40 resultados para organization incorporate


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Globalization has increased transport aggregates’ demand. Whilst transport volumes increase, ecological values’im portance has sharpened: carbon footprint has become a measure known world widely. European Union together with other communities emphasizes friendliness to the environment: same trend has extended to transports. As a potential substitute for road transport is noted railway transport, which decreases the congestions and lowers the emission levels. Railway freight market was liberalized in the European Union 2007, which enabled new operators to enter the markets. This research had two main objectives. Firstly, it examined the main market entry strategies utilized and the barriers to entry confronted by the operators who entered the markets after the liberalization. Secondly, the aim was to find ways the governmental organization could enhance its service towards potential railway freight operators. Research is a qualitative case study, utilizing descriptive analytical research method with a normative shade. Empirical data was gathered by interviewing Swedish and Polish railway freight operators by using a semi-structured theme-interview. This research provided novel information by using first-hand data; topic has been researched previously by utilizing second-hand data and literature analyses. Based on this research, rolling stock acquisition, needed investments and bureaucracy generate the main barriers to entry. The research results show that the mostly utilized market entry strategies are start-up and vertical integration. The governmental organization could enhance the market entry process by organizing courses, paying extra attention on flexibility, internal know-how and educating the staff.

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The objectives of this Master’s Thesis were to find out what kind of knowledge management strategy would fit best an IT organization that uses ITIL (Information Technology Infrastructure Library) framework for IT Service Management and to create a knowledge management process model to support chosen strategy. The empirical material for this research was collected through qualitative semi-structured interviews of a case organization Stora Enso Corporate IT. The results of the qualitative interviews indicate that codification knowledge management strategy would fit best for the case organization. The knowledge management process model was created based on earlier studies and a literature of knowledge management. The model was evaluated in the interview research and the results showed that the created process model is realistic, useful, and it responds to a real life phenomenon.

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Metastatic bone lesions are commonly associated with prostate cancer affecting approximately 60-80% of the patients. The progression of prostate cancer into an advanced stage is a complex process and its molecular mechanisms are poorly understood. So far, no curative treatment is available for advanced stages of prostate cancer. Bisphosphonates (BPs) are synthetic pyrophosphate analogues, which are used as therapeutics for various metabolic bone diseases because of their ability to inhibit osteoclastic bone resorption. Nitrogen-containing bisphosphonates block the function of osteoclasts by disturbing the vesicular traffic and the mevalonate pathway -related enzymes, for example farnesyl diphosphate synthase, which is involved in post-translational isoprenylation of small GTPases. In addition, the anti-proliferative, anti-invasive and pro-apoptotic effects of nitrogen-containing bisphosphonates on various cancer cell lines have been reported. The aim of this thesis work was to clarify the effects of bisphosphonates on prostate cancer cells, focusing on the mechanisms of adhesion, invasion and migration. Furthermore, the role of the mevalonate pathway and prenylation reactions in invasion and regulation of the cytoskeleton of prostate cancer cells were examined. Finally, the effects of alendronate on cytoskeleton- and actin-related proteins in prostate cancer cells were studied in vitro and in vivo. The results showed that the nitrogen-containing bisphosphonate alendronate inhibited the adhesion of prostate cancer cells to various extracellular matrix proteins and migration and invasion in vitro. Inhibition of invasion and migration was reversed by mevalonate pathway intermediates. The blockage of the prenylation transferases GGTase I and FTase inhibited the invasion, migration and actin organization of prostate cancer cells. The marked decrease of cofilin was observed by the prenylation inhibitors used. Inhibition of GGTase I also disrupted the regulation of focal adhesion kinase and paxillin. In addition, alendronate disrupted the cytoskeletal organization and decreased the level of cofilin in vitro and in vivo. The decrease of the cofilin level by alendronate could be one of the key mechanisms behind the observed inhibition of migration and invasion. Based on the effects of nitrogen-containing bisphosphonates on tumor cell invasion and cytoskeletal organization, they can be suggested to be developed as therapeutics for inhibiting prostate cancer metastasis.

