scholarly journals The future of leadership—How is leadership in small and medium-sized enterprises going to change?

2021 ◽  
Author(s):  
Sonja K. Ötting ◽  
Lisa Masjutin ◽  
Günter W. Maier
Keyword(s):  
Human Resources ◽  
Critical Behavior ◽  
Organizational Structures ◽  
Change Leadership ◽  
Structured Interviews ◽  
Managing Change ◽  
New Ideas ◽  
Clear Shift ◽  
And Behavior ◽  
Further Development

AbstractThis paper in the Journal Gruppe. Interaktion. Organisation. (GIO) addresses changes in leadership through digitalization and their consequences for leaders. For years, digitalization has been heralding changes such as increasing leadership at a distance or use of digital communication media. Small and medium-sized enterprises (SMEs) now face the task of coping with these changes and have to contend with major uncertainties: What are major determining trends for leaders in SMEs? Which changes will shape leadership and how will they change leadership tasks and success-critical behavior? In semi-structured interviews with seven experts from SMEs we have explored these questions. Trends expected by the experts describe changes in the organizational structures and in work within the company. Structurally, companies will become more agile and diverse, hierarchies will play a less strong role and companies will cooperate more closely with each other. Work will become more location-independent, more influenced by Big Data and many tasks will be made easier or taken over by technology. In relation to established models of leadership tasks and behavior, the experts see a clear shift in tasks in favor of managing human resources, including the development of employees through coaching and the transfer of responsibility. In addition to previous tasks, the experts see managing change as a new task area. This area consists of accompanying change, acting flexibly and agilely, communicating openly and transparently and allowing failure. With regard to changes in success-critical behavior, leaders have to show more strategy orientation, communicate clearly and be open to new ideas and further development.

Managing Work force Diversity: Key Successful factors

2021 ◽  
Vol 1 ◽  
pp. 76-86
Author(s):  
Basu Dev Lamichhane
Keyword(s):  
Organizational Change ◽  
Problem Solving ◽  
Human Resources ◽  
Work Force ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Effective Management ◽  
New Thinking ◽  
New Ideas ◽  
Diversity Effects

Human capital is an important asset for any organization. Physical and capital resource can be mobilized properly through human resources. Physical and capital resources by themselves cannot improve efficiency or contribute to increased rate of return on investment. The efficiency of capital and physical resource can be achieved through combined efforts of human resources. This paper is descriptive design. The study tackled areas of workforce diversity effects on diversity of performance of employees and how workforce diversity can be managed to the positive outcomes of an organization. Workforce diversity is combination of different caste, gender, age, attitude, religion, ability, skills, region, perception, race, sex, experience and cultural differences. It is the differences and similarities between the employees of any organization. It is the process of bringing verity of people in the same workplace. Effective management of diversity recognizes that people from different backgrounds, culture and experience can bring new ideas to the workplace. Workforce diversity leads an organization in to creativity, innovation, able to retain talent workforce, energize people and boosts them and reduced grievances. Workforce diversity promotes creativity, innovative problem solving, productivity and increase cultural diversity, increase in enterepreneural behavior and values within employees. Diversity management emphasizes on building specific skills, creating policies and drafting practices that get the best from every workers. So, diversified workforce provides various advantages to organization (i.e. creativity, change adoption, problem solving, new thinking and thought, flexible adoption to organizational change and beliefs). The study reveals that there is a positive correlation between good workforce diversity and organizational change.

Human resources competencies: a key scale to assess HRCs, including items in knowledge business, functional expertise and managing change

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Three Dimensions ◽  
Future Research ◽  
Content Type ◽  
Managing Change ◽  
Industrial Town ◽  
Appropriate Scale ◽  
Hr Competencies

Purpose The purpose was to produce a standardized tool in the form of a questionnaire to measure HR competencies Design/methodology/approach The authors collected data from 234 managers and experts in human resources of selected firms existing in the Yazd Industrial Town. A questionnaire was developed to assess HRCs. Findings The paper produced a key scale for assessing HRCs in three dimensions: knowledge business, functional expertise and managing change. Two items of the original 33 were dropped as they were found to be unreliable Originality/value The authors believed the developed questionnaire can be used as an appropriate scale for measuring HRCs in future research and also in organizations in Iran.

