qualitative interviews within a case study research design. It studies six medium-sized, mature organisations operating successfully in a variety of industries with diverse market dynamism. In order to move away from a linear representation of organisational capability, the study particularly focuses on the organisational antecedents of capability development in these organisations by relying on participants’ accounts to describe how the firm coped with external environmental changes throughout its history. Based on inductive theorising from intra- and cross-industry analysis, the study observes certain discrepancies in the way existing theories conceptualise organisational capabilities as well as confirms some of their suppositions. Regarding the antecedents of organisational capabilities, the empirical evidence concludes that the development and evolution of organisational capabilities are not only determined by the level of industry dynamism (Eisenhardt and Martin, 2000; Zollo and Winter, 2002); on the contrary, internal endogenous factors seem to matter as much as exogenous shocks. In terms of endogenous antecedents the study reveals a broad contrast between two distinct organisational learning mindsets – learning to innovate and innovating to learn – that influence how external industry factors are interpreted and translated into internal actions. The thesis confirms existing theories which claim that it is possible to decompose organisational capabilities into distinct, sequenced, hierarchically-ordered levels. But contrary to the literature which claims that only firms with higher-order ‘dynamic’ capabilities can succeed in changing environments, the thesis shows that multiple levels of capabilities can yield successful competitive performance for many years. Lastly, the thesis applies the concept of organisational learning mechanisms (Popper and Lipshitz, 2000) to investigate the process of capability development and argues that the structural and social facets, such as agent participation patterns and valuation of knowledge, are of particular importance in producing higher-levels of capabilities and more extensive organisational learning. The thesis contributes to the literature by showing that organisational capabilities are context-bound and idiosyncratic. They are a by-product of organisational life which comes not only through external factors and internal resources, but more importantly through managerial enactment, organisational mindset and learning mechanisms. It critiques existing theories based on the idea of organisation-environment alignment and proposes to introduce the idea of ‘envelopment’ which redefines the relationship between the organisation and its environment. The key idea is that within the same external environment, it is possible to have varying levels of firm dynamism and still to be able to maintain competitive advantage, without necessarily aiming for organisation-environment fit. This thesis contributes to the debates about the development and evolution of organisational capabilities by providing empirical support for the proposition of Zollo and Winter (2002) that there is a relationship between learning mechanisms and capabilities. As a result, it provides alternative insights into the genesis of organisational capabilities and the consequences of learning processes.

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14

Train, Katherine Judith. "Compassion in organizations: sensemaking and embodied experience in emergent relational capability. A phenomenological study in South African human service organizations". Doctoral thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/16920.

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Includes bibliographical references
Compassion in organizations is researched as a three-stage process of collective noticing another's pain, empathic concern or feeling another's pain and taking action to ease their suffering, and is ascribed to the orchestration of spontaneous individual acts of compassion in accordance with specific organizational architecture. Situations with limited resources leading to resource exhaustion require further studies to address the risks and liabilities of compassion organizing (Dutton, Worline, Frost, & Lilius, 2006). South African human service organizations face resource limitations within a challenged socio-economic environment. Given these limitations, agents may experience personal distress limiting the capacity for compassion. This study examines agent capacities required for compassion capability in South African human service organizations. The research applies the ontological lens of enaction, an interpretive design, and the descriptive phenomenological method in psychology (Giorgi, 2009), adapted for human science in organizations. Data was collected, with semi-structured interviews, as concrete descriptions of experiences, from thirty-three participants, from five organizations. Eleven participants underwent multiple interviews. Intensity sampling was applied to gain understanding of information-rich cases that were intense but not extreme, maximum variation sampling to access primary themes across a range of service providers. Texts, as transcriptions of audio recordings, were analyzed applying the phenomenological reduction to search for invariant organizational behavioural meanings. Texts were read for a sense of the whole; broken down to meaning units; and transformed to phenomenological expressions of meaning. Descriptions of experiences were categorized according to empathic concern or personal distress, like experiences were grouped by organization as units of description. Units of description were compared between the organizations. The key findings were that compassion in organizations characterized by resource limitation requires special attention, particularly when agent and client share common experiences of adversity, initiating experiences of personal distress. The overcoming of personal distress requires agent capacities of individual and participatory sensemaking: identifying reaction, identifying non-verbal cues in self and other; engaging capacities of emoting, intending and urging. Sustainable practice of compassion is characterized by the intention to facilitate new sensemaking of the experience of the suffering, witnessing the suffering as well as the alleviation of suffering.

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15

Grobler, Rikus. "Mobilising innovation as an organisational competence in selected Namibian companies". Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/4388.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2010.
AFRIKAANSE OPSOMMING: Innovasie is een van die sinvolste strategiese benaderings wat ’n organisasie kan ontgin om ’n mededingende voordeel te bekom. Ondanks wye belangstelling en volop literatuur, verstaan baie organisasies ongelukkig nog nie hoe om innoverend te wees nie. Innovasie is ‘n ingewikkelde konsep wat nie altyd behoorlik verstaan word of toegepas word nie. Hierdie navorsing verken die benutting van innovasie vir mededingende voordele deur dit ’n kernbevoegdheid van die organisasie te maak. Hierdie studie is op ‘n gevallestudie-strategie gegrond, en gebruik semigestruktureerde en ongestruktureerde individuele onderhoude, waarneming en dokumentêre ontledings om data in te samel. Drie gevallestudie-organisasies is doelspesifiek gekies uit organisasies wat in Namibië gebaseer is, en onderhoude is met twaalf mense oor die hiërargie van elke organisasie gevoer. Hierdie mense is op grond van doelgerigte en kriterium-gebaseerde steekproefneming gekies. ‘n Literatuurstudie is onderneem om vorige navorsing oor innovasie in konteks te plaas, en om ’n oorsig te kry van die huidige stand van innovasie-verwante navorsing. Literatuur oor die onderwerp van kernbevoegdhede met spesifieke verwysing na die verwantskap tussen kernbevoegdhede en strategie, en gevolglik ook innovasie as ‘n kernbevoegdheid van ‘n organisasie, is ook bestudeer. ‘n Spesifieke model vir die benutting van innovasie as ‘n organisatoriese bevoegdheid is deur die literatuurstudie geïdentifiseer. Hierdie model sluit ‘n raamwerk van sewe elemente in wat as tersaaklik beskou word vir die vestiging van ’n innovasievermoë in ‘n organisasie. Die toepaslikheid van die model ten opsigte van die gebruik daarvan om innovasie as ’n kernbevoegdheid van ’n organisasie te vestig en die tersaaklikheid van die sewe elemente vir die model is getoets teen die inligting wat in die gevallestudie-organisasies ingesamel is. Die bevindinge dui daarop dat die pragmatiese formulering en belyning van 'n organisasie se strategie, kernbevoegdhede en innoveringspraktyke tot groter mededingendheid kan lei. Daar is ook bevind dat die voorgestelde innovasievermoëmodel meriete het om innovasie as ’n kernbevoegdheid van die organisasie te vestig. Dit blyk ook dat die grootte van ‘n organisasie nie ‘n determinant is vir die toepaslikheid van die model nie. Dit kom ook voor of al sewe elemente van die raamwerk tot ’n mate tersaaklik is vir die aanwending van die innovasievermoëmodel. Die kombinasie van die elemente kan egter verskil. Daarby kan die tersaaklikheid en toepaslikheid van die elemente ook van mekaar verskil. Dit is egter noodsaaklik dat ‘n organisasie verstaan hoe die innovasievermoëmodel werk en ook dat die model by ‘n organisasie se strategie inkorporeer word om sodoende die praktyke en prosesse in plek te stel wat die elemente van die raamwerk vereis. Alle organisasies is inherent innoverend. Hierdie innoveringsvermoë moet net op die korrekte wyse benut en bestuur word – deur die innovasievermoëmodel te gebruik – om sodoende die innoveringsvermoë aan te wend tot die volle potensiaal daarvan. Organisasies moet ook in ag neem dat die doelwit om innovasie as ‘n kernbevoegdheid te vestig, is nie ‘n korttermyn ambisie nie, die organisasie moet die voldoende wil hê om innovasie ’n kernbevoegdheid van die organisasie te maak, en die hele organisasie moet hierby betrek word. Omdat hierdie studie op ‘n gevallestudie-ontwerp gegrond is, word die veralgemeenbaarheid van die bevindinge tot die drie gevallestudie-organisasies beperk. Hierdie navorsingstudie is hoogstens verkennend van aard omdat dit van beperkte steekproewe gebruik gemaak het. Verdere navorsing is nodig om dieper insig te verkry in die konsepte wat in hierdie studie behandel is, om ’n model of raamwerk te ontwikkel vir die belyning van strategie, kernbevoegdhede en innovasie, en ook om ’n praktiese en betroubare manier te vind om innovasievermoë te meet.
ENGLISH ABSTRACT: Abstract Innovation is one of the most significant strategic approaches an organisation can exploit to gain a competitive advantage. Unfortunately, despite broad interest and a vast literature, understanding of innovative behaviour in organisations remains relatively undeveloped. Innovation is a complicated concept that is not always well understood or applied. This study explores how innovation can be exploited for competitive benefits by making it a core competence of the organisation. This study made use of a case study strategy, utilising semi-structured and unstructured individual interviews, observation and documentary analysis to collect data. Three case study organisations were purposefully selected from Namibian-based organisations, and twelve people across the hierarchy of each organisation were interviewed, selected on the basis of purposeful and criterion-based sampling. A literature review was also conducted in order to put the past research done on innovation into context and to review the current state of affairs of innovation-related research. The literature on the topic of core competencies, with a specific focus on the connection between core competencies and strategy, and subsequently innovation as a core competence of an organisation, was also reviewed. Through the literature review a specific model for utilising innovation as an organisational competence was identified. This model included a framework of seven elements that were found to be relevant for establishing an innovation capability (IC) within an organisation. The applicability of the model in terms of utilising it to establish innovation as a core competence of an organisation, and the relevance of the seven elements to the model, were then tested against the information collected in the case study organisations. The findings suggest that the formulation and alignment of an organisation’s strategy, core competencies and innovation practices in a pragmatic way can enable an organisation to become more competitive. The proposed innovation capability model was also found to have merit in terms of utilising this model to establish innovation as a core competence of an organisation and all seven elements of the framework seemed to be relevant to some extent with regards to the deployment of the innovation capability model. The size of an organisation was found not be a determinant in order for the model to be applicable. The combination of elements can be different and the relevance and applicability of the elements can differ from each other as well. It is also imperative that an organisation properly understands how the innovation capability model works and to incorporate the model into the organisation’s strategy in order to establish the practices and processes that the elements of the model require. All organisations are inherently innovative, this innovativeness just needs to be fostered and managed in the proper manner – through the innovation capability model – in order to exploit innovation to its fullest potential. Organisations must also realise that the pursuit of establishing innovation as a core competence is not a short-term ambition and the organisation need to have the proper intent to establish innovation as a core competence and this intent must be shared by the whole organisation. As the study employed a case study design, the generalisability of the findings is limited to the three case study organisations. This research study is, at best, an explorative one, as it used limited samples. Further research is necessary to gain more in-depth insights on the concepts discussed in the research study in order to develop a model or framework for aligning strategy, core competence and innovation and also to find a practical and reliable way of measuring innovation capability.

