scholarly journals Estratégia, combinação e reticências

ForScience ◽  
2020 ◽  
Vol 8 (1) ◽  
pp. e00695
Author(s):  
Hellen Taynan Cavalcanti ◽  
Jonathan Simões Freitas
Keyword(s):  
Organizational Performance ◽  
Social Practice ◽  
Management Strategy ◽  
Management Practices ◽  
Sociological Analysis ◽  
Critical View ◽  
Strategy Combination ◽  
Values And Beliefs ◽  
Strategy As Practice ◽  
Process Strategy

Este trabalho tem como objetivo discutir teoricamente aspectos da Estratégia como processo e como prática social. Assim, consiste em um ensaio teórico que caracteriza ambas as ênfases de pesquisa e aponta possibilidades de combinação entre essas tradições. Nesse contexto, fornece uma visão crítica, que aproxima a abordagem micro da Estratégia como prática a uma análise sociológica, enquanto a Estratégia como processo é tida como associada às práticas de gestão na Administração e ao seu ideário centrado no desempenho organizacional. Dessa forma, o trabalho, apesar de revisar recentes propostas internacionais de diálogo entre essas tradições, acaba por destacar a possível incomensurabilidade de combinação direta dessas abordagens, devido aos diferentes valores e crenças subjacentes aos enfoques no mercado ou na sociedade como o contexto primário das organizações. Palavras-chave: Administração. Estratégia como processo. Estratégia como prática.   Strategy, combination and suspension points Absrtract This paper aims to theoretically discuss aspects of Strategy as a process and as a social practice. Thus, it consists of a theoretical essay that characterizes both research emphases and points out possibilities of combination between these traditions. In this context, it provides a critical view that approximate the micro approach of Strategy as practice to a sociological analysis, while Strategy as a process is considered to be associated with management practices in administration and its ideas centered on organizational performance. Thus, the work, despite reviewing recent international proposals for dialogue between these traditions, eventually highlights the possible incommensurability of direct combination of these approaches, due to the different values and beliefs underlying market or societal approaches as the primary context of organizations. Keywords: Management. Strategy as a process. Strategy as a practice.

scholarly journals Providers and Practices: How Suppliers Shape Car-Sharing Practices

2021 ◽  
Vol 13 (4) ◽  
pp. 1764
Author(s):  
Elisabeth M. C. Svennevik
Keyword(s):  
Social Practice ◽  
Business Models ◽  
Demand Side ◽  
Car Sharing ◽  
Critical View ◽  
Service Companies ◽  
Car Rental ◽  
Using Data ◽  
Established Firms

Social practice theories can be useful for studying changes in mobility systems as regards automobility practices. However, many studies address the demand side and the user practices of consumers, without examining the supplier side. This Norwegian study focuses on the role of providers in car-sharing practices, using data from household interviews with car-sharing users, stakeholder workshops, and interviews with providers of car-sharing services. How are car-sharing providers shaping car-sharing practices, and with what implications? How do business models and platform technologies affect car-sharing practices? The results show how new car-sharing service companies, in addition to established firms such as car dealers and car rental companies, affect car-sharing practices by offering several alternatives for accessing cars. The implications of this are discussed, noting how car-sharing practices are shaped by car-sharing providers in the recursive relationship between practice-as-entity and practice-as-performance. The conclusions offer a critical view of how the providers contribute to various kinds of car-sharing understandings, as well as the implications for policy and practitioners.

scholarly journals Factors affecting the organizational performance of manufacturing firms

2017 ◽  
Vol 9 ◽  
pp. 184797901771262 ◽  
Author(s):  
Ahmad Adnan Al-Tit
Keyword(s):  
Organizational Performance ◽  
Measurement Instrument ◽  
Manufacturing Firms ◽  
Factors Affecting ◽  
Mediating Role ◽  
Values And Beliefs ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Numerous studies have been conducted to explore the individual effects of organizational culture (OC) and supply chain management (SCM) practices on organizational performance (OP) in different settings. The aim of this study is to investigate the impact of OC and SCM on OP. The sample of the study consisted of 93 manufacturing firms in Jordan. Data were collected from employees and managers from different divisions using a reliable and valid measurement instrument. The findings confirm that both OC and SCM practices significantly predict OP. The current study is significant in reliably testing the relationship between SCM practices and OP; however, it is necessary to consider cultural assumptions, values and beliefs as the impact of OC on OP is greater than the impact of SCM practices. Based on the results, future studies should consider the moderating and mediating role of OC on the relationship between SCM practices and OP.

