Innovation and Sustainability Management as a Key Factor in Global Purpose-Driven Micro, Small, and Medium-Sized Bogotanas Companies

This work aims to present the results of the application of the RISE model (innovation and business sustainability route) in 25 global purpose-driven micro, small, and medium-sized Bogotanas companies, beneficiaries of the Innova District project and its impact on the net margin. The working hypothesis is the management of innovation and sustainability has some impact on the net margin of the global purpose-driven micro, small, and medium-sized Bogotanas enterprises. It is a preliminary analysis, the findings and conclusions that were made based on the description of results and development of polynomial regressions only generated conclusive elements for the population of companies analyzed and the characteristics of the research proposed. However, the proposed hypothesis was verified for a group of companies, while, for a second group, the correlation between innovation and sustainability and the net margin was relatively low or almost nil.

International Human Resource Management Strategies for Multicultural Organizations

The increasingly global nature of construction has highlighted the importance of multiculturalism and the new challenges it brings to execution especially in the light of the dependency on international human resources for expertise and delivery of construction projects in a cost-effective and timely manner. Adopting an analytical approach, this chapter attempts to review international HRM strategies and outlook for multicultural organizations of the construction sector in the Zimbabwean context and also provides some deeper insights on the gaps and inadequacies and recommends possible ways of bridging the identified gaps in practice. In the process, the chapter also examines the cultural factors that influence communication and how communication can be made effective in multicultural environments. But the core of the chapter is to explore international human resource management strategies for multicultural organizations.

An Exercise in Liberation

The chapter will be based on the experiences of a Colombian engineering company from 2003 through to 2013. The company was a local engineering office of an international oil services company based in Scotland but also, with substantial offices in USA and around the world. In 2003 the company was making a loss and in 2004 had to reduce down to 60 people. It had a traditional ‘command and control' approach to management. Over a period of 7 years, they developed a unique culture/working model which focused on allowing employees to contribute and participate in the running of the company and removed all bureaucratic barriers that restricted its employees from working effectively. The company grew to over 1,200 in 2013. The chapter proposes to explain how removing organization charts, eliminating policies and procedures, eliminating working hours, allowing employees to recruit new staff, manage their own holidays, and set their own salaries produced a purpose-driven and fully motivated and successful company.

Developing a Metaphor for Self-Managed Organizations

This chapter presents the Avocado metaphor for advanced value organizations (AVOs) based on emergent, hybrid, and self-maturing temporary organizational theories. The metaphor was constructed through bricolage, bringing in concepts and ideas from different areas. AVOs develop as a response to ever-changing business environments, which are more and more often transiting towards new ways of working, primarily projects. Avocado organizations reflect the global trend of smaller organizational designs creating organizations within organizations and teams of teams. Research is theoretical. It includes a general view on metaphors and their importance in organizational theory. Special attention is given to the definition of advanced value organizations, emergent theories, hybrid organizational designs, organizational lifecycles, and maturing processes, as well as temporary organizations and new working arrangements based mainly on projects. The avocado metaphor is explained in every section allowing a better understanding of how it can be used to describe modern-day organizations.

Rethinking Education for Sustainability in Management Education

Education for sustainable development (ESD) initially emerged around the 1990s, and it has opened the possibility to re-think areas such as management education. Although the original purpose of inclusiveness and creativity has been gradually replaced by metrics, while keeping the idea of “development as growth” largely unquestioned, drawing upon the work of organisational researchers like Heather Hopfl, this chapter presents a critique of the evolution of ESD in the UK revealing a rationale that transforms guiding principles into metrics, emphasising “efficiency” over “care.” The researchers relate to the principles of humanistic management, in its consideration of social value generation linked to financial success. The authors propose to enhance the notion of “values” by revisiting the concept of “virtues,” particularly in the consideration of sustainability. Finally, the authors draw upon interest in aesthetics and praxis to propose an “aesthetic education for sustainability,” as a critical and purposeful approach of questioning and imagining hopeful ways of living and learning.

Creating Shared Value From the Analysis of the Effect of Corruption and Crime on MSMEs in Bogota

Organizations must strive to increase competitiveness and to improve the economic and social conditions of the environment in which they work, thus creating shared value. Corruption and crime limit social development, government effectiveness, and the conditions in which private companies operate. For this reason, based on the shared value theory, the purpose of this research is to make a co-relation analysis between what micro and small enterprises (MSEs) think of the increase in sales and the risk of closing their business, with respect to corruption and crime. The study was made to a sample by convenience of 484 MSEs in the southern area of Bogotá, which work in different industrial and service activities, using a validated questionnaire of 99 items that ask about corruption and crime.

Impact of Design Thinking on Human Resources

Design thinking in the human resources area is still a recent issue little known and exploited even at an international level. It has only recently begun to be worked on and shared by organizations, and it is pointed out as being one of the most important competences of the 21st century. It refers to a style of thinking that combines the senses with the context of a problem, creativity in the creation of new points of view, and solutions and rationality in the analysis and search for solutions to the context. The present research used the Employee Experience DT Model, applied on a multinational company and developed within three long sessions of brainstorming and brainwriting. The main conclusions outlined that DT stimulates the process of continuous improvement, reinforces teamwork, as well as creativity and effort in solving problems. Furthermore, it sensitizes the administration for the current existing problems, compromising it in their resolution, and working in partnership with its stakeholders.

The Prevention of Work-Related Risks

The goal of this chapter is to present how security and safety in the workplace, humanistic management, and humanistic psychology have become a fundamental pillar for the fulfillment of business objectives and the intervention on social and environmental issues, all the while recognizing human talent as the main axis for organizational development. For this purpose, the authors rely on two main axes: the first, the prevention of occupational hazards abiding by the guidelines established by different international organisms, including the implementation of governmental policies for the management of occupational safety and health in Latin America and mainly in Colombia; the second, the point of view of business administration, starting with their evolutionary process and leading to the new tendencies in administration such as B companies and businesses with purpose, all of which focus on an economy where success is measures by the wellbeing of people, societies, and nature.

Contribution of Millennials in the Development of Companies With Global Purposes

This chapter is a contribution for each and every person interested in understanding the leading level of a generation that is at a strategic time to face the responsibility of assuming the leadership of the companies, whatever the size of them, that face a revision of paradigms facing their permanence in a context that goes through social, political, economic, and environmental movements of great importance in the framework of the global purposes. It explores the contribution of millennials in the development of companies.

A Revolutionary Business Model for Global Purpose-Driven Corporations

Mobility as a service (MaaS) is considered as a new solution to the transport needs, and it makes the travel convenient with large alternatives. This solution has some peerless advantages for individuals and organizations, and it provides not only accessibility and openness but also a quick and unique payment possibility. From this viewpoint, this chapter aims to address the relationship between individuals, organizations, and society according to MaaS. Some technological solutions about MaaS can allow increasing the quality of work and social life widely. Therefore, this chapter provides an overview of MaaS and individuals as a household member, work-force, entrepreneur, and an important part of society because, at the basis of all sectors, there is an individual either as a service provider or as a beneficiary. And the purpose-driven approach of the international corporations reorients the individualistic demands globally.