The analysis of the network structures in high tech industrial enterprises

2021 ◽  
Author(s):  
E.N. Gorlacheva ◽  
E.M. Ivannikova ◽  
A.P. Vasilenko
Keyword(s):  
Organizational Structures ◽  
High Tech ◽  
Network Structures ◽  
Optimal Ratio ◽  
Productive Work ◽  
Industrial Enterprises ◽  
Different Types ◽  
New Ideas ◽  
The Impact ◽  
Share Information

The relevance of information and the speed of its processing are of significant importance for high-tech industrial enterprises. To solve this problem, R&D departments are created within enterprises, but often all efforts are broken down by inefficient organizational structures. Purpose of the research– identify patterns that will ensure the most productive work with innovations. For the dissemination of new ideas in the enterprise, the role distribution of employees is more important. The impact of the ability to freely share information does not affect the results as much as the change in the ratio of different types of employees. The determined share of conservative employees (30-40% of the total number) allows us to determine the optimal ratio of employees who test innovative ideas for adequacy, in order to maximize the number of successfully accepted ideas by the team.

scholarly journals The most problematic symptoms of prion disease – an analysis of carer experiences

2018 ◽  
Vol 31 (08) ◽  
pp. 1181-1190
Author(s):  
Liz Ford ◽  
Peter Rudge ◽  
Kathy Robinson ◽  
John Collinge ◽  
Michele Gorham ◽  
...  
Keyword(s):  
Outcome Measures ◽  
Prion Disease ◽  
Prion Diseases ◽  
Formal Analysis ◽  
Structured Interview ◽  
Disease Stage ◽  
Structured Interviews ◽  
Wide Range ◽  
The Uk ◽  
And Behavior

ABSTRACTObjectives:Prion diseases are rare dementias that most commonly occur sporadically, but can be inherited or acquired, and for which there is no cure. We sought to understand which prion disease symptoms are most problematic for carers, to inform the development of outcome measures.Design:Self-completed questionnaire with follow-up of a subset of participants by structured interview.Setting:A nested study in the UK National Prion Monitoring Cohort, a longitudinal observational study.Participants and measurements:71 carers, of people with different prion diseases with a wide range of disease severity, identified 236 of their four most problematic symptoms by questionnaire which were grouped into ten domains. Structured interviews were then done to qualitatively explore these experiences. Eleven family carers of people with prion disease were selected, including those representative of a range of demographics and disease subtypes and those who cared for people with prion disease, living or recently deceased. Interviews were transcribed and formally studied.Results:The six most problematic symptom domains were: mobility and coordination; mood and behavior; personal care and continence; eating and swallowing; communication; and cognition and memory. The prevalence of these symptoms varied significantly by disease stage and type. A formal analysis of structured interviews to explore these domains is reported.Conclusions:We make suggestions about how healthcare professionals can focus their support for people with prion disease. Clinical trials that aim to generate evidence regarding therapies that might confer meaningful benefits to carers should consider including outcome measures that monitor the symptomatic domains we have identified as problematic.

scholarly journals The Perception of Rural Medical Students Regarding the Future of General Medicine: A Thematic Analysis

Healthcare ◽  
2021 ◽  
Vol 9 (10) ◽  
pp. 1256
Author(s):  
Kasumi Nishikawa ◽  
Ryuichi Ohta ◽  
Chiaki Sano
Keyword(s):  
Medical Students ◽  
Thematic Analysis ◽  
General Medicine ◽  
Present Situation ◽  
Structured Interviews ◽  
Factors Affecting ◽  
Factors Influencing ◽  
Positive Impression ◽  
Further Development ◽  
Medicine Education