“Knowledge management practices” as moderator in the relationship between organizational culture and performance in information technology companies in India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Timothy Shea ◽  
Syed Aktharsha Usman ◽  
Sengottuvel Arivalagan ◽  
Satyanarayana Parayitam
Keyword(s):  
Information Technology ◽  
Organizational Culture ◽  
Knowledge Management ◽  
Organizational Performance ◽  
Management Practices ◽  
Self Report ◽  
Content Type ◽  
And Performance ◽  
Information Technology Companies ◽  
The Relationship

Purpose The purpose of this study is to empirically examine knowledge management (KM) practices as a moderator in the relationship between organizational culture and performance. The effect of four types of organizational culture on organizational performance was studied. In addition to direct effects, most importantly, KM practices as a moderator in strengthening the culture-performance relationship were empirically examined. Design/methodology/approach A carefully crafted survey instrument was distributed and data was collected from 1,255 respondents from 10 information technology companies in India. After checking the psychometric properties of the instrument, this paper performs hierarchical regression to test hypotheses. Findings The results reveal that: cooperative culture, innovative culture, consistent culture and effectiveness culture were all positively and significantly related to organizational performance; KM practices were positively and significantly related to organizational performance, KM practices moderate the relationship between various dimensions of organizational culture and organizational performance. Research limitations/implications As with any survey-based research, the present study suffers from the problems associated with self-report measures. These are common method bias and social desirability bias. However, this study attempts to minimize these limitations by following appropriate statistical techniques. Practical implications This study contributes to both practicing managers and the literature on KM and organizational culture. The study suggests that managers use KM practices, which are all-pervasive and very important for improving organizational performance. The results highlight the importance of implementing KM practices in organizations. Originality/value This study provides new insights into the importance of KM practices in achieving sustained competitive advantage by achieving organizational effectiveness. To the knowledge, the importance of KM practices is underemphasized in organizational culture research.

The Relationship Between Human Resource Management Practices, Knowledge Management Practices, and Performance: Evidence from the Healthcare Industry in India

2021 ◽  
pp. 097215092110372
Author(s):  
Satyanarayana Parayitam ◽  
Shaik Mohamed Naina ◽  
Timothy Shea ◽  
Abdul Hameed Syed Mohideen ◽  
Alex Aruldoss
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Management Practices ◽  
Training And Development ◽  
Learning Culture ◽  
Hrm Practices ◽  
The Relationship

The objective of the present study is to examine the impact of human resource management (HRM) practices on organizational performance. Knowledge management (KM) practices as a moderator in the relationship between HRM practices and organizational performance are studied by developing a conceptual model. Using a structured survey instrument, the data were collected from 979 employees from 10 hospitals in the southern part of India (Tiruchirappalli District of Tamil Nadu). After thoroughly checking the instrument’s measurement properties using the LISREL, hierarchical regression was performed to test the hypotheses. The results support (a) compensation and rewards, performance appraisal and learning culture that are positively and significantly related to organizational performance; (b) recruitment and selection, training and development that are not significantly related to organizational performance; and (c) KM practices that moderate the relationship between (a) training and development and organizational performance, and (b) learning culture and organizational performance. Finally, the implications for HRM and KM are discussed.

Transformational Leadership and Leader Member Exchange: An empirical examination of Knowledge Management Practices and Organizational Performance through Employee Involvement

2021 ◽  
Vol 3 (1) ◽  
pp. 38-55
Author(s):  
Arshad Mahmood ◽  
Muhammad Yousuf Khan Marri ◽  
Hussain Ali ◽  
Shahid Nadeem
Keyword(s):  
Transformational Leadership ◽  
Knowledge Management ◽  
Organizational Performance ◽  
Management Practices ◽  
Employee Involvement ◽  
Major Influence ◽  
Leader Member Exchange ◽  
Empirical Examination ◽  
Member Exchange ◽  
Knowledge Management Practices

Purpose: Human resource behaviour tends to play a vital role in organizational overall performance. The study incorporates two of the most prominent behaviours of leadership and examine their influence on organizational performance and knowledge management practices through employee involvement. Method: A sample of 398 participants was collected from different industries from services sector through survey questionnaire. Descriptive statistics were carried out to find means, standard deviation, frequency scores and then tested for model fitness by comparing alternative models through confirmatory factor analysis (CFA). In order to see the direction of hypotheses, we carried out Pearson Correlations analysis. For testing hypotheses PROCESS macro technique was used. Results: The results indicate that (1) the major influence on knowledge management practices and organizational performance is contributed by employee involvement, further transformational leadership has more impact on employee involvement, knowledge management practices and organizational performance as compared to leader member exchange; (2) employee involvement mediates the relationship between leadership behaviours and knowledge management practices as well as organizational performance. Conclusion: This study concludes that better relationship between manager and employee is necessary for the individual and organizational betterment and it occurs only when individuals are comfortable with their mangers. Keywords: Transformational Leadership (TL), Leader Member Exchange (LMX), Employee Involvement (EI), Knowledge Management Practices (KMP), Organizational Performance (OP) Paper Type: Research Paper