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Mealor, Tony UNSW. "Catalysts, Continuity and Change: Workplace Restructuring in the Chemical Industry". Awarded by:University of New South Wales, 1999. http://handle.unsw.edu.au/1959.4/17030.

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The thesis describes and analyses a long-term transformative change program conducted at ICI (Australia) Botany Site between the years 1987 - 1997. The change program is unusual in that, after a massive and destructive confrontation between management and the unions, a new collaborative approach to change was developed which led to significant organisational renewal. Change interventions developed in the program have diffused through Australian industry over the decade. The program is analysed within the framework of a theoretical model which describes a path taken towards achieving a capable organisation which can sustain productive performance. The thesis uses evidence from the case to investigate issues of management style, governance, flexibility, 'bundled interventions', productivity, work organisation, downsizing, reward systems, skills acquisition and self-managed teams. A theoretical model of organisational change is developed which suggests how the treatment of these contingencies can lead to organisational capability.

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Keawchaum, Supannee. "How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study". Thesis, University of Aberdeen, 2017. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231766.

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This study aims to contribute to our understanding of how transformational leadership (TFL) influences organisational learning capability (OLC), psychological contract and performance, as well as the process by which OLC and psychological contract mediate the relationship between TFL and performance. These concepts are widely studied in the western context. This study also aims to examine how applicable these concepts are to a nonwestern context. This study furthermore focuses on investigating two sample groups, namely subordinates and managers, who represent the employee as well as the employer perspective, in contrast to the vast majority of existing works which focus only on one of these two perspectives. This study selected a mixed-methodology case study as its research methodology. This study selected a market-leading company in the consumer-electronics business in Thailand for its single case study, in order to investigate the contextual dimension through in-depth analysis, particularly looking at the relationship and friendship culture emphasised in Thai culture, which is ignored in the western context. The mixed-methodology approach, including quantitative and qualitative methodologies, is utilised. The quantitative research focuses on surveys. In the qualitative research, semi-structured interviews are conducted, together with observations and documentary analysis. The findings reveal that TFL directly influences OLC, psychological contract and performance. However, the challenge comes when we seek links in the research with OLC and work performance. This study suggests that the TFL concept based on Bass (1985) may not be entirely applicable to the Asian context. This research found instead that managers who support only the development of their subordinates' competence cannot be expected to enhance performance. It is important for managers to engender commitment in subordinates. The relationship between managers and followers is a significant factor for performance improvement. If the relationship between managers and subordinates is good, they will help each other to achieve their goals. Therefore, this study suggests that, in applying the TFL concept to the Asian culture, the definition of TFL should be changed to focus not only on the development of subordinates' competence, but also their commitment. This research suggests that HR plays a key role in the organisation by developing managers so that they feel effective enough to develop their subordinates. This research also identifies that senior management has a powerful role to play in reinforcing trust and loyalty to the employees.

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Dahl, Oscar. "”En individ lär så länge den lever, medan en organisation lever så länge den lär.”". Thesis, Försvarshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-10158.

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Today's technological developments and the military's uses of them affect tomorrow's battlefield. This evolution requires that a military organization remains a developing and learning organization to enable them to take advantage of and protect themselves from tomorrow’s advancements. Max Visser in 2016 created the Organisational Learning Capability theory that specifically addresses non-profit and military organisations and serves as a guide to which a military organisation can be evaluated on its learning capabilities. The study examines the Swedish Army and its SUAV-division, regarding its learning capability according to Visser’s theory. A qualitative case study involving a text-analysis of the Swedish Army’s regulatory publications and an interview survey of SUAV-personnel was conducted. The study found that the Army’s publications fair well, and predominantly creates a productive learning cycle. The interview survey gave a worse result however and prevailing was a defensive learning cycle. Mutual areas of improvement for both the analysis and interviews are; aspects of openness to new ideas, experimentation, risk-taking and the utilisation of formal/informal networks within an organisational knowledge system.

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Zibell, Laurent. "Outcome predictors of co-operative R & D in Europe: organisational capabilities and cultures". Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/5613.

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This research investigates organisational capabilities and cultures of both partners as potential explanatory factors of co-operative R&D projects outcomes. Contributions to theory are (1) a justification for the existence of organisational capabilities and 'world views', (2) a parsimonious typology of 'world views' and (3) a method to measure organisational capabilities. The survey covers 514 projects in the electronics industry, in Germany, France, the United Kingdom and Finland. It obtains 120 full answers, each of which coupling responses from a matched pair of project managers having co-operated on the same R&D project. The survey refers to the organisation's capabilities, to those of the partner, to its 'world view', and to project outcomes. None of the traditional explanatory factors (geographic distance, difference in nationality, size or legal status, strategic compatibility) has any significant influence on any of the outcomes being studied (save one). The explanatory factors introduced by the research (organisational capabilities and 'world views') have a significant influence on almost all outcomes being considered of the co-operative R&D projects: attainment of concrete results, compliance with budget and schedule, creation and transfer of knowledge, learning (modification of capabilities). Cultural diversity, 'absorptive capacity', and teaching effects, selective according to the capability in question, are evidenced. Commonalities between partners are shown to be more important than distance. These results validate empirically organisational capabilities and 'world views' as descriptors of inter-organisational capabilities, and their operationalisation.

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Nurse, Andrew. "An investigation into the nature of individual and organisational capability and their linkage : how the competence of an NHS hospital is enacted through patient-care related actions and use of organisational artefacts by its doctors". Thesis, Kingston University, 2011. http://eprints.kingston.ac.uk/21837/.

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The words 'competence' and 'capability' are used independently by the human resource managment and the strategy communities who relate the terms to people and organisations respectively. However, the linkage between the individual and organisational level is not well documented. A better understanding of this link is important in being able to understand how organisational and individual performance may be improved but also why things sometimes go wrong. This research based case study is to identify the linkage between individual and organisation capability through an examination of patient care provided by dcotors in St George's Hospital, Tooting, London using the perspective of the resource based view of the firm. The research showed that patient care is achieved through the emergent skilful exploitation by doctors of their own capabilities, interaction with others, an their use of artefacts representing technical systems, processes, and structural influences within which the doctor operates. The role of artefacts is particularly important because continuity of patient care is dependent on information provided via artefacts rather than doctors' individual knowledge of particular patients. Doctors need not only medical knowledge but also an understanding of 'how to work the organisation'. that is how to get the organisation to do what the doctor needs for the patient. Competent action of the hospital is dependent on a series of inter-relating and inter-locking activity systems, from the doctor carrying out direct actions for a patient through the operation of departmental support systems to the overall hospital level patient care systems. Contradictions or non-copetence occurred when there was a breakdown within or between the systems. A conceptual model and diagnostic is developed that will be of use in analysing these dimensions of organisational capability.