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This case study examined how productivity and renewal are combined in a production organization operating in process industry through the antecedents of organizational ambidexterity; structure, culture, and management. The empirical material consisted of semi-structured interviews, observations and case organization documents. The findings suggest that the case organization structurally separates exploitation and exploration to separate units. However, it was found that the units focusing on exploration also devote resources to exploitation. External networks, such as customers, suppliers, and other factories seemed to play a role in the exploration activities, as well as in learning activities, which were connected to renewal. Productivity was seen as a natural part of a production organization and pursued at manufacturing units. Process management techniques appeared to be spread across the organization and having positive impact on exploitation and negative impact on exploration. The managerial culture and management’s capability to communicate goals, vision and strategy was found to be unsatisfactory. This thesis contributes to the new research paradigm of organizational ambidexterity by providing unique results on how the antecedents of organizational ambidexterity are accomplished in a production organization. Furthermore, the thesis extends the previous research of organizational renewal capability by connecting it to the ambidexterity theory.

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It has been shown in organizational settings that trust is a crucial factor in different kinds of outcomes, and consequently, building employee trust in the employer is a goal for all kinds of organizations. Although it is recognized that trust in organizations operates on multiple levels, at present there is no clear consensus on the concept of trust within the organization. One can have trust in particular people (i.e. interpersonal trust) or in organized systems (i.e. impersonal trust). Until recently organizational trust has been treated mainly as an interpersonal phenomenon. However, the interpersonal approach is limited. Scholars studying organizational trust have thus far focused only on specific dimensions of impersonal trust, and none have taken a comprehensive approach. The first objective in this study was to develop a construct and a scale encompassing the impersonal element of organizational trust. The second objective was to examine the effects of various HRM practices on the impersonal dimensions of organizational trust. Moreover, although the “black box” model of HRM is widely studied, there have been only a few attempts to unlock the box. Previous studies on the HRM-performance link refer to trust, and this work contributes to the literature in considering trust an impersonal issue in the relationship between HRM, trust, and performance. The third objective was thus to clarify the role of impersonal trust in the relationship between HRM and performance. The study is divided into two parts comprising the Introduction and four separate publications. Each publication addresses a distinct sub-question, whereas the Introduction discusses the overall results in the light of the individual sub-questions. The study makes two major contributions to the research on trust. Firstly, it offers a framework describing the construct of impersonal trust, which to date has not been clearly articulated in the research on organizational trust. Secondly, a comprehensive, psychometrically sound, operationally valid scale for measuring impersonal trust was developed. In addition, the study makes an empirical contribution to the research on strategic HRM. First, it shows that HRM practices affect impersonal trust and the contribution is to consider the HRM-trust link in terms of impersonal organizational trust. It is shown that each of the six HRM practices in focus is connected to impersonal trust. A further contribution lies in unlocking the black box. The study explores the impersonal element of organizational trust and its mediating role between HRM practices and performance. The result is the identification of the path by which HRM contributes to performance through the mediator of impersonal trust. It is shown that the effect on performance of HRM designed specifically to enhance employees’ impersonal trust in the organization is positive.