Reinforcing the significance of human factor in achieving quality performance in data-driven supply chain management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sanjana Mondal ◽  
Kaushik Samaddar
Keyword(s):  
Supply Chain ◽  
Organizational Performance ◽  
Industry 4.0 ◽  
Management Practices ◽  
Human Factor ◽  
Research Work ◽  
Data Driven ◽  
Theory Approach ◽  
Quality Performance ◽  
Content Type

PurposeThe paper aims to explore the various dimensions of human factor relevant for integrating data-driven supply chain quality management practices (DDSCQMPs) with organizational performance. Keeping the transition phase from “Industry 4.0” to “Industry 5.0” in mind, the paper reinforces the role of the human factor and critically discusses the issues and challenges in the present organizational setup.Design/methodology/approachFollowing the grounded theory approach, the study arranged in-depth interviews and focus group sessions with industry experts from various service-oriented firms in India. Dimensions of human factor identified from there were grouped together through a morphological analysis (MA), and interlinkages between them were explored through a cross-consistency matrix.FindingsThis research work identified 20 critical dimensions of human factor and have grouped them under five important categories, namely, cohesive force, motivating force, regulating force, supporting force and functional force that drive quality performance in the supply chain domain.Originality/valueIn line with the requirements of the present “Industry 4.0” and the forthcoming “Industry 5.0”, where the need to collaborate human factor with smart system gets priority, the paper made a novel attempt in presenting the critical human factors and categorizing them under important driving forces. The research also contributed in linking DDSCQMPs with organizational performance. The proposed framework can guide the future researchers in expanding the theoretical constructs through initiating further cross-cultural studies across industries.

A Process Management Strategy for Re-Design: An Anchoring Adjustment Approach

1998 ◽  
Author(s):  
Lisa A. Dixon ◽  
Jonathan S. Colton
Keyword(s):  
Design Process ◽  
Management Strategy ◽  
Process Management ◽  
General Pattern ◽  
Evaluation Metrics ◽  
Anchoring And Adjustment ◽  
Adjustment Model ◽  
Design Activities ◽  
Design Process Model ◽  
Process Strategy

Abstract Preceding research on the re-design process focused on the development and verification of an Anchoring and Adjustment design process model. Compared to the existing, predominantly top-down, models, this new model was tailored specifically to describe designers’ approaches to re-design tasks. Building upon that work, this paper presents an evaluation of a re-design process strategy that is based on the key elements identified in the Anchoring and Adjustment model (a general pattern for re-design activities and two evaluation metrics). The overall goal was to formulate an efficient and effective process management strategy unique to re-design activities. Data were collected from three industry re-design projects for the evaluation. First, an analysis of the data confirmed that the pattern of design activities and evaluation metrics used by the company’s designers could be mapped onto those that comprise the Anchoring and Adjustment model. Second, the analysis of the data suggested that with additional formalization — based on an anchoring and adjustment approach — the company’s current process management technique could provide more accurate feedback to the designers for the more efficient and effective management of their re-design processes. One of the industry case studies is detailed to illustrate the research results and conclusions.

Career Management in the Knowledge-Based Organizations

2017 ◽  
Vol 7 (2) ◽  
pp. 60-73 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Knowledge Management ◽  
Literature Review ◽  
Organizational Performance ◽  
Management Strategy ◽  
Career Management ◽  
Management Innovation ◽  
Knowledge Based ◽  
Career Opportunities ◽  
Strategic Goals ◽  
Organizational Career Management

This article analyzes the literature in the search for career management in the knowledge-based organizations (KBOs). The literature review covers the overview of career management strategy; organizational career management (OCM) and knowledge management (KM) in the KBOs; career management and career learning in the KBOs; career management innovation in the KBOs; and the significance of career management strategy in the interorganizational career transitions. Career management is the process that helps employees understand career opportunities and chart a career path within their organization. Encouraging career management in the KBOs has the potential to improve organizational performance and reach strategic goals in the modern workplace. The findings present valuable insights and further understanding of the way in which career management perspectives in the KBOs should be emphasized.

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