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Minns, Michael David. "National Health Service (N.H.S.) mediation in focus : a psychoanalytic lens on the unconscious at work : how does conflict find its way into organisational life?" Thesis, University of Exeter, 2015. http://hdl.handle.net/10871/25894.

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Workplace mediation services are committed to developing strategies that help people resolve conflict. In its various intrapsychic and psychosocial guises conflict is central to psychoanalytic theory and practice, but within the current literature there are no qualitative workplace mediation studies explicitly drawing on psychoanalytic/systems psychodynamic theory and thinking. In this way, the dynamic unconscious is effectively marginalised from the mediation research literature. This research adopts a case study approach, and reports the findings of a mixed methods mediation service review undertaken in an N.H.S. Trust. All research participants experienced significant conflict in the workplace, or were directly involved in addressing the antecedents, management and/or consequences associated with collegial and organisational dispute. 27 current N.H.S employees, selected by the mediation service lead, were invited to participate, with 15 proceeding to interview. All 15 participants contribute towards the service review data, whilst 6 of these interviews are used to specifically underpin psychoanalytic/systems psychodynamic analysis. The study methodology incorporates analytically informed negative capability and the Free Association Narrative Interviewing (F.A.N.I.) and analysis methods of Holloway & Jefferson (2012). An emphasis is placed working with the whole data according to the principles of gestalt, including the inter-subjective dynamics of the interview encounter itself, and analytical concepts such as counter-transference, splitting and projective identification. Many of the skills needed to work successfully as a psychoanalytic mediator are illustrated. The study also presents a summative content analysis of Trust board minutes Dec.2012 - Dec. 2015 to establish the representation of organisational conflict and mediation at the most senior levels of the organisation. A discrepancy between the reported prevalence of organisational conflict and its representation at board level is evident. The study links the service review findings to recommendations for the N.H.S. Trust at the level of policy and practice, alongside suggestions for further research.

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Hirzel, Thomas [Verfasser], e Hans Ulrich [Akademischer Betreuer] Vogel. "Mint Metal Procurement for Jiangsu and Zhejiang in the Eighteenth and Nineteenth Centuries : An Inquiry into the Organisational Capability of the Qing State / Thomas Hirzel ; Betreuer: Hans Ulrich Vogel". Tübingen : Universitätsbibliothek Tübingen, 2011. http://d-nb.info/1161803076/34.

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Tootoonchy, Mahshid. "Investigating the PMO and PfM co-transformation : a routine perspective". Thesis, Queensland University of Technology, 2017. https://eprints.qut.edu.au/105562/1/Mahshid_Tootoonchy_Thesis.pdf.

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Project management offices are expected to assist organisations in the successful delivery of projects portfolios, but often fail to meet expectations. This study contributes to the academic and practitioner understanding of project and portfolio success by providing a detailed insight into the factors and processes that drive the evolution of project management offices using routines as the unit of analysis. Project management offices are assumed to be the agent of change and strategy implementation; so, the organizational leaders need to understand the organizational context and how a successful PMO re-shape itself over time to increase its value to the organisation.

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Berglund, Kerstin. "Villkor för förändringsarbete : En studie av tre företags arbete vid implementering av RoHS-direktivet". Thesis, Linköping University, Linköping University, The Tema Institute, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-20677.

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Företag kan behöva förändra sitt sätt att arbeta av flera olika skäl. Marknaden ställer krav på billigare lösningar med bibehållen kvalitet. Myndigheter ställer krav på större miljöhänsyn. Syftet med den här uppsatsen är att granska tre olika företags förändringsarbete i samband med att RoHS-direktivet föreskrev att bly inte skall användas vid lödning. Ett företag har helt ställt om sin produktion, ett företag kör blandad produktion och ett av företagen endast en liten produktion med blyfritt eftersom dess kunder omfattas av de undantag som finns i direktivet. Undersökningen har utförts som kvalitativa intervjuer med miljö- och processansvariga på de olika företagen och visar att företagen haft olika strategier för att lyckas med omställningsarbetet. Mina huvudsakliga slutsatser är att förändringsarbetet påverkas av kontakter med olika nätverk samt möjligheten att praktiskt prova en ny process och i betydligt mindre utsträckning av formellt ledningsarbete såsom miljöledningssystem.

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Francis, David Louis. "Assessing and improving innovation capability in organisations". Thesis, University of Brighton, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341281.

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Tsekouras, George. "Integration, organisation and management : investigating capability building". Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263212.

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Rieu, Plichon Caroline. "The uses of ambiguity by managers in a change context : an ethnographic study". Thesis, Paris 1, 2019. http://www.theses.fr/2019PA01E070.

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Cette thèse étudie comment, pour faire face à un changement organisationnel, des managers produisent et gèrent différents types d’ambigüités (en réduisant, niant ou augmentant ces ambigüités). Elle montre comment ces managers mobilisent des capabilités complémentaires, dites positive et négative, selon leurs préférences, pour faire face aux incertitudes du changement, et deviennent ainsi des dompteurs d’ambigüité. A travers une étude ethnographique de deux ans, et en tant qu’observatrice participante, nous analysons dix-sept managers, leurs subordonnés et leurs directeurs. Nous montrons comment ces managers sont amenés à mobiliser ambigüités et capabilité négative (ou capacité de demeurer dans les « incertitudes et les doutes sans chercher les faits ni la raison », Keats, 1970 ; 43) comme des ressources pour gérer le changement
This dissertation studies how, in order to face an organizational change, managers produce and manage different types of ambiguities (by reducing, expanding or denying those ambiguities). It shows how these managers mobilize complementary capabilities, so-called positive and negative, according to their preferences, in order to face the uncertainties of the change, and thus become ambiguity tamers. Through a two-year ethnographic study, from the position of participant observer, we analyze seventeen managers, their subordinates and their directors. We show how these managers mobilize ambiguities and negative capability (i.e. the ability to remain in “uncertainties and doubts without reaching after fact and reason”, Keats, 1970; 43) as resources for change management

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Keraminiyage, Kaushal P. "Achieving high process capability maturity in construction organisations". Thesis, University of Salford, 2009. http://usir.salford.ac.uk/26755/.

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A move towards a process based view has been noted as the way forward to achieve the desired performance improvements in the construction industry. It has further been recognised that, it is important for the organisations to possess appropriate process capability maturity to embark on successful process improvement initiatives to achieve desired performance improvements. With the success of the software industry's Capability Maturity Model (CMM), other industries have attempted to map the principles of CMM as a basis for process improvement initiatives within their respective settings. Construction is not an exception; the same has been attempted within the construction industry through a research collaboration between academia and industry, under the name of SPICE (Structured Process Improvements in Construction Enterprises). Being a stepwise improvement strategy, the CMM consists of five maturity levels, where the first three levels have been identified as low maturity levels, while levels four and five have been named as high maturity levels. While the low maturity levels lay the foundation for organisations to attain continuous improvements successfully, the practices of the high maturity levels deploy the process improvements required to achieve substantial performance boosts. Despite the fact that achieving high maturity levels is of utmost importance to achieve continuous improvements, up till now, only the low maturity level practices of CMM have been mapped within the context of construction organisations, leaving its true potential unexplored as a construction process improvement initiative. In the light of the above, this research aimed at mapping the practices of CMM high maturity levels to construction organisations to achieve high process capability maturity within construction organisations. This research has adopted the grounded theory and case studies as the primary research methods. It used the hermeneutic spiral approach to operationalise the research. Accordingly, the empirical investigation of this research consisted of two phases. The first phase is a series of expert interviews followed by two case studies conducted during the second phase of the study. Data analysis in this research was based on the coding, content analysis and cognitive mapping techniques. To assist with the data analysis and presentation

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Pedron, Cristiane. "Using the dynamic capabilities perspective to analyse CRM adoption: a multiple case study in portuguese organisations". Doctoral thesis, Instituto Superior de Economia e Gestão, 2009. http://hdl.handle.net/10400.5/1144.

