689 resultados para Organizational Commitment


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This paper investigates the interface between organizational learning capability, entrepreneurial orientation (EO), and small business performance. It reports on the findings from 350 small and medium enterprises (SMEs) in North Cyprus operating in the services and retailing sectors. The findings indicate a positive relationship between EO and sales and market share growth, but not between EO and employment growth. There is also a positive relationship between organizational learning capability and EO. This paper contributes to the small business management literature by providing a holistic analysis of the interface between organizational learning capability, EO, and growth.

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Improving the environmental performance of non-domestic buildings is a complex and â˜wickedâ problem due to conflicting interests and incentives. This is particularly challenging in tenanted spaces, where landlord and tenant interactions are regulated through leases that traditionally ignore environmental considerations. â˜Green leasingâ is conceptualized as a form of â˜middle-outâ inter-organizational environmental governance that operates between organizations, alongside other drivers. This paper investigates how leases are evolving to become â˜greenerâ in the UK and Australia, providing evidence from five varied sources on: (1) UK office and retail leases, (2) UK retail sector energy management, (3) a major UK retailer case study; (4) office leasing in Sydney, and (5) expert interviews on Australian retail leases. With some exceptions, the evidence reveals an increasing trend towards green leases in prime offices in both countries, but not in retail or sub-prime offices. Generally introduced by landlords, adopted green leases contain a variety of ambitions and levels of enforcement. As an evolving form of privateâprivate environmental governance, green leases form a valuable framework for further tenantâlandlord cooperation within properties and across portfolios. This increased cohesion could create new opportunities for polycentric governance, particularly at the interface of cities and the property industry.

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Housing Associations (HAs) contribute circa 20% of the UKâs housing supply. HAs are however under increasing pressure as a result of funding cuts and rent reductions. Due to the increased pressure, a number of processes are currently being reviewed by HAs, especially how they manage and learn from defects. Learning from defects is considered a useful approach to achieving defect reduction within the UK housebuilding industry. This paper contributes to our understanding of how HAs learn from defects by undertaking an initial round table discussion with key HA stakeholders as part of an ongoing collaborative research project with the National House Building Council (NHBC) to better understand how house builders and HAs learn from defects to reduce their prevalence. The initial discussion shows that defect information runs through a number of groups, both internal and external of a HA during both the defects management process and organizational learning (OL) process. Furthermore, HAs are reliant on capturing and recording defect data as the foundation for the OL process. During the OL process defect data analysis is the primary enabler to recognizing a need for a change to organizational routines. When a need for change has been recognized, new options are typically pursued to design out defects via updates to a HAs Employerâs Requirements. Proposed solutions are selected by a review board and committed to organizational routine. After implementing a change, both structured and unstructured feedback is sought to establish the changeâs success. The findings from the HA discussion demonstrates that OL can achieve defect reduction within the house building sector in the UK. The paper concludes by outlining a potential â˜learning from defects modelâ for the housebuilding industry as well as describing future work.