Although the demand for general physicians has increased in Japan because of its aging population, medical universities primarily provide organ-based education; thus, medical students do not receive sufficient general medical education. The number of residents focusing on general medicine remains low; therefore, to understand the present situation regarding general medicine education, we attempted to clarify the views of medical students and the factors influencing them. In this qualitative study, semi-structured interviews were conducted in 12 medical students at Shimane University, and the results were analyzed through thematic analysis. The results indicated the emergence of three themes and 14 concepts. The three overarching themes were as follows: hopes for the field of general medicine, gaps between ideal and reality of general medicine, and factors affecting students’ motivation for specialization in general medicine. Medical students had a positive impression of general medicine and believed that it has potential for further development; however, they felt a gap between their ideals and reality (i.e., unclear expertise). Factors creating this gap included poorly developed education and medical policies. We need to restructure general medicine education based on the participants’ perceptions by establishing collaborative curricula between universities and community hospitals and by increasing students’ exposure to general medicine.

scholarly journals Employee-driven Innovation in Welfare Services

2014 ◽  
Vol 4 (2) ◽  
pp. 159 ◽  
Author(s):  
Thomas Wihlman ◽  
Magnus Hoppe ◽  
Ulla Wihlman ◽  
Hélène Sandmark
Keyword(s):  
Empirical Studies ◽  
Organizational Slack ◽  
Full Potential ◽  
Management Support ◽  
Structured Interviews ◽  
The Public ◽  
Welfare Services ◽  
Qualitative Thematic Analysis ◽  
New Ideas ◽  
Innovation Processes

There is a growing interest in both employee-driven innovation (EDI) and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in innovation processes and contributes to important knowledge about EDI in the public sector. On the basis of our results, we suggest a model of EDI for use in practice.

scholarly journals Trajectories of Civil Society Leaders in Italy: Individual Careers, Organizational Structures, and Ideological Affiliations

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110615
Author(s):  
Cecilia Santilli ◽  
Roberto Scaramuzzino
Keyword(s):  
Civil Society ◽  
National Level ◽  
Organizational Structures ◽  
Civil Society Organizations ◽  
Structured Interviews ◽  
The Third ◽  
Career Trajectories ◽  
Member Organization ◽  
Multi Level ◽  
The Relationship

The aim of this paper is to explore the relationship between individual leaders’ career trajectories and organizational structure and identity in Italian civil society organizations (CSOs) active at national level. The analysis in this qualitative study draws on two sets of data, semi-structured interviews with leaders on their career trajectories and their understanding of what it takes to become a leader of a CSO and short biographies of leaders’ career trajectories. Three main representational logics are idenitified: within: multi-level, within: member-organization, and outside: supporting organization. The two first logics are based on a trajectory within the organizations either departing from the local and regional levels of the same organizations or within one or more member organizations. The third logic is based on a trajectory outside the organization that is marked by the ideological affiliation of the president through leading positions in other organizations within the same movement or field.

scholarly journals RELIGIOSITY AND CONSUMER BEHAVIOR: A STUDY OF CONSUMPTION PATTERNS FOR ALCOHOLIC AND NON-ALCOHOLIC BEVERAGES AMONG ANIMIST, CHRISTIAN AND MUSLIM CONSUMERS IN THE CONTEXT OF GHANA

2020 ◽  
Vol 2 (4) ◽  
pp. 244-261
Author(s):  
Dr. Théophile Bindeouè Nassè ◽  
Naab Francis Xavier ◽  
Bismark Boateng ◽  
Nicolas Carbonell ◽  
Justice Agyei Ampofo ◽  
...  
Keyword(s):  
Consumer Behavior ◽  
Qualitative Data ◽  
Alcoholic Beverages ◽  
Research Approach ◽  
Structured Interviews ◽  
Production And Consumption ◽  
The Social ◽  
And Behavior ◽  
Voice Recorder