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Doutoramento em Gestão
Customer Relationship Management (CRM) adoption is both a relevant research topic in academia and a challenge for practitioners. We understand CRM as a complex concept that includes technology, strategy and philosophy. In this research, we propose an analysis of CRM organisational competences and capabilities. The main goals are: to observe organisational competences and capabilities in order to find ways in which companies obtain success with their CRM initiatives; and to apply a dynamic capabilities perspective as the main theoretical point to analyse how companies can improve their competences related to customer relationship management. In order to achieve the purpose of this study a qualitative, interpretative, case-based research strategy was implemented. We first conducted an exploratory case study in a Brazilian Telecommunications company in order to define the focus of the research and research questions. Afterwards, we conducted a main case study in a Portuguese Telecommunications company for one year, and finally, we conducted four more case studies in Portuguese organisations to develop the research findings. These multiple case studies were based on semi-structured interviews and document analysis. We used qualitative techniques to analyse the collected data and ground our interpretation in two theoretical approaches: value focus thinking and dynamic capabilities. We propose a theoretical framework related to CRM dynamic capability that is corroborated with empirical evidence. We believe that because organisations which adopt a CRM strategy are in a competitive environment, a dynamic model needs to be used to analyse and explain how they can improve their CRM strategy in order to achieve success. As a second contribution we identify a set of competences that need to be developed in order to manage customer relationships effectively.
A adopção de Customer Relationship Management (CRM) é um tema considerado relevante para as investigações académicas e um desafio para os praticantes. CRM neste trabalho é entendido como um conceito complexo que envolve tecnologia, estratégia e filosofia. Esta investigação propõe uma análise sobre as competências e as capacidades organizacionais relacionadas ao CRM. As principais motivações deste estudo referem-se às problemáticas observadas nas adopções de CRM, sendo que as lentes da teoria das Capacidades Dinâmicas mostram-se relevante na análise das capacidades e competências organizacionais necessárias ao sucesso da iniciativa de CRM. A fim de alcançar o propósito deste estudo, foi realizada uma investigação qualitativa, interpretativa e baseada em estudos de caso. Primeiramente foi conduzido um estudo de caso exploratório numa empresa Brasileira de telecomunicações com o intuito de melhor definir o foco da investigação e das questões de investigação. Após foi conduzido o estudo de caso principal em uma empresa de telecomunicações Portuguesa ao longo de um ano. Finalmente foram conduzidos outros quatro estudos de caso em organizações Portuguesas com o intuito de aprofundar a discussão dos resultados da investigação. Foram realizadas entrevistas semi-estruturadas e análise de dados secundários. Para a análise dos dados foram utilizadas técnicas qualitativas e duas teorias ajudaram a suportar as interpretações realizadas: value focus thinking e dynamic capabilities. Como contribuições desta investigação tem-se a proposição de um framework teórico sobre a capacidade dinâmica CRM que foi corroborado com evidências empíricas. As organizações que adoptam CRM estão inseridas em ambientes de grande competitividade e um modelo dinâmico precisa ser utilizado para analisar e explicar como elas aprimoram suas estratégias de CRM para ter sucesso. Como segunda contribuição foi identificado um conjunto de competências organizacionais que são necessárias para a gestão do relacionamento com o cliente.

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Peppard, Joseph W. "Improving IS performance in organisations : towards an IS capability". Thesis, Cranfield University, 2001. http://dspace.lib.cranfield.ac.uk/handle/1826/11050.

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Today, most organisations are fundamentally dependent on their information systems (IS) and would quickly cease to function should the technology that underpins their business activities ever come to a halt. Yet, despite this situation, research continues to highlight that in many organisations senior executives are dis-satisfied with the value they perceive they are deriving from investments in IS and are concerned with the inability of their organisation to capitalise on opportunities provided by technology. The research reported in this exposition addresses this problem of linking IS expenditure with organisational performance. In particular, this exposition demonstrates how the cumulative output of the included research papers has contributed towards improving IS performance and consequently the contribution of IS to the competitiveness of an organisation, illustrating that the research papers represent a substantial, continuous and coherent body of work. The cumulative output of these papers emphasise that improving IS performance is a complex and multi-dimensional proposition. It is an enterprise-wide concern and, crucially not an assignment that can be delegated to the IS function. Moreover, it is largely a people issue governed by the organisational legacy regarding IS experiences. The experiences of the organisations studied is that it not an easy undertaken, but can take many years to effect. The exposition concludes that all organisations must develop an effective IS capability if they are to leverage value through IS. While this exposition provides insights as to the nature and content of this capability, it notes that further development of this concept is required.

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Peppard, J. W. "Improving IS performance in organisations : towards an IS capability". Thesis, Cranfield University, 2001. http://dspace.lib.cranfield.ac.uk/handle/1826/11050.

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Today, most organisations are fundamentally dependent on their information systems (IS) and would quickly cease to function should the technology that underpins their business activities ever come to a halt. Yet, despite this situation, research continues to highlight that in many organisations senior executives are dis-satisfied with the value they perceive they are deriving from investments in IS and are concerned with the inability of their organisation to capitalise on opportunities provided by technology. The research reported in this exposition addresses this problem of linking IS expenditure with organisational performance. In particular, this exposition demonstrates how the cumulative output of the included research papers has contributed towards improving IS performance and consequently the contribution of IS to the competitiveness of an organisation, illustrating that the research papers represent a substantial, continuous and coherent body of work. The cumulative output of these papers emphasise that improving IS performance is a complex and multi-dimensional proposition. It is an enterprise-wide concern and, crucially not an assignment that can be delegated to the IS function. Moreover, it is largely a people issue governed by the organisational legacy regarding IS experiences. The experiences of the organisations studied is that it not an easy undertaken, but can take many years to effect. The exposition concludes that all organisations must develop an effective IS capability if they are to leverage value through IS. While this exposition provides insights as to the nature and content of this capability, it notes that further development of this concept is required.

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Stonehouse, George. "Knowledge based strategy : appraising knowledge creation capability in organisations". Thesis, Edinburgh Napier University, 2008. http://researchrepository.napier.ac.uk/Output/2446.

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This thesis sets out a journey which culminates in the development of an analytical framework, the "Organisational Creativity Appraisal" which is intended to assist organisations in evaluating their ability to support and develop creativity. This framework is derived from the common thread of the thesis, which is drawn from a range of research and consultancy projects, and the resulting published work, spanning an eight year period, centring on the role of knowledge and creativity in the strategy and performance of organisations. The literature of strategy, learning and creativity increasingly recognises that organisational context is critical to the formation of strategy, to the content of the strategy and to its successful implementation. The thesis explores the ways in which learning and creativity, the basis of knowledge-based strategy, are influenced by organisational context or social architecture. The research explores the ways in which managers can gain greater understanding of the social architectures of their organisations so as to assist in supporting their strategic development. The central core of the thesis is the nine published papers upon which it is based but it also derives from the broader perspective of my published work in the form of both articles and books. The thesis further draws upon my own experience as a leader and manager in the context of university business schools and as a consultant, researcher and developer in the context of a range of international private and public sector organisations. The work is based upon a premise that theory should inform practice and that practice should inform theory. The "Organisational Creativity Appraisal" framework is informed by both theory and practice and is intended to assist in management practice. There is no assumption that management research can arrive at prescriptions for managerial and organisational behaviour. On the other hand management research can usefully inform management and organisational behaviour, as long as it is employed in a critically reflective manner. The "Organisational Creativity Appraisal" presented in this work should be regarded as the framework in its present form which is likely to develop further as my research progresses in the future.

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Jahid, Jamshid, e Jakob Melander. "Innovation Capability in Project-based Organisations : Development and Validation of a Holistic Innovation Capability Assessment Framework (HICAF)". Thesis, Mittuniversitetet, Avdelningen för informations- och kommunikationssystem, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-27916.

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Innovation is one of the most important factors behind today´s global economic growth and prosperity. In the current economic climate, increasing global competition and rapidly changing environment, an organisations ability to innovate is regarded as a key factor for success. It is widely accepted that creating new processes, products and procedures are vital for productivity and growth in all sectors. The literature on innovation measurements areas and utilities is voluminous and diverse. Assessing and measuring the complex conditions that influence a firm’s innovation capability is a challenging task, due to the inconsistency, inaccessibility, and complexity of measures. An integrative and holistic innovation capability assessment framework should include all aspects of innovation. This study attempt to address this gap, the lack of a holistic innovation capability assessment framework (HICAF) in project-based firms, by (a) reviewing the literature on innovation, innovation assessment, and measurement areas (b) through a qualitative case study exploring the factors promoting innovation in project-based firms (c) integrating the findings into a holistic assessment framework (d) generating items, in form of a statement, to address the underlying construct of each identified factor (e) applying the proposed framework within an organisation and statistically validating the instrument to achieve item homogeneity. Internal consistency reliability estimates have been utilized to produce a final framework consisting of 57 statistically validated items and eight theoretically grounded categories with 19 corresponding factors promoting innovation, also called enablers, in technology-orientated project-based organisations. In addition to the identified literature findings, the case study resulted in two new enablers, time management, and quality, which are not necessarily specific for project-based organisations, rather specific for the observed organisation. The performed case study is insufficient for determining whether there are any specific enablers for project-based organisations. The advantages of HICAF lies in its simplicity due to practical applicability in a large scale and facilitates managers to diagnose the organisation and recognize true symptoms to then apply appropriate treatment and remedies. A frequent application of HICAF can also help to study the effect of specific treatment and remedies in relation to innovation capability.

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Rodrigo, Vitharanage. "Development of an e-business capability maturity model for construction organisations". Thesis, Northumbria University, 2016. http://nrl.northumbria.ac.uk/32277/.