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I en rapport som Svensk Näringsliv (2010) har utfÃrt beskriver de att fÃretag redan idag och inom en snar framtid stÃ¥r infÃr den stÃrsta pensionsavgÃ¥ngen nÃ¥gonsin i Svensk historia. 40- talisternas avgÃ¥ng ställer fÃretag infÃr stora utmaningarna, framfÃrallt att lyckas genomfÃra en lyckad generationsväxling. De personer som gÃ¥r i pension har under sitt yrkesverksamma liv utvecklat en kunskap som mÃ¥nga organisationer vilar pÃ¥. En stor del av denna kunskap mÃ¥ste ÃverfÃras fÃr att organisationerna ska kunna fortsätta att vara effektiva pÃ¥ marknaden. Syftet med denna studie var att fÃ¥ en djupare fÃrstÃ¥else fÃr ledarskapets betydelse gällande kunskapsÃverfÃring i en organisation, samt bidra med praktiska verktyg till chefer och medarbetare fÃr att undvika att fÃrlora värdefull kunskap vid en generationsväxling. IndustrifÃretaget LEAX har själva identifierat ett problem i att ÃverfÃra viktig kunskap i och med kommande generationsväxling. Deras Ãnskan var att fÃ¥ hjälp med praktiska verktyg fÃr hur de ska tänka och verka fÃr att mildra kunskapsglappet som kan uppstÃ¥. FÃr att undersÃka detta och därmed uppfylla denna studies syfte har intervjuer genomfÃrts med fyra produktionsledare, fyra medarbetare som fÃrväntas dela kunskap och tre medarbetare som fÃrväntas ta till sig kunskap. Innan intervjuerna genomfÃrdes läste vi in oss pÃ¥ teori om kunskap, kunskapsÃverfÃring och ledarskap. Eftersom begreppet kunskap har en bred betydelse och kan definieras olika beroende om den är individuell eller organisatorisk, bÃrjade vi i vÃ¥rt teoriavsnitt att bena ut detta begrepp. Nonaka och Takeuchi (1995) gÃr en fÃrenklad bild av kunskap som ett isberg, där den explicita kunskapen benämns som toppen. Väl synlig Ãver ytan pÃ¥ vattnet är den enkel att upptäcka och ta till sig. Under vattnet dÃljer sig en osynlig kunskap som är svÃ¥r att upptäcka, sÃ¥ kallas implicit eller tyst kunskap. Denna kunskap utgÃr en enorm del av isberget och blir därmed viktig att bevara. Dock är denna kunskap svÃ¥r att ÃverfÃra dÃ¥ den är osynlig och svÃ¥r att ta pÃ¥. FÃr att fÃrstÃ¥ vad kunskapsÃverfÃring innebär, behÃver organisationer identifiera vilken sorts kunskap som behÃver ÃverfÃras fÃr att kunskapsÃverfÃringen ska bli lyckad (Jonsson, 2012). Men även fast organisationer gÃr detta mÃ¥ste även ledningen fÃrstÃ¥ att kunskapsÃverfÃring är en strategisk angelägenhet som kan ses som en process som involverar medarbetare. I denna studie har vi undersÃkt hur ledare kan skapa motivation, engagemang och resurser fÃr medarbetare att vilja medverka och bidra till kunskapsÃverfÃring. FÃr att fÃrsÃka fÃrstÃ¥ hur kunskap ÃverfÃrs i en organisation har vi använt oss av Nonaka och Takeuchi, (1995) SECI-modell. Modellen bygger pÃ¥ samspelet mellan den tysta och explicita kunskapen, vilket sker i fyra processer. Dessa processer har vi sedan utvecklat till en egen modell som inkluderar institutionella, organisatoriska och kognitiva faktorer. UtifrÃ¥n dessa faktorer har vi skapat praktiska fÃrslag pÃ¥ hur ledare tillsammans med medarbetarna kan planera kunskapsÃverfÃring. Dessa praktiska fÃrslag gynnar bÃ¥de individuell- och organisatorisk utveckling, samt bidrar till att mildra kunskapsfÃrlust vid generationsväxlingen. Ett av de praktiska exempel vi utformat är en kompetensprofil, som är ett hjälpmedel fÃr organisationer att identifiera vilken kunskap som medarbetarna besitter, vilket synliggÃr vilken kunskap det är som kan gÃ¥ fÃrlorad. Kompetensprofilen tillsammans med vÃ¥r modell kan appliceras pÃ¥ liknande fÃretag, men även pÃ¥ organisationer som verkar inom andra branscher. Eftersom denna kompetensprofil är utvecklad efter de krav som finns inom aktuell verksamhet, finns det mÃjlighet att anpassa efter andra verksamheter.