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In a modern dynamic environment organizations are facing new requirements for success and competitive advantage. This also sets new requirements for leaders. The term of ambidexterity is used in relation with organizations that are able to manage short-term efficiency and long-term innovation simultaneously. Ambidextrous leaders have the same capability at an individual level. They are able to balance between efficiency and flexibility. This study examined the confrontation of these two competing concepts in the leadership perspective. The aim of the study was to understand this recently arisen concept and its antecedents and examine what is currently known about ambidextrous leadership. This was a case study with data collected through theme interviews in a result orientated customer centre organization that has a cultural change at hand when it comes to leadership and empowerment. Organization wants to be efficient and flexible at the same time (a.k.a. ambidextrous) and that requires new type of leadership. In this study the aim was to describe the capabilities and criteria for ambidextrous leader and examine the leadership roles related to ambidextrous leadership in different hierarchical levels. The case organization had also created systematic means to support this cultural change and the effects of the process related to leadership were studied. This study showed that the area is yet widely unexplored and contradictory views are presented. This study contributes to the deprivation of study of ambidexterity in leadership and individuals. The study presents a description of ambidextrous leadership and describes the capabilities of ambidextrous leader. Ambidextrous leaders are able to make cognitive decisions between their leadership style according to situation that requires either leadership related to efficiency such as transactional leadership or leadership related to flexibility such as transformational leadership. Their leadership style supports both short-term and long-term goals. This study also shows that the role of top management is vital and operational leaders rely on their example.

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The objective of this study was research the shared knowledge and the means of sharing with the help of social network analysis. The purpose of this study was to give descriptive information to case-organization about its situational network status in different units. The premise of the study is the success of organizational competences and networks, especially when it comes to the sharing of knowledge. The research was accomplished in a TEKES –projects, Developing Network-Based Services – The Role of Competences and Networks COMNET –projects case-organization. Lappeenranta School of Business and the case-organization started the project in co-operation. The baseline for the study was organizational competencies and organizational networks as success factors, especially from the knowledge sharing’s point of view. The research was based on triangulation, which included pre-interviews, network analyses accomplished by Webropol –e-mail survey and qualitative interviews. The results indicated that regular unit meetings were experienced to be the most important method of knowledge sharing along with e-mailing, intranet and weekly bulletins. The co-operation between units was also experienced to be important when evaluating knowledge sharing and communication. The intrafirm network was experienced tight. Dispersed units and partly unclear means of information sharing were the biggest obstacles for information communication. Knowledge sharing, communication with others and trainings were seen important in the case-organization.

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The objective of this study was to find out the factors that affect customer profitability in the not-for-profit case company. The customer profitability was examined in two different segments of the customer base. The effects that price, cost and the amount of services provided have on the profit margin were studied. The distribution of profitability among the customers and the effect of certain characteristics, such as size of the customer measured in services purchased, on the profitability were analyzed. The theoretical framework was built around customer profitability and the use of customer profitability information in a not-for-profit organization. The present use of customer profitability information and the possibilities of using the results of this research in the case company were presented. Quantitative research methods were used in the empirical part of the study. The results indicate that the two customer segments have differences in their buying behaviors which affect the profitability and thus the measures taken to improve the profitability should be considered with the different characteristics of the customers in mind. Finally the limitations of the study were discussed as possible further research topics.

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This study examined relationships of organizational dependencies, change management and developed intellectual knowledge resources, in different intellectual capital based development programs on ICT-sector. Study was carried out in a research context, where high degree of external organizational contingencies existed and lots of changes in several development programs had taken place in the last years. From a scientific perspective the main contribution was that evidence between relationships of organizational dependencies, change model portfolio and developed knowledge resources could be suggested. From managerial perspective the primary implication was that in situations where sustainable competitive advantage is pursued by means of increasing knowledge based productivity of labor, firms should seek to pursue organizational settings where external dependencies have minimal amount of effect.