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E-business is defined as the use of ICT and internet related technologies to create new ways of conducting business activities. It has been identified as an innovative approach for construction organisations to gain substantial benefits and to improve productivity and efficiency of processes. However, the uptake of ebusiness in the construction industry has been comparatively limited and ineffective. There is a need of a tool to evaluate and review construction ebusiness process execution and performance for further improvements. This research aims to develop a capability maturity model to systematically identify current status of e-business processes as a method of enhancing process efficiency in construction organisations. In order to achieve this aim, a multi-method qualitative research design was adopted. Initially an analysis of existing construction process maps were carried out to establish a conceptual construction process categorisation. Then two rounds of Delphi based expert forum interviews were conducted to verify the conceptual process categorisation. In the second stage of research design, an analysis of existing process maturity models were carried out to identify construction e-business process maturity characteristics. These characteristics were verified through an expert forum and further ratified using three case studies. In the third stage, Construction E-Business Capability Maturity (CeB-CMM) and its user interface were developed using verified construction process categorisation and ratified construction e-business process maturity characteristics. Finally, CeB-CMM was validated by applying it to four construction organisation using CeB-CMM user interface. This research contributed to the existing body of knowledge by developing CeB-CMM and its user interface. Furthermore, this research established a construction process categorisation and determined the construction e-business process maturity characteristics. It is anticipated that the developed tool can be used by construction organisations as a tool to systematically evaluate their current ebusiness process maturity and provide them a pathway to further improve those processes.

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Al, Hanaee Ebrahim Hamad Salem Sulaiman. "DF-C²M² : a comprehensive capability maturity model for digital forensics organisations". Thesis, Lancaster University, 2016. http://eprints.lancs.ac.uk/82480/.

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The field of digital forensics has grown from an obscure area of interest amongst computer enthusiasts to become an emerging forensic scientific discipline of great significance in criminal investigations and civil litigations across the globe. The majority of digital forensic laboratories today are faced with ever-increasing legal and regulatory demands to meet internationally accepted rules regarding the admissibility of digital evidence, as well as being faced with various pending regulatory mandates requiring international accreditation of digital forensic facilities. These two major requirements, coupled with ever-increasing case backlogs and limited resources, have left many digital forensic labs to confront what initially seems to be an ‘insurmountable challenge’ to manage their caseloads, implement new regulatory requirements, and still find ways to improve overall efficiency and effectiveness. Based on the Capability Maturity Model (CMM) paradigms, the Digital Forensics - Comprehensive Capability Maturity Model (DF-C²M²) was born out of the findings of this research and the scientific gap that exists in the current digital forensics standards, best practices, frameworks, and models. This model has been developed through consultations and interviews with digital forensics experts. The DF-C²M² enables the measurement of maturity along three key organisational dimensions: people, processes, and tools, while enabling such an assessment to be tailored to a particular type of organisation, e.g., law enforcement or non-law enforcement. The inclusion of capability maturity across multiple key domains is designed to provide a more comprehensive capability maturity assessment of an organisation – across its three inter-dependants ‘influencer’ domains, when compared with other capability maturity models that focus on only specific domains such as processes, or on a sub-element of a domain. The model has been tested and evaluated as a management support and Capability Maturity Assessment system within two labs. One of the labs is an ISO 17025 accredited digital forensic lab within a law enforcement agency, while the other one is a non-accredited lab within an academic institute. The model will also serve as a stepping stone towards a timelier, more effective, and more efficient means of developing and implementing digital forensic standards and best practices moving forward. In summary, the DF-C²M² was designed to address the cited challenges by creating a modular management decision support framework to enable labs to better manage and achieve their objectives through a system of assessments and planning tools all geared towards measuring compliance and Capability Maturity across multiple domains.

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Kidson, Renee Louise. "Army in the 21st Century and Restructuring the Army: A Retrospective Appraisal of Australian Military Change Management in the 1990s". Thesis, Canberra, ACT : The Australian National University, 2016. http://hdl.handle.net/1885/117069.

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Army in the 21st Century and Restructuring the Army: A Retrospective Appraisal of Australian Military Change Management in the 1990s Abstract: Army in the 21st Century (A21) and Restructuring the Army (RTA) were two related force structure initiatives undertaken by the Australian Army in the 1990s. A21 radically proposed to abolish traditional divisional/corps structures, fielding instead independent task forces with embedded combat arms. The RTA trials tested A21 concepts over several years; yet A21/RTA was abandoned in 1999. What happened, why, and what lessons does A21/RTA offer? This retrospective appraisal of A21/RTA is a case study of attempted transformational change in the Australian Army. The sub-thesis’ methodology features interviews with over thirty senior military, public service, academic and political leaders of this era; and applies organisational theory to interpret internal/external dynamics. A21/RTA faced formidable strategy, resourcing and cultural challenges. However A21/RTA failed to achieve critical elements of successful change management, including: a clear, shared, credible vision; achieving early successes; providing enablers (e.g. time and resources) and supporting efforts for change; senior leadership buy-in; and political sponsorship. A21/RTA failed in technical feasibility and cultural sensitivity terms. However, A21/RTA successfully developed an evidence-based approach, an enduring legacy supporting Army’s capability resourcing in Defence’s contested budget environment. Lessons for future restructures focus leadership attention to elements critical for successful organisational change, emphasising culture.

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Bredin, Karin. "Human Resource Management in Project-Based Organisations : Challenges, Changes, and Capabilities". Doctoral thesis, Linköping : Department of Management and Engineering, Linköping University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-11533.

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Eberl, Martina. "Die Dynamisierung organisationaler Kompetenzen eine kritische Rekonstruktion und Analyse der Dynamic-capability-Debatte". Hamburg Kovač, 2008. http://d-nb.info/991373227/04.

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Eberl, Martina. "Die Dynamisierung organisationaler Kompetenzen : eine kritische Rekonstruktion und Analyse der Dynamic Capability-Debatte /". Hamburg : Kovac, 2009. http://swbplus.bsz-bw.de/bsz294337024cov.htm.

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Lombard, Christoffel Nicolaas. "Operationalising the Capability Approach for Non-Government Organisations : Evidence from the SEEDS Consortium". University of the Western Cape, 2015. http://hdl.handle.net/11394/5267.

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Philosophiae Doctor - PhD
The idea that the development of people's capabilities lies at the heart of all community and social development has gained support internationally over the past decades. This reflects a significant shift in community and society development thinking, addressing the broad spectrum of social upliftment, human rights and poverty alleviation needs that gained ground during the different historic economic phases of the past two centuries. Historically development thinking progressed from a centralised, structured and systemic approach as, for example, espoused by Adam Smith and Karl Marx, to Maynard Keynes’s more people-centred approach, and more specifically the Capability Approach advanced by Amartya Sen and Martha Nussbaum. In the world of liberal democratic capitalism, the mainstream view of development holds that civil society is a key role player in both deepening democracy and enhancing forms of development through various programmes and practices. In turn, the professionalised Non-Governmental Organisations sector, as opposed to more localised community-based organisations or social movements, tends to receive most donor funding to deliver high impact interventions. In sum, the development of society’s capabilities relies significantly on NGOs to deliver capability enhancing services to the needy in society. A key consideration in development debates has been how to efficiently operationalise the development of capability enhancing activities based in the context of the Capability Approach, the focus of my study. This study recognises that NGOs are major delivery agents of development work, both in South Africa and internationally. Their operations focus on delivering quality impact on their beneficiary communities, and on raising funds to sustain their operations. The current methods to assess the impact of NGO operations, both by NGOs and their donors, primarily address past performance of the organisation in delivering external programmes as measured against the objectives stated in NGO concept and roll-out proposal documents. These assessments are customised for every NGO, making it impossible to standardise assessments for comparative and rating purposes and focus on external delivery. When problems are uncovered, this approach results in proposing corrective recommendations during or after completion of a funding round. This study argues that a gap exists in techniques to assess NGO internal performance to improve external delivery before and during NGO operations. Furthermore, it will contribute to assessing the merits of NGOs' internal capacity to deliver on the promises made in funding proposals - before and during NGO operations. In practice the assessment of an NGO for funding purposes currently consists of consideration of a project proposal in the form of a concept and roll-out document of what the organisation intends to achieve, accompanied by historic record data. The assessment of project roll-out focuses on the outputs claimed in the proposal document without paying too much attention to the NGOs internal organisational culture and capacity which is the key to successful external service delivery. In addressing this two part gap of incomplete assessment techniques and overlooked key internal indicators, the study demonstrates, via a series of ten case-studies, that a direct causal relationship exists between the internal organisational capabilities of an NGO, including the motivation, skills and culture of its staff, and its delivery on its external programmes. In essence, an organisation’s internal capabilities will impact directly on the organisation’s ability to deliver externally on its programmes. In spite of this, no standardised organisational capability assessment is used by NGOs or grantmakers, and to date no set of instruments exists to measure the internal capabilities of NGOs. The study sets out to address this gap by offering a methodology for the systemic assessment of internal NGO capabilities, and includes its operationalisation in a toolkit of instruments to measure these capabilities. The instruments presented enable the quantifying of qualitative staff motivational data to develop comparable baseline results between NGOs assessed, thereby presenting qualitative data in a quantitative form that enables a comparison between NGOs’ performances. This capacity addresses a significant shortcoming in the assessment of NGO performance based on purely qualitative assessment that is the current norm, not enabling a measurement against a standardised baseline for NGO performance. In contrast the validity and reliability of the proposed instruments are demonstrated through its application to ten real-world case studies drawn from the SEEDS Consortium. The system proposed in this study is based on Nel and Beudeker's commercial change management and organisational performance improvement model. Nel developed his system over a period of some twenty years whilst working for the then Arthur Andersen Consulting and subsequently as a private change management consultant focusing on the development of high performance organisations, and it has been administered in more than 3000 companies. This model uses key performance indicators, using quantitative methods to develop a standardised internal capability profile for a business based on qualitative data. This study expands on and makes innovative changes in developing new NGO specific metrics to substantially refine Nel's model and thus provides an instrument for measuring the capability profile of NGOs. The modifications were necessitated as Nel's model was designed for commercial change management applications presupposing that all governance considerations are in place and that the business is a running medium or large concern. Nel's proven commercial change management system does not make provision for NGO specific criteria that are critical indicators for both internal NGO performance assessment and for grant-maker capability assessments. The areas added to the instrument relate to internal NGO specific considerations such as internal governance, management, monitoring and evaluation processes that are standard and legislated compliance issues in commercial concerns. This goes beyond the requirements for a substantial commercial concern to include key internal organisation indicators that reflect the opinion of the staff, the people who deliver on the NGO's objectives. As staff are the people who directly impact on the NGO's output, the system does not only rely on the opinion of the CEO of the NGO or the fundraising staff, i.e. the "promise-makers", alone. In order to assess the value of the proposed method, and more specifically the internal capability toolkit, the measuring instruments were administered to the CEOs and staff of ten NGOs/NGO equivalent projects at universities. The responses were quantified and confirmed that in at least ten of these cases, there is a 95% correlation between internal organisational capability and external performance output, both positive and negative. The results also enabled the creation of a baseline internal capability profile for NGOs. Ten international grant-makers from OECD embassies were also interviewed on current methods of assessing funding applications, indicating a 62% confidence level in current systems and an 84% confidence level in the proposed internal organisational capability assessment method. This serves as an indicator of external delivery on promises and to guide internal change interventions to optimise output. This approach reflects the potential value of a shift in assessment thinking beyond a systems approach towards a people-centred approach that focusses on the measurement and development of the organisation and its staff's internal capabilities to meet and exceed its external delivery objectives. My research confirms that a focus on NGO internal organisational capabilities directly reflects the capability levels of staff to deliver externally. The output is a new, standardised, replicable and defendable methodology and toolkit of instruments for assessing an NGO’s current and future operational performance. The toolkit should also provide for the objective comparison of the performance of NGOs and thus be of great use for future grant-maker decision-making. It will also complement existing assessment techniques by focusing on the internal people motivation and capability issues of an NGO. Furthermore, the study provides a method to support organisational self-improvement efforts and grant-making efficiency that can be used in pre-project and during project capability assessment. This goes beyond the more prevalent post-project systemic and summative evaluation methods. In conclusion, the proposed method and toolkit can make a significant contribution to the efficiency of NGOs as the key role-players in enabling the delivery of capability development of communities and societies. All the elements described collectively point to a practical way to operationalise the Capability Approach, an aspect criticised as a weakness in Amartya Sen's work.