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Sponsring är ett utbyte och en marknadsfÃringsmetod som används av allt fler organisationer. Med syftet att pÃ¥verka personalen i en organisation är sponsring en relativt oanvänd metod fÃr marknadsfÃring. Trots detta sÃ¥ pÃ¥verkar sponsring personalen oavsett organisationens mÃ¥lsättning med sponsring. Syftet med studien är att utvärdera om sponsring fungerar som ett verktyg fÃr motivation i en specifik organisation, sedan utvärderas hur sponsring bidrar till motivation. FÃr att besvara syftet genomfÃrdes en kvantitativ studie i form av en enkätundersÃkning. Denna genomfÃrdes hos vÃ¥rt studieobjekt LänsfÃrsäkringar i Gävleborg. Analysen av den insamlade datan har genomfÃrts med stÃd av den teoretiska referensramen. Resultatet av studien visar att sponsring kan användas till att motivera personalen pÃ¥ LänsfÃrsäkringar. Dock sÃ¥ är organisationens nuvarande sponsring nÃ¥got som inte tydligt motiverar personalen. LänsfÃrsäkringar vill med sin sponsring bidra till samhället och pÃ¥ sÃ¥ sätt skapa engagemang och stolthet bland personalen. Sponsring fÃ¥r personalen att känna stolthet men däremot inget tydligt engagemang. LänsfÃrsäkringar är bra pÃ¥ att informera personalen om sponsring, däremot sÃ¥ är organisationen inte lika bra pÃ¥ att lyssna till personalens värderingar kring sponsring. Det bristande engagemanget skulle dÃ¥ kunna bero pÃ¥ att personalen inte fÃ¥r tycka till om organisationens sponsring.

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Purpose â This research focuses on finding the reasons, why members from different sectors join a cross-sector/multi-stakeholder CSR network and what motivates them to share (or not to share) their knowledge of CSR and their best practices. Design/methodology/approach â Semi-structured interviews were conducted with members of the largest cross-sector CSR network in Sweden. The sample base of 15 people was chosen to be able to represent a wider variety of members from each participating sectors. As well as the CEO of the intermediary organization was interviewed. The interviews were conducted via email and telephone. Findings â The findings include several reasons linked to the business case of CSR such as stakeholder pressure, competitive advantage, legitimacy and reputation as well as new reasons like the importance of CSR, and the access of further knowledge in the field. Further reasons are in line with members wanting to join a network, such as access to contact or having personal contacts. As to why members are sharing their CSR knowledge, the findings indicate to inspire others, to show CSR commitment, to be visible, it leads to business opportunity and the access of others knowledge, and because it was requested. Reasons for not sharing their knowledge would be the lack of opportunity, lack of time and the lack of experience to do so. Originality/value â The research contributes to existing studies, which focused on Corporate Social Responsibility and cross-sector networking as well as to inter-organizational knowledge sharing in the field of CSR.

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Syftet med examensarbetet var att med utgÃ¥ngspunkt i ett konkret exempel, beskriva hur fÃretag kan organisera verksamheten fÃr att ta till vara pÃ¥ de anställdas outnyttjade kreativitet. Materialet i examensarbetet kan mycket väl tillämpas och användas i andra organisationer än den studerade organisationen Ica DE Borlänge. Dock bÃr beaktande tas till den specifika kontexten som fÃreligger vid implementeringen av materialet. Med stÃd av den teoretiska referensramen visar resultaten av analysen ett behov av en ny organisationsstruktur med tydliga roller och nya belÃningssystem. Den studerade organisationen är en lärande organisation där ett medarbetarengagemang sÃker främjas. Genom en ny organisationsstruktur med tydliga roller Ãkar detta medarbetarengagemanget och fler genomfÃrda fÃrbättringar genomfÃrs snabbare, vilket bidrar till att de anställdas outnyttjade kreativitet tillvaratas pÃ¥ ett framgÃ¥ngsrikt sätt. De nya belÃningssystemen flyttar fokus till medarbetarengagemanget och fÃrbättringsarbetet, vilket främjar ett genomsyrande Lean-tänkande i organisationen. BelÃningssystemen skapar även jämnare produktionsflÃden som hÃjer arbetssäkerheten, Ãkar produktionskvalitén, minimerar stress samt skapar goda fÃrutsättningar fÃr att beräkna personalbemanningen. Kvalitativa metoder har använts fÃr datainsamlingen. Dessa utfÃrdes genom en fÃrstudie och en fallstudie. Fallstudien bestod utav bakgrundsintervjuer, en intervjustudie samt en observation. Det empiriska materialet visar att organisationen arbetar med ett omfattande fÃrbättringsarbete i alla organisatoriska nivÃ¥er. BÃ¥de chefer och medarbetare har viljan och ambitionen att fÃ¥ till ett framgÃ¥ngsrikt fÃrbättringsarbete, men trots flera Ã¥rs arbete med Lean efterfrÃ¥gas ändÃ¥ mer tid, bättre organisationsstruktur samt en sambandskoordinatÃr med specialistkompetens som driver fÃrbättringsarbetet framÃ¥t. Empirin ger en viss indikation pÃ¥ att fÃrbättringsverksamheten har anpassats och organiserats till den befintliga organisationsstrukturen. FÃrbättringsarbetet torde bli mer framgÃ¥ngsrikt om verksamheten anpassas och organiseras utefter de anställdas outnyttjade kreativitet istället. I summering av slutsatsen Ã¥skÃ¥dliggÃrs tvÃ¥ centrala variabler som kan bidra till lÃ¥ngsiktiga framgÃ¥ngar i arbetet med att tillvarata de anställdas outnyttjade kreativitet. En ny organisationsstruktur med tydliga roller som fokuserar pÃ¥ fÃrbättringsarbetet samt nya belÃningssystem fÃr inlämnade fÃrbättringsfÃrslag, skulle vara av stor betydelse fÃr ett lÃ¥ngsiktigt medarbetarengagemang i en framgÃ¥ngsrik organisation.