Researchers' interest in consumer religiosity and behavior is explained by the fact that religion influences not only the social behavior of individuals, but also their consumption behavior. Most of the studies on the subject come from Western and Asian countries with a few of such studies been conducted in Africa and particularly in Ghana. The aim of this paper is to explore the concepts of religiosity and consumer behavior in Ghana, in order to consider the role of culture in the management and marketing of industrial products. Ghana is a country where religion plays an important role in shaping lives and ensuring community cohesion. However, a determined part of the believers contributes to increasing the consumption of industrial beverages, and the obliviousness in the marketing sector also seems to be a barrier that slows the production and consumption of non-alcoholic industrial beverages. The research approach is exploratory and qualitative. The collection of qualitative data is done with the aid of a SONY voice recorder through some semi-structured interviews. Then, the qualitative data are transcribed manually and verbatim analyzed. The results show that in the context of Ghana, religiosity of believers affects the behavior of the consumer and that consumer behavior towards non-alcoholic industrial beverages affects religiosity. Keywords: Religiosity, Consumer Behavior, Industrial Beverages, Consumption, Marketing, Ghana.

scholarly journals THEORATICAL FRAMEWORK TO UNDERSTAND THE ASSOCIATION OF ORGANIZATIONAL CHANGE ON THE ORGANIZATIONAL COMMITMENT

2014 ◽  
Vol 5 (1) ◽  
pp. 618-624
Author(s):  
Kanika Sofat ◽  
Dr.Ravi Kiran
Keyword(s):  
Organizational Change ◽  
Organization Change ◽  
Intangible Asset ◽  
Labor Turnover ◽  
Change Initiatives ◽  
Organization Commitment ◽  
Managing Change ◽  
The People ◽  
New Ideas ◽  
The Relationship

The organization change is defined as the adoption of new ideas or behavior by an organization. The mainobjective of organizational change is to maximize the benefits of the people involved in the process and to minimize the risk involved in the failure of implementing and managing change. Organization commitment of the employees is an intangible asset for an organization so as to derive strategic advantage over competitors. It is a psychological link between the employee and his organization. If the employees lack commitment it willlead to increase in absenteeism and affecting labor turnover. The commitment employees will hence ease stressduring organizational change process and will understand and cope with change so as to make it successful. The paper helps to understand the organizational change initiatives undertaken in the organizations. It further helpsto examine the relationship between change management and organization commitment in organizations.Keywords: Organizational change, Change levers, Organizational change initiatives, organization commitment

scholarly journals Cultural Access to the Educational system in Iraq and its Impact on Human Development: Cultural Anthropology Perspective

2018 ◽  
Vol 1 (126) ◽  
pp. 232-263
Author(s):  
Thakra Abd Manaam Ibraheem
Keyword(s):  
Human Resources ◽  
Human Development ◽  
Educational System ◽  
Cultural Anthropology ◽  
Participant Observation ◽  
Cultural Perspective ◽  
Structured Interviews ◽  
Comprehensive Development ◽  
The Impact ◽  
Descriptive Method

This paper concern with the cultural access to the educational system as a base for human development within Iraqi society. Students of Anthropology understand that culture would always shape the components of the society according to the cultural perspective, including educational system who reflects the cultural heritage in some way. This study is an attempt to study the impact of Iraqi culture as a base to rehabilitate and rebuild educational system to bring about and contribute to the continues development in relation to human resources recruitment in order to run the socio-economic aspects of the comprehensive development in the country depending on the educational system who play essential role in every society’s development; technically, scientifically and socially. The researcher adopted the descriptive method of data collection, including participant observation, semi-structured and structured interviews on a random sample of 160 respondents on Alsuha District of Alshaab City in Baghdad and Alshammasia district in Aladhamyah city. This is the only available way to collect data.

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