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Grant, Gerald G. "The strategic dimensions of information systems capability : case studies in a developing country context". Thesis, London School of Economics and Political Science (University of London), 1996. http://etheses.lse.ac.uk/2854/.

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This research addresses the issue of how organisations can build capabilities to acquire, deploy, exploit and sustain computer-based information systems. With the application of information technology dramatically altering the strategies, structure, and processes of organisations, capabilities in acquiring and deploying computer-based information systems are considered critical to organisational success. It is often presumed that firms have similar capabilities to derive maximum value from deploying computer- based information systems. However, they have been shown to exhibit disparate capacities to successfully implement and exploit such systems. The concept information systems capability is introduced and refers to an organisation's capacity to effectively orchestrate the processes of acquiring, deploying, exploiting and sustaining computer-based information systems to support its strategic and functional objectives. Emphasising evolutionary and resource-based perspectives of the firm the research stresses the firm-specific, cumulative, and path-dependent nature of organisational IS capability. Three strategic dimensions of IS capability are identified. These are routines, resources, and contexts. Routines refer to the IS-related processes and practices of the organisation. Resources are its endowments. Contexts reflect the environmental factors influencing IS investment opportunities and decisions. Capabilities develop through a prescient understanding of the contexts, the strategic acquisition and deployment of IS resources and the establishment and enaction of effective organisational routines. Researchers are concerned about the persistence of ineffective information technology transfer and diffusion in developing countries. This research seeks to explicate the concept of information systems capability by drawing on examples from a developing country context. Through case studies and surveys done in Zimbabwe it explores organisational efforts to develop IS capability. The findings of the case studies confirm the significant impact of macro-contextual and organisational factors on capability building. A framework for IS capability building is proposed.

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Kramer, Ansgar. "Organisationale Fähigkeiten des öffentlichen Sektors : zur Übertragbarkeit der Capability Based View auf die Öffentliche Verwaltung". Bachelor's thesis, Universität Potsdam, 2012. http://opus.kobv.de/ubp/volltexte/2012/5729/.

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Die Arbeit geht der Frage nach inwiefern die Capability Based View (CBV) einen Erklärungsbeitrag für die Verwaltungsforschung leisten kann. Dazu unterzieht sie die CBV einer kritischen Betrachtung und benennt die wichtigsten Merkmale dieses – nach wie vor unscharfen – Konzepts mit Bezug zum öffentlichen Sektor. Sie zeigt Parallelen von Ansätzen und Ergebnissen der Verwaltungsforschung zur CBV auf und stellt ihre generelle Verwendbarkeit in diesem Kontext fest. Ebenso diagnostiziert sie jedoch signifikanten Verbesserungsbedarf hinsichtlich der Klarheit des Konzepts. Eine Fokussierung auf den öffentlichen Sektor verspricht eher eine Konsolidierung und Weiterentwicklung der CBV als deren Erforschung im Privatsektor, da das multidimensionale und mehrstufige Verständnis von Performance im öffentlichen Sektor deutlich besser zur Wirkungslogik der CBV passt. Die Arbeit schließt mit einer Forschungsagenda, welche die wichtigsten Fragen zur Weiterentwicklung aufzeigt, und dem Appell für mehr qualitative empirische Forschung in diesem neuen Feld des Public Managements.
The paper explores the explanatory potential of the Capability Based View (CBV) for research on public administrations. It does so by re-examining the – up till now – rather vague concept and sharpening it with a focus on the public sector. Parallels are drawn between the central propositions of the CBV and findings in public administration research. The focus lies on the link between capabilities and performance. Here, special attention is paid to the nexus between capabilities and performance, which originally fueled the interest in the CBV. It is concluded that the CBV is generally a fruitful approach for public administration research, yet with significant shortcomings in respect to its consolidation and clarity. The explanatory power of the CBV could actually be enhanced by applying it to the public sector: the multidimensional and -level understanding of performance in public sector organizations seems to match the propositions of the CBV far better than the one commonly used to evaluate performance in the private sector. The paper concludes with a research agenda summarizing the most important questions and a call for more qualitative empirical research in this emerging field within public management.

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Eadie, Robert W. J. "E-Procurement capability maturity model for analysing the E-readiness of UK construction organisations". Thesis, University of Ulster, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.515887.

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Ringård, Fredrik, e Carl Segerlund. "Leading Innovators in Large Organisations : Enablers and Barriers for Intrapreneurship". Thesis, KTH, Maskinkonstruktion (Inst.), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-157341.

