scholarly journals Complementarities In Organizational Design Of Franchising Networks

2016 ◽  
Vol 32 (4) ◽  
pp. 1199-1216
Author(s):  
Hela Chakroun ◽  
Mehdi Nekhili ◽  
Tawhid Chtioui
Keyword(s):  
Performance Measurement ◽  
Organizational Design ◽  
Geographic Distance ◽  
Incentive System ◽  
Decision Rights ◽  
Chain Management ◽  
Allocation Of Decision Rights ◽  
And Performance ◽  
The Relationship

This study investigates complementarities between components of the organizational design of franchising networks. We examine three components of governance, rarely distinguished as such in previous studies involving franchising: allocation of decision rights, performance measurement and incentives. We also analyze interdependencies between these variables. In particular, interdependencies seem more evident between the incentive system and the allocation of decision rights to franchisees, and between the incentive system and performance measurement. We also provide evidence of the role of three franchisee characteristics in franchising’s organizational design: multi-unit ownership, age of the relationship, and geographic distance. Implications for chain management are provided.

Decentralized Task Assignment and Centralized Contracting: On the Optimal Allocation of Authority

2013 ◽  
Vol 26 (1) ◽  
pp. 33-55 ◽  
Author(s):  
Steffen Reichmann ◽  
Anna Rohlfing-Bastian
Keyword(s):  
Organizational Design ◽  
Optimal Allocation ◽  
Task Assignment ◽  
Incentive Contracts ◽  
Incentive System ◽  
Decision Rights ◽  
Decision Authority ◽  
Hierarchical Levels ◽  
Allocation Of Decision Rights ◽  
Optimal Incentives

ABSTRACT To provide efficient incentives, the three components of an incentive system (i.e., performance measurement, rewards, and the allocation of decision rights) need to be balanced against each other. In practice, the authority to decide on these components is frequently distributed across hierarchical levels, thus requiring adjusting centralized decisions with regard to decentralized authority. This paper investigates the centralized design of incentive contracts when decision authority, with respect to the allocation of tasks, is delegated to lower hierarchical levels. It provides an analysis of the optimal allocation of authority (i.e., “who should be the boss”) and considers the interdependencies between organizational design choices and the design of optimal incentives.

scholarly journals The Role of Corporate Culture in Performance Measurement and Management Systems

2020 ◽  
Vol 8 (4) ◽  
pp. 75
Author(s):  
Michaela Kotkova Striteska ◽  
David Zapletal
Keyword(s):  
Performance Measurement ◽  
Control Systems ◽  
Corporate Culture ◽  
Management Systems ◽  
Sufficient Energy ◽  
Chi Squared ◽  
Research Findings ◽  
And Performance ◽  
The Relationship

Recently, there has been increasing pressure to change current performance measurement and management systems from control systems to those that support learning and continuous improvement. This change requires a specific corporate culture that supports the effective operation of performance measurement and management. This paper aims to clarify the relationship between corporate culture and performance measurement and management systems. Questionnaire survey data from Czech medium and large companies were collected and analyzed by Pearson’s chi-squared test to validate the proposed hypothesis. The research findings confirmed that performance measurement and management systems of companies that devoted sufficient energy and attention to performance-driven culture are more effectively developed. Analysis of different performance-driven culture attributes revealed which are the most important ones.

Rancangan Sistem Pengukuran Kinerja Berbasis Human Resource Scorecard Pada Universitas Muhammadiyah Luwuk

2020 ◽  
Vol 10 (1) ◽  
pp. 63-71
Author(s):  
Nurhaeda Abbas ◽  
Anggraini Sukmawati ◽  
Muhammad Syamsun
Keyword(s):  
Performance Measurement ◽  
Human Resource ◽  
Performance Measurement System ◽  
Group Discussions ◽  
Strategic Objectives ◽  
Depth Interview ◽  
And Performance ◽  
The Right ◽  
Hierarchy Process ◽  
The Relationship

Today the performance measurement of Muhammadiyah Luwuk uUniversity’s performance has not formulated yet based on University’s vision and mission. It will affect the strategic steps needed and performance improvement efforts in the future.  Human resource scorecard is the right system to be applied in Muhammadiyah Luwuk University. The purpose of this study is to designed a performance measurement system at Muhammadiyah Luwuk University using the Human Resource Scorecard with four perspectives: stakeholder, academic management and kemuhammadiyaan, operational and innovation, as well as and learning. Data was analyzed by analytical hierarchy process method. This research was conducted by distributing questionnaires, focus group discussions and in-depth interview with stakeholders at Muhammadiyah Luwuk University. The results showed that there were 14 strategic objectives and 33 key performance indicators to be achieved by the priority objectives, which are: empowerment and development of faculty, increased administrative process quality, improved sound budget performance and, improvement of the relationship with stakeholders.

scholarly journals Evaluating the Role of Government Collaboration in the Perceived Performance of Community-Based Nonprofits: Three Propositions

2020 ◽  
Author(s):  
José Nederhand
Keyword(s):  
The Political ◽  
Network Ties ◽  
Community Based ◽  
Role Of Government ◽  
Perceived Performance ◽  
Political Network ◽  
And Performance ◽  
Nonprofit Collaboration ◽  
The Relationship

Abstract The topic of government-nonprofit collaboration continues to be much-discussed in the literature. However, there has been little consensus on whether and how collaborating with government is beneficial for the performance of community-based nonprofits. This article examines three dominant theoretical interpretations of the relationship between collaboration and performance: collaboration is necessary for the performance of nonprofits; the absence of collaboration is necessary for the performance of nonprofits; and the effect of collaboration is contingent on the nonprofits’ bridging and bonding network ties. Building on the ideas of governance, nonprofit, and social capital in their respective literature, this article uses set-theoretic methods (fsQCA) to conceptualize and test their relationship. Results show the pivotal role of the nonprofit’s network ties in mitigating the effects of either collaborating or abstaining from collaborating with government. Particularly, the political network ties of nonprofits are crucial to explaining the relationship between collaboration and performance. The evidence demonstrates the value of studying collaboration processes in context.