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Yliopistojen tutkimustulosten hyödyntämisen merkitys on kasvanut viime vuosina Suomessa erityisesti yliopistolakimuutosten myötä. Tämän diplomityön tavoitteena on tutkia teoreettisesti kirjallisuuden avulla yliopiston tutkimustulosten jalkauttamista ja jalkauttamismenetelmiä sekä perehtyä erilaisiin yliopiston tutkimusprojekteihin. Tässä työssä muodostetaan käsitys erilaisista yliopiston tutkimusprojekteista ja luodaan tutkimusprojektikategoriat erilaisten rahoittajatahojen, kuten EU:n, Tekesin ja Suomen Akatemian, strategisiin linjauksiin perustuen. Lisäksi tässä diplomityössä selvitetään kuhunkin tutkimusprojektikategoriaan soveltuvat jalkauttamismenetelmät kirjallisuuden havaintojen avulla ja muodostetaan näin viitekehys tutkimustulosten jalkauttamiselle. Muodostettua viitekehystä sovelletaan tutkittavassa tapauksessa, jonka tutkimustulosten jalkauttamisprosessiin ja menettelyyn perehdytään tapaustutkimuksen periaatteiden mukaisesti. Tutkimuksen tuloksena havaittiin, että erityisesti epämuodolliset jalkauttamismenetelmät eli menetelmät, jotka eivät vaadi virallisia sopimussuhteita, kuten verkostojen hyödyntäminen, seminaarit, julkaisut ja tutkimustulosten tiivistelmät, ovat sovellettavissa lähes kaikissa yliopiston tutkimusprojekteissa. Lisäksi epämuodollisia jalkauttamismenetelmiä suositellaan käytettäväksi yhtäaikaisesti muodollisten jalkauttamismenetelmien kanssa, kuten esimerkiksi yhteistoimintatutkimuksen, lisensoinnin ja sopimustutkimuksen, jotta tutkimustulokset voidaan hyödyntää mahdollisimman tehokkaasti. Epämuodollisten menetelmien merkitys korostuu erityisesti, kun hyödyntävänä tahona on pk-yritys. Pk-yritykset asettavat vaatimuksia jalkauttamismenetelmille sekä kokonsa ja resurssiensa puolesta että haavoittuvuudellaan toimintaympäristön äkkinäisille muutoksille, mikä havaittiin myös tutkitussa tapauksessa. Tutkittu tapaus vahvisti teoreettista viitekehystä. Huomionarvoista tutkitussa tapauksessa oli niin sanotun välittäjäorganisaation käyttö yliopiston ja yritysten välillä, mitä voidaan suositella käytettäväksi erityisesti, kun tavoitteena on jalkauttaa yliopiston tutkimustuloksia pk-yrityksille. Välittäjäorganisaatio kuroo umpeen yliopiston ja pk-yritysten välillä havaittavaa kuilua.

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In R&D organizations multiple projects are executed concurrently. Problems arises in managing shared resources since they are needed by multiple projects simultaneously. The objective of this thesis was to study how the project and resource management could be developed in a public sector R&D organization. The qualitative research was carried out in the Magnetic Measurements section at CERN where the section measures magnets for particle accelerators and builds state of the art measurement devices for various needs. Hence, the R&D and measurement projects are very time consuming and very complex. Based on the previous research and the requirements from the organization the best alter- native for resource management was to build a project management information system. A centralized database was constructed and on top of it was built an application for interacting and visualizing the project data. The application allows handling project data, which works as a basis for resource planning before and during the projects are executed. It is one way to standardize the work-flow of projects, which strengthens the project process. Additionally, it was noted that the inner customer’s database, the measurement system and the new application needed to be integrated. Further integration ensures that the project data is received efficiently from customers and available not only within the application but also during the concrete work. The research results introduced a new integrated application, which centralizes the project information flow with better visibility.