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Innovation is considered by many to be a driver of organisational performance and growth. A key factor to consider for competitive edge is the utilization of the companies’ innovative capabilities. The bureaucracy often involved with large companies could limit the utilization of the inherent innovative ability and new business development. The commissioner for this study, a large Swedish multinational technology company, has in a previous study raised the importance of innovators to be properly recognised and rewarded. Moreover, they have identified a need to better identify, track and train their innovators in order to utilise their full potential. With this in mind, the research question, "How can the company’s innovative capabilities be further utilised?" was formulated. The research question was further complemented with sub-questions narrowing the field of study and allowed for a more systematic approach. Three methods were used in this study, interviews, a questionnaire and a workshop. The interviews were conducted in order to capture the company specific context and factors influencing the company’s innovators to verify and complement the literature study. Secondly, the questionnaire was done to add an additional perspective on the topic including quantitative data verifying the extent of the found factors and exploring their importance throughout the organisation. Finally, the aim of the workshop was to let innovators in the company form specific actions targeting the most pressing issues discovered from the questionnaire. The findings suggest recommendations regarding what obstacles that are most important to address, how to motivate innovation efforts, identify innovators and how to enhance the utilisation of the company’s innovative capabilities. The proposed actions from the workshop, concluding the preceding data collections were to implement a strategy facilitating innovation execution, create an incubation team supporting innovators in realising innovations, and to foster an experimental culture. Keywords: Intrapreneurship, Innovation Enabler, Innovation Barrier, Innovator Motivation, Innovative Capability
Innovation anses av många vara en drivkraft som ofta medför konkurrensfördelar och starkt bidrar till organisationers positiva resultat och tillväxt. En nyckelfaktor är att nyttja företagets innovativa förmåga. Dock kan byråkratin och trögheten ofta förknippad med stora företag begränsa nyttjandet av innovationsförmågan och utvecklingen av nya marknader. Uppdragsgivaren, ett stort svenskt multinationellt teknikföretag, har lyft vikten i att företagets innovatörer stöttas, erkänns och belönas på ett korrekt sätt. De har även ett behov av att bättre identifiera, spåra och utbilda innovatörer för att nyttja deras fulla potential. Utifrån detta formulerades forskningsfrågan, "Hur kan företaget öka nyttjandet av sin innovativa förmåga?", som kompletterats med underfrågor för en mer systematisk och djupgående lösning. I studien användes tre metoder, intervjuer, en enkät och en workshop. Intervjuerna genomfördes för att fånga kontexten och samla in vilka specifika faktorer som påverkar innovatörer på det studerade företaget, som en verifiering och komplement till litteraturstudien. Enkäten undersökte generaliserbarheten i de tidigare funna faktorerna samt verifiera deras existens och betydelse i hela företaget, genom det kvantitativa resultatet. Workshopen syftade slutligen till att låta ett antal av företagets innovatörer forma åtgärdsplaner, specifikt anpassade för företaget utifrån de tydligast framträdande hindren för innovation funna från enkäten. Studien har resulterat i rekommendationer gällande vilka hinder för innovation som är viktigast att adressera, hur man motiverar och identifierar innovatörer samt hur företaget kan öka nyttjandet av sin innovativa förmåga. Workshopen, vilken binder samman resultatet från de tidigare datainsamlingarna, resulterade i tre åtgärdsplaner. Första åtgärden var att införa en strategi för realisering av innovationer. Andra åtgärden rekommenderade skapandet av en grupp som hanterar inkubationen av innovationer och hjälper idégivare att driva dessa mot realisering. Slutligen föreslogs att implementerandet av en experimentell kultur skulle gynna innovationsklimatet. Nyckelord: Intraprenörskap, Innovationsförutsättning, Innovationshinder, Innovatörsmotivation, Innovationsförmåga

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Nätti, S. (Satu). "Customer-related knowledge utilisation in the collaborative relationships of professional service organisation". Doctoral thesis, University of Oulu, 2005. http://urn.fi/urn:isbn:9514279123.

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Abstract The purpose of this study is to describe customer-related knowledge utilisation in the collaborative relationships of professional service organisations. Within this specific context, knowledge transfer capabilities are emphasised as an important prerequisite in the utilisation process. Effective organisation-level knowledge utilisation is crucial in collaborative relationships of professional service organisations. In order to formulate a coherent service offering across different areas of expertise, for instance, it is beneficial to transfer customer knowledge between professionals, business units and functions. Knowledge utilisation across different expertise areas may also be an important prerequisite for an organisation's innovativeness and proactiveness in customer cooperation. Customer-related knowledge utilisation and related knowledge transfer processes are in this study approached from a relationship management perspective, and literature from organisation research, resource-based view and knowledge management is used as a theoretical basis. Empirically this study is based on a descriptive case study of two professional service firms in the field of business-to-business education and consultancy services. In the first case, an in-depth analysis of an organisation developing a collaborative relationship in the outsourcing situation is described. In the second case, additional views are given on organisational practices potentially facilitating customer-related knowledge transfer. Empirical results show that internal fragmentation in the professional service organisation seems to be, to a large extent, inherent in this type of organisation, and may cause many problems in customer-related knowledge transfer and thus in effective utilisation of that knowledge. These knowledge transfer inhibitors rise from an organisation's characteristics; its dominant logic, culture, structure and systems. These organisational characteristics are bound to the characteristics of knowledge itself: its tacitness, non-observability and complexity, and can have an inhibiting influence on knowledge transfer. However, in spite of the inherent forces causing internal fragmentation and inhibiting knowledge transfer, moderating practices of a well-planned relationship coordination system, customer knowledge and expertise codification, and cooperative working practices among the experts seem to help to maintain customer knowledge transfer and utilisation, and thus also continuity and value creation in the long-term relationships. This value creation can be seen to be based on accessing and integrating a wide variety of knowledge resources in order to create innovative, flexible and multifaceted service offerings. Value creation can also be based on organisational ability for generative learning in order to change prevailing organisational assumptions and to develop the operations model needed in collaborative relationship.

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Manyuchi, Raymond Freddy. "The role of civil society organisations/non-governmental organisations (CSOs/NGOs) in building human capability : the case of Africa Community Publishing Development Trust (Zimbabwe)". Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20086.

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Thesis (MPhil)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: The study represents an analysis of the role of civil society organisations/non‐governmental organisations (CSOs/NGOs) in building human capabilities through knowledge construction. It assesses the effectiveness of community publishing in building human capabilities under challenges they face in the environment they are operating in. The complex environment CSOs/NGOs are operating in is dealt with. It will be demonstrated that CSOs/NGOs give marginalised communities, especially women, children and the disabled, a platform where they can organise themselves and give them an opportunity to influence policy and development of their community. Community development has many interpretations. This study focuses on communities as central agents responsible for their own development. When communities participate in their own development, they are engaging in an educational process which is both formal and informal in nature. The education process helps them to understand their situations better. This type of education called ‘popular education’, is based on the belief that people involved in the process have important knowledge that they have acquired from their experiences in life and the education they receive mainly consists of dialogue between different knowledge sets that they possess. In the process, when people participate actively in the development of their communities, a sense of ownership is developed. For the purpose of designing the study, observation of the direct involvement of staff from local government, Africa Community Publishing Development Trust and partner organisations as well as working with communities from Shamva, Umzingwane and Buhera provided the basis. It is noted that party politics affects the development of a CSO/NGO sector that is capable of building human capabilities. It is, therefore, clear that government should create an enabling environment that is free from violence and rule of law should be respected as this helps CSOs/ NGOs to implement capability building programmes conducive for all communities to participate in the development of their areas.
AFRIKAANSE OPSOMMING: Die studie ontleed die rol van burgerlike organisasies/nie‐regeringsorganisasies (BOs/NRO's) in die bou van menslike vermoëns deur middel van kennis konstruksie. Die studie beoordeel die effektiwiteit van die gemeenskap uitgewery in die bou van die menslike vermoëns en die uitdagings wat hulle in die gesig staar in die omgewing waar hulle hul bevind. Die komplekse omgewing waarin BOs / NRO’s hul bevind word inmiddels behandel. BOs/NRO's gee gemarginaliseerde gemeenskappe veral vroue, kinders en gestremdes 'n platform waar hulle hul self kan organiseer en gee hulle ' n geleentheid om beleid te beïnvloed en hul gemeenskap te ontwikkel. Ontwikkeling van die gemeenskap het baie interpretasies. Die studie fokus op die gemeenskappe as sentrale agente wat verantwoordelik is vir hul eie ontwikkeling. Wanneer gemeenskappe betrokke is in hul eie ontwikkelings proses, neem hulled deel aan ’ n opvoedkundige proses wat van nature beide formeel en informeel is. Die opvoedkundige proses help hulle om hul situasies beter te verstaan. Hierdie tipe van Onderwys genaamd "gewilde onderwys", is gebaseer op die oortuiging dat mense wat betrokke is in ‘n proses belangrike kennis besit as gevolg van persoonlike lewenservaringe, die opvoeding wat hulle ontvang bestaan hoofsaaklik uit dialoog tussen die verskillende kennis stel dat hulle besit. Wanneer mense aktief deelneem in die ontwikkeling van hul gemeenskappe, word 'n gevoel van eienaarskap ontwikkel. In terme van die ontwikkeling van die studie het die direkte betrokkenheid van die personeel van plaaslike regering, ACPDT en vennoot organisasies asook die werk met die gemeenskappe van Shamva, Umzingwane en Buhera die basis gevorm van die studie. Politieke partye beinvloed die ontwikkeling van die BO/NRO‐sektor en dit stel hulle in staat om menslike vermoëns op te bou. Die regering moet 'n instaatstellende omgewing skep wat vry is van geweld en waar die oppergesag van die reg gerespekteer word. Dit sal BO’s/NRO's help om vermoëns bouende programme te implementeer wat gemeenskappe die geleentheid sal gee om deel te hê aan die ontwikkeling van hul gemeenskap.

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47

Tatu, Ofélia. "Processus de reconnaissance : de la prévention d'un risque psychosocial à la construction de la santé au travail". Thesis, Artois, 2015. http://www.theses.fr/2015ARTO0101.