scholarly journals The Role of Steps and Game Elements in Gamified Fitness Tracker Apps: A Systematic Review

2021 ◽  
Vol 5 (2) ◽  
pp. 5
Author(s):  
Aatish Neupane ◽  
Derek Hansen ◽  
Jerry Alan Fails ◽  
Anud Sharma
Keyword(s):  
Social Influence ◽  
Design Space ◽  
Real Life ◽  
Network Clustering ◽  
And Performance ◽  
Fitness Tracker ◽  
Game Elements ◽  
The Relationship ◽  
Contingent Rewards

This article reviews 103 gamified fitness tracker apps (Android and iOS) that incorporate step count data into gameplay. Games are labeled with a set of 13 game elements as well as meta-data from the app stores (e.g., avg rating, number of reviews). Network clustering and visualizations are used to identify the relationship between game elements that occur in the same games. A taxonomy of how steps are used as rewards is provided, along with example games. An existing taxonomy of how games use currency is also mapped to step-based games. We show that many games use the triad of Social Influence, Competition, and Challenges, with Social Influence being the most common game element. We also identify holes in the design space, such as games that include a Plot element (e.g., Collaboration and Plot only co-occur in one game). Games that use Real-Life Incentives (e.g., allow you to translate steps into dollars or discounts) were surprisingly common, but relatively simple in their gameplay. We differentiate between task-contingent rewards (including completion-contingent and engagement-contingent) and performance-contingent rewards, illustrating the differences with fitness apps. We also demonstrate the value of treating steps as currency by mapping an existing currency-based taxonomy onto step-based games and providing illustrations of nine different categories.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

scholarly journals CORPORATE PROFILE, PERFORMANCE AND GREEN SUPPLY CHAIN MANAGEMENT: A RESEARCH AGENDA

2017 ◽  
Vol 18 (3) ◽  
pp. 117-146
Author(s):  
FÁBIO YTOSHI SHIBAO ◽  
GERALDO CARDOSO DE OLIVEIRA NETO ◽  
FLAVIA CRISTINA DA SILVA ◽  
EDUARDO CABRINI POMPONE
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Environmental Economic ◽  
Green Supply Chain Management ◽  
Operational Performance ◽  
Green Supply Chain ◽  
Chain Management ◽  
Depth Analysis ◽  
And Performance ◽  
The Relationship

ABSTRACT Purpose: To evaluate the universe of published articles that propose frameworks about the relationship between green supply chain management (GSCM) and performance in the period from 1995 to 2014, in order to propose a conceptual model that can be applied to future studies, considering the green profile besides the practices of GSCM and performance. Originality/gap/relevance/implications: The investigation revealed a lack of relationship among the organizations' profile, its environmental, economic and operational performance and GSCM practices. Key methodological aspects: The relationship among constructs was established through bibliometric analysis obtained in the models/frameworks of GSCM practices and performance extracted from the databases "ProQuest", "EBSCO", "JSTOR", "Web of Science" and "Scopus". Further, the content analysis and network analysis were then performed. Summary of key results: GSCM internal and external practices, environmental performance, economic performance and operational performance were revealed as main topics addressed in GSCM. Moreover, it was noted that studies on internal practices prevailed over those addressed to other practices. Key considerations/conclusions: The models studied did not consider whether the corporate green profile could improve the performance of the organization. Therefore, they did not simultaneously measure environmental, economic and operational performance. It was concluded that the addition of the green profile in conjunction with GSCM practices and performance allows for a more in-depth analysis of the degree of a company's involvement with GSCM, as well as its intended objectives and results achieved in the future.

scholarly journals Analisis Sistem Rantai Pasok PT. Semen Padang

2011 ◽  
Vol 10 (1) ◽  
pp. 113
Author(s):  
Fitri Julasmasari
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Performance Measurement ◽  
Material Flow ◽  
Supply Chain Performance ◽  
Chain Management ◽  
Organizational Goals ◽  
Total Productivity ◽  
Corporate Profits ◽  
The Relationship

Supply Chain Management is a concept or mechanism to increase the total productivity of companiesin the supply chain through optimization of the time, location and quantity of material flow from rawmaterials into semi-finished products and finished products. Supply Chain Management is not onlyabout the relationship with the supplier but also the link between the company and consumers. Tofind out the value of the company supply chain performance within a certain time, we need a draftmodel of supply chain performance measurement in which the design will be implemented at thecompany. By knowing the value of supply kunerja chainnya the company can improve theeffectiveness and productivity of the organization to achieve organizational goals is to win thecompetition, and increase corporate profits. Kata kunci: Supply Chain Management, PT. Semen Padang

scholarly journals New Approaches to Documenting Performance in the Museum: Value, History, and Strategy

2021 ◽  
Author(s):  
Acatia Finbow
Keyword(s):  
Effective Activation ◽  
The Past ◽  
New Approaches ◽  
Future Value ◽  
Value History ◽  
And Performance ◽  
The Relationship ◽  
Radical Shift ◽  
Museum Value

This chapter shows how over the past two decades the relationship between the museum and performance has undergone a radical shift with the acquisition of performance-based artworks into the collection, shifting the role of the museum from that of a repository to that of a vital participant in the activation of the work. This chapter reflects on the new value this turn affords to documentation, and on how it is being used to support the effective activation of performance-based artworks in the museum. It reflects particularly on Tate’s development of documentation practices that address these new institutional needs and on how these navigate both immediate and potential future value.

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