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Tämän pro gradu -tutkimuksen tavoitteena oli tutkia osaamisen johtamisen käytäntöjä ja kehittämistarpeita kohdeorganisaatiossa henkilöstön näkökulmasta. Tutkimuksen tarkoituksena oli selvittää, miten tehtyjä henkilöstötutkimuksia on hyödynnetty kohdeorganisaatiossa ja näkyykö tämä hyödyntäminen käytännön johtamisessa henkilöstön mielestä. Tutkimus suoritettiin laadullisena tapaustutkimuksena ja empiirinen aineisto kerättiin kuudella teemahaastattelulla, jotka analysoitiin sisällönanalyysimenetelmällä. Tutkimuksessa kartoitettiin, millaisia osaamisen johtamisen käytäntöjä kohdeorganisaatiossa on. Tutkimuksen tuloksien perusteella osaamisen johtamisen peruselementit ovat olemassa: säännölliset palaverit koettiin tärkeiksi, mutta koulutuksien ja kehityskeskusteluiden järjestämisessä sekä jälkiseurannassa henkilöstö näki parannettavaa. Myös hiljaisen tiedon siirtäminen ja hyödyntäminen koettiin merkittäväksi tekijäksi organisaation onnistuneen toiminnan ja jatkuvuuden kannalta. Tutkimuksessa todettiin osaamisen johtamisen kehittämisen ja osaamisen kehittämisen menetelmien linkittyvän vahvasti toisiinsa ja tutkimuksen tuloksena esitettiin konkreettisia toimenpide-ehdotuksia osaamisen johtamisen kehittämisestä kohdeorganisaation johdolle. Tutkimuksen mukaan osaamisen johtaminen ja henkilöstöjohtaminen sulautuvat toisiinsa, eikä niitä voida tarkastella erikseen. Johdon ja henkilöstön välisellä vuorovaikutuksella on suuri merkitys onnistuneelle osaamisen johtamiselle. Keskeistä on kytkeä osaamisen johtaminen organisaation käytäntöihin ja varata sen implementointiin riittävästi resursseja.

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The topic is white collar crime in its organizational form. The research question is why otherwise law-abiding people engage in wrongful behavior within legitimate organizations and what kinds of dynamics are involved in wrongful organizational processes. This is a theoretical inquiry the method of which is to bring together relevant literature on organizational behavior regardless of the branch of science. In addition to criminological and sociolegal writings, I mostly refer to works of social psychology and organization theory. At first, I discuss the terminological multiplicity related to organizational white collar crime. In conclusion from a critical analysis of the dominant terms and definitions, I argue for the concept of organizational wrongdoing. The approach of organizational wrongdoing captures unethical, illegal and criminal organizational behavior. Thus, it is not retricted by legislative categories but ethical reasoning. The approach aims at grasping a behavioral entity, and state law crimes do not constitute an ontology of behavior. In order to understand organizational wrongdoing, the dominant criminological theories applied to white collar crime are discussed. To a surprisingly large extent, they lack a sophisticated organizational perspective and do not offer viable frameworks for building a plausible theory of organizational white collar crime. In order to fill the gap, I incorporate the social psychological dynamics of organizational behavior and present several findings on collective behavior that criminological theorization must come to terms with. ------ This publication has been first presented and accepted as a master's thesis at the Faculty of Law, University of Turku. It has been published on the series: Criminal Law and Judicial Procedure, Series B: 15, in print format. The publication was digitized in 2015 and published online.

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This master’s thesis was made in order to gain answers to the question of how the integration of the marketing communications and the decision making related to it in a geographically dispersed service organization could be improved in a situation where an organization has gone through a merger. The effects of the organizational design dimensions towards the integration of the marketing communications and the decision making related to it was the main focus. A case study as a research strategy offered a perfect frames for an exploratory study and the data collection was conducted by semi-structured interviews and observing. The main finding proved that from the chosen design dimensions, decentralization, coordination and power, could be found specific factors that in a geographically dispersed organization are affecting the integration of the marketing communications negatively. The effects can be seen mostly in the decision making processes, roles and in the division of responsibility, which are affecting the other dimensions and by this, the integration. In a post-merger situation, the coordination dimension and especially the information asymmetry and the information flow seem to have a largest affect towards the integration of the marketing communications. An asymmetric information distribution with the lack of business and marketing education resulted in low self-assurance and at the end in fragmented management and to the inability to set targets and make independent decisions. As conclusions it can be stated, that with the organizational design dimensions can the effects of a merger towards the integration process of the marketing communications to be evaluated.