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Background: The gap between what is known and what is practiced results in health service users not benefitting from advances in healthcare, and in unnecessary costs. A supportive context is considered a key element for successful implementation of evidence-based practices (EBP). There were no tools available for the systematic mapping of aspects of organizational context influencing the implementation of EBPs in low- and middle-income countries (LMICs). Thus, this project aimed to develop and psychometrically validate a tool for this purpose. Methods: The development of the Context Assessment for Community Health (COACH) tool was premised on the context dimension in the Promoting Action on Research Implementation in Health Services framework, and is a derivative product of the Alberta Context Tool. Its development was undertaken in Bangladesh, Vietnam, Uganda, South Africa and Nicaragua in six phases: (1) defining dimensions and draft tool development, (2) content validity amongst in-country expert panels, (3) content validity amongst international experts, (4) response process validity, (5) translation and (6) evaluation of psychometric properties amongst 690 health workers in the five countries. Results: The tool was validated for use amongst physicians, nurse/midwives and community health workers. The six phases of development resulted in a good fit between the theoretical dimensions of the COACH tool and its psychometric properties. The tool has 49 items measuring eight aspects of context: Resources, Community engagement, Commitment to work, Informal payment, Leadership, Work culture, Monitoring services for action and Sources of knowledge. Conclusions: Aspects of organizational context that were identified as influencing the implementation of EBPs in high-income settings were also found to be relevant in LMICs. However, there were additional aspects of context of relevance in LMICs specifically Resources, Community engagement, Commitment to work and Informal payment. Use of the COACH tool will allow for systematic description of the local healthcare context prior implementing healthcare interventions to allow for tailoring implementation strategies or as part of the evaluation of implementing healthcare interventions and thus allow for deeper insights into the process of implementing EBPs in LMICs.

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BACKGROUND: A large proportion of the annual 3.3 million neonatal deaths could be averted if there was a high uptake of basic evidence-based practices. In order to overcome this 'know-do' gap, there is an urgent need for in-depth understanding of knowledge translation (KT). A major factor to consider in the successful translation of knowledge into practice is the influence of organizational context. A theoretical framework highlighting this process is Promoting Action on Research Implementation in Health Services (PARIHS). However, research linked to this framework has almost exclusively been conducted in high-income countries. Therefore, the objective of this study was to examine the perceived relevance of the subelements of the organizational context cornerstone of the PARIHS framework, and also whether other factors in the organizational context were perceived to influence KT in a specific low-income setting. METHODS: This qualitative study was conducted in a district of Uganda, where focus group discussions and semi-structured interviews were conducted with midwives (n = 18) and managers (n = 5) within the catchment area of the general hospital. The interview guide was developed based on the context sub-elements in the PARIHS framework (receptive context, culture, leadership, and evaluation). Interviews were transcribed verbatim, followed by directed content analysis of the data. RESULTS: The sub-elements of organizational context in the PARIHS framework--i.e., receptive context, culture, leadership, and evaluation--also appear to be relevant in a low-income setting like Uganda, but there are additional factors to consider. Access to resources, commitment and informal payment, and community involvement were all perceived to play important roles for successful KT. CONCLUSIONS: In further development of the context assessment tool, assessing factors for successful implementation of evidence in low-income settings--resources, community involvement, and commitment and informal payment--should be considered for inclusion. For low-income settings, resources are of significant importance, and might be considered as a separate subelement of the PARIHS framework as a whole.