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La présente recherche étudie le rôle de la reconnaissance comme ressource et levier pour la construction de la santé et le développement des capacités des employés. Elle analyse également la place des ressources individuelles, collectives et organisationnelles dans le cadre des démarches de prévention des risques psychosociaux au travail et la contribution de la reconnaissance dans le processus de construction de la santé au travail. Dans le cadre de cette thèse nous avons analysé 16 démarches de prévention des risques psychosociaux, ainsi que des documents significatifs par rapport à notre problématique. Nous avons également réalisé 147 entretiens individuels et trois entretiens collectifs. Les résultats ont mis en évidence le fait que la reconnaissance joue un rôle important pour la santé et que les pratiques de reconnaissance doivent se matérialiser en lien avec quatre sources : l’institution, le collectif, l’activité de travail et l’autrui significatif. De plus, nos résultats ont mis en évidence une tridimensionnalité du concept de reconnaissance. Ainsi, cette thèse apporte une contribution théorique et pratique sur le thème de la reconnaissance au travail. Elle permet de préciser le cadre conceptuel et méthodologique à mobiliser pour analyser la reconnaissance et mettre en place de pratiques qui favorisent la santé
This research studies the role of recognition as a resource for health enhancement and for employees’ capability development. Furthermore, it analyses the role of individual, collective and organizational resources in preventing psychosocial risks in the workplace. This research discusses also the contribution of recognition in the process of occupational health enhancement. In the first study we analysed 16 programs of psychosocial risks prevention as well as important documents for this issue. For the second and the third study we interviewed 147 persons individually, and we conducted three focus group interviews. The results have shown that recognition plays an important role for health and that recognition practices must come from four sources: the organization, the work team, the work activity and the “significant others”. Our results have also shown that the concept of recognition has three main dimensions. Therefore, this research makes a theoretical and practical contribution to the issue of recognition in the workplace. It helps clarifying the conceptual and methodological framework needed to analyse recognition and implement actions that protect, enhance and promote employees’ health

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48

Lai, Robert. "Systems of innovation : case study on Traditional Chinese Medicine (TCM) organisations' knowledge & capability developments through collaborations". Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/systems-of-innovation-case-study-on-traditional-chinese-medicine-tcm-organisations-knowledge--capability-developments-through-collaborations(4ff71e38-6b08-4402-809d-e50d36f34ad9).html.

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Chinese medicine is one of China's key national assets, an indigenous medical knowledge and practices that serves Chinese for thousands of years. As very little research has been focused on Traditional Chinese Medicine (TCM) from systems of innovation perspective, the topic of study was chosen. This qualitative case study research introduces, defines and explores how TCM organisations collaborate to innovate from an evolutionary, interactive system perspective. In particular, the focus is on the development of knowledge and capabilities related to TCM drug research and production. Thirty one TCM organisation cases were analysed and presented in this study, interpreting their behaviour in terms of ideas drawn mainly from the literatures on systems of innovation, collaboration between organisations and resource (knowledge) based theory of the firm. Actors such as government play various roles in facilitating organisational and sectoral innovation processes. 'Various policy instruments', in particular research funding and institutions (e.g., standards and regulations) were used to enhance innovation and production. Various forms of collaborative networks were found among key actors: enterprises, universities, research organisations and end users. They contribute to the active innovation processes of 'Identification, Selection, Integration and Creation' of tangible and intangible outcomes and changes. Based on the research, new insights were derived as to how indigenous resources (defined as original and/or traditional knowledge and capabilities) may lead to indigenous innovation. This thesis contributes to the academic understanding of systems of innovation operating in the context of indigenous product and related process developments with reference to various actors interplaying in complex networks (systems) of collaborations. New understandings made on the processes of indigenous innovation (using TCM as a case) through investigating the actors' roles, inter-relations and their restless attempts to identify opportunities and problems, select and integrate different indigenous, scientific, technological and managerial knowledge, capabilities, resources and institutions, to create value that may 'fit' in evolutionary terms, the demand of the key actors in the sector.

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49

Dorn, Michael. "Order fulfillment process in the Swedish Armed Forces : Case study: Aquiring medical capabillity Role 2 for the Nordic Battle Group". Thesis, Jönköping University, JIBS, Business Administration, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-1231.

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Svenska Försvarsmakten genomgår nu en förändring från att tidigare ha haft ett fokus på att försvara hemlandet till att utvecklas emot en expeditionskår. Utvecklingen har drivits på av ett ökat internationellt engagemang och förändringen från ett nationellt till internationellt fokus har lett till att nya krav ställts på Försvarets försörjningskedja och inte minst anskaffnings processen att bli effektivare. Ledare som arbetar med beställning och anskaffning har en avgörande påverkan på ledtider, men ofta är det inte klart på vil-ket sätt och var i processen ledare skall fokusera kraft och resurser för att förbättra hela försörjningskedjan och anskaffningsprocessen.

För att öka förståelsen av fenomenet och sprida kunskap om ämnet, så har syftet med uppsatsen varit att analysera faktorer i anskaffningsprocessen för Role 2 medicinsk för-måga, för att leva upp till de nya kraven som ställs för att utveckla militära förmågor så-som Nordic Battle Group i en nära framtid. Detta har gjorts med stöd av teorier hämta-de från kommersiell logistik (Supply Chain Management). Metoden har varit induktive samt bygger på en fall studie av anskaffningen av den medicinska förmågan som gått under beteckningen Role 2.

Resultatet av analysen visar att det finns likheter mellan de empiriska och teoretiska ele-menten. Många av aktörerna i processen är medvetna om vad som behöver göras för att förbättra anskaffningsprocessen; emellertid finns det en del upptäckter som är värda att lyftas fram. Resultatet indikerar att mätsystem inte används som ett sätt att leda och sty-ra processer enligt respondenterna. Genom att använda olika typer av mätsystem i an-skaffningsprocessen kan försvarsmakten bättre definiera tidsåtgången för anskaffningen och på så vis indirekt förbättra anskaffningsprocessen.

Den viktigaste slutsatsen från analysen är att kompetens verkar vara den avgörande fak-torn för att öka effektiviteten i anskaffningsprocessen för att leva upp till kraven på hur nya militära förmågor såsom Nordic Battle Group skall tas fram. Det förefaller nästan som denna faktor har glömts bort eller negligerats av Försvarsmakten. För utveckla och förbättra anskaffningsprocessen rekommenderas därför att Försvarsmakten intar en se-riösare approach när det gäller specialistutbildning och utbildningsprogram inom led-ning och genomförande av logistik fram över.

Today the Swedish Armed Forces (SAF) is in a process of transformation, with the focus changing from homeland defence to more expeditionary operations. This change is being driven by a trend towards increasing international commitments. The shift from a national to an international focus has created a new set of demands on SAF which place pressure for greater efficiency on the supply chain, not least the order fulfilment process (OFP). Today material managers can have a significant impact on lead-time reduction, but often it is not clear on which aspects of the process managers should focus their efforts and capital to bring about improvements in the supply chain and the order fulfilment process.

To increase understanding of this phenomenon and spread knowledge about the subject, the purpose of this thesis has been to analyze factors in the order fulfilment process for Role 2 medical equipment, in order to meet the new demands for developing military capabilities, such as NBG, in the near future. This has been completed with the support of theory on commercial supply chain management and an inductive approach has been taken.

The results of the analysis show that there are similarities between the empirical and theoretical elements. Several actors in the process are well aware of what needs to be done to improve the OFP; hence, there are some implications worthy of emphasis. However, the results also indicate that the use of measurements is not considered as a key principle for the management of processes by the respondents. Nevertheless, by using measurements in the OFP, SAF could better define the actual order cycle time and indirectly improve the OFP.

The main conclusion from the analysis is that competence seems to be the essential factor in increasing efficiency in the OFP to meet the demand for the development of new military capabilities, such as the NBG. It almost appears that this factor has been forgotten or is being neglected by SAF. Therefore, in order to progress, and improve the OFP, it is strongly recommended that SAF takes a much more serious approach to specialized education and training programs in logistics management in the future.

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50

Saedén, André. "Är armén tillräckligt lärande? : En lärande organisation ur ett Afghanistanperspektiv". Thesis, Försvarshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-7573.

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The purpose of the essay has been to analyze if the Swedish Army ground forces, can be looked upon as a learning organization as the doctrines declare. This in the perspective that a working, collective Lessons Learned-process does not exist in the Swedish Army with the possible long term effects of diminishing its war-fighting capabilities. The method is a qualitative text analysis of the recently published report from the Swedish Army Land Warfare Center. The report focuses on tactical experiences from the Swedish ground forces perspective through the years 2009-2012, in the over a decade long Afghanistan-operation. The result indicates that the specified organization, the Army and its ground forces, can be seen as a learning organization but with great flaws. The flaws can be seen in all chosen theoretical disciplines, but are the most palpable in the most important one - the system thinking - which is essential for long term learning. But the analysis also gives some good news. The discipline that embraces the most indications of learning is the personal mastery. The inner strength, will and skill sets of the personnel are striking. The analysis points out that a deep learning exists, specifically on individual and lower levels, but is hindered by the system. Hence, the organization is filled with tacit knowledge. The conclusion is that the war-fighting capabilities might actually have been strengthened, but mainly on individual and low level but not as the organization should have. It lacks a working system for it.

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Tesi sul tema "Organisational capability"

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