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Background. Nurses' research utilization (RU) as part of evidence-based practice is strongly emphasized in today's nursing education and clinical practice. The primary aim of RU is to provide high-quality nursing care to patients. Data on newly graduated nurses' RU are scarce, but a predominance of low use has been reported in recent studies. Factors associated with nurses' RU have previously been identified among individual and organizational/contextual factors, but there is a lack of knowledge about how these factors, including educational ones, interact with each other and with RU, particularly in nurses during the first years after graduation. The purpose of this study was therefore to identify factors that predict the probability for low RU among registered nurses two years after graduation. Methods. Data were collected as part of the LANE study (Longitudinal Analysis of Nursing Education), a Swedish national survey of nursing students and registered nurses. Data on nurses' instrumental, conceptual, and persuasive RU were collected two years after graduation (2007, n = 845), together with data on work contextual factors. Data on individual and educational factors were collected in the first year (2002) and last term of education (2004). Guided by an analytic schedule, bivariate analyses, followed by logistic regression modeling, were applied. Results. Of the variables associated with RU in the bivariate analyses, six were found to be significantly related to low RU in the final logistic regression model: work in the psychiatric setting, role ambiguity, sufficient staffing, low work challenge, being male, and low student activity. Conclusions. A number of factors associated with nurses' low extent of RU two years postgraduation were found, most of them potentially modifiable. These findings illustrate the multitude of factors related to low RU extent and take their interrelationships into account. This knowledge might serve as useful input in planning future studies aiming to improve nurses', specifically newly graduated nurses', RU.

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This paper traces the historical development in the State of Maine of the procedures by which persons found to be mentally unsound can be committed to institutional care against their will. Beginning in 1820 and continuing to the present, specific changes in the statutes governing this area are noted. Both the criminal and civil commitment procedures are dealt with. Following the historical trace, pending legislation relating to the criminal commitment process is examined in detail. Finally, consideration is given to the need for a complete reexamination of the practice of involuntary commitment involving ethical and constitutional issues.

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I begin by citing a definition of "third wave" from the glossary in Turbo Chicks: Talking Young Feminisms at length because it communicates several key issues that I develop in this project. The definition introduces a tension within "third wave" feminism of building and differentiating itself from second wave feminism, the newness of the term "third wave," its association with "young" women, complexity of contemporary feminisms, and attention to multiple identities and oppressions. Uncovering explanations of "third wave" feminism that go beyond, like this one, generational associations, is not an easy task. Authors consistently group new feminist voices together by age under the label "third wave" feminists without questioning the accuracy of the designation. Most explorations of "third wave" feminism overlook the complexities and distinctions that abound among "young" feminists ; not all young feminists espouse similar ideas, tactics, and actions; and for various reasons, not all young feminists identify with a "third wave" of feminism. Less than a year after I began to learn about feminism I discovered Barbara Findlen's Listen Up: Voices From the Next Feminist Generation. Although the collection nor its contributors declare association with "third wave" feminism, consequent reviews and citations in articles identify it, along with Rebecca Walker's To Be Real: Telling the Truth and Changing the Voice of Feminism, as a major text of "third wave" feminism. Re-reading Listen Up since beginning to research "third wave" feminism, I now understand its fundamental influence on my research questions as a starting point for assessing persistent exclusion in contemporary feminism, rather than as a revolutionary text (as it is claimed to be in many reviews). Findlen begins the introduction with the bold claim, "My feminism wasn't shaped by antiwar or civil rights activism ..." (xi). Framing the collection with a disavowal of the influence women of color's organizational efforts negates, for me, the project's proclaimed commitment to multivocality. Though several contributions examine persistent exclusion within contemporary feminist movement, the larger project seems to rely on these essays to reflect this commitment, suggesting that Listen Up does not go beyond the "add and stir" approach to "diversity." Interestingly, this statement does not appear in the new edition of Listen Up published in 2001. And the content has changed with this new edition, including several more Latina contributors and other "corrective" additions.