Understanding absorptive capacity in Malaysian small and medium sized (SME) construction companies

Purpose – The construction industry is a very important part of the Malaysian economy. The government's aim is to make the industry more productive, efficient and safe. Small to medium-sized enterprises (SMEs) are at the core of the Malaysian construction industry and account for about 90 per cent of companies undertaking construction work. One of the main challenges faced by the Malaysian construction industry is the ability to absorb new knowledge and technology and to implement it in the construction phase. The purpose of this paper is to consider absorptive capacity in Malaysian construction SMEs in rural areas. Design/methodology/approach – The research was conducted in three stages: first, understanding the Malaysian construction industry; second, a literature review on the issues related to absorptive capacity and discussions with the Construction Industry Development Board (CIDB); and third, multiple case studies in five construction SMEs operating in a rural area to validate the factors influencing absorptive capacity. Findings – Nine key factors were identified influencing absorptive capacity in Malaysian construction SMEs operating in rural areas. These factors involved: cost and affordability; availability and supply; demand; infrastructure; policies and regulations; labour readiness; workforce attitude and motivation; communication and sources of new knowledge and; culture. Originality/value – The key factors influencing absorptive capacity presented in this paper are based on validation from the case studies in five construction SMEs in Malaysia. The research focuses on how they operate in rural areas; however, the research results have wider application than just Malaysia. The key factors identified as influencing absorptive capacity can serve as a basis for considering knowledge absorption in the wider context by SMEs in other developing countries.

Strategy and continuous improvement in small-to-medium Australian manufacturers

While Australian firms have generally recognised the value of continuous improvement (CI) in improving performance, many have yet to develop systems to ensure that the efforts of the CI program are focussed on issues of strategic importance to the company. In fact, as recognised in operations management generally, CI activities can have a significant impact on the development of strategy as well as its implementation. The research reported here uses a CI mapping methodology to chart the relationship between CI and strategy in small- to medium-sized manufacturers. Analysis of the link between the firms’ strategies and CI programs indicates that most firms involved in the study made little attempt to link the two and some appear to be unaware of any need to do so. However, such findings seem to be dependent on company size, the maturity of the CI program and the competitive position of the firm. The paper also includes an examination of the role of operations and shopfloor CI in company strategy, particularly as related to SMEs.

Company size, organisational culture and human resource management in small to medium sized professional services firms: a case study

Cultura organizacional e gestão de recursos humanos (GRH) são componentes fundamentais para a estratégia corporativa raramente estudada no contexto das pequenas e médias empresas (PME) no setor de serviços profissionais, um ambiente no qual o capital humano das empresas companhias é particularmente importante. Um estudo de caso de uma empresa de gestão de investimentos inglesa foi realizado. A PME quase triplicou o seu quadro de funcionários, de menos de 50 a mais de 140, nos últimos seis anos. Cultura e GRH foram pesquisadas tanto historicamente quanto no momento atual por meio de uma combinação de entrevistas individuais, observação direta durante as visitas ao local e análise documental. Foi verificado que a G RH (junto com um número de outras estruturas e processos internos) tornou-se mais formal, apesar do fato de que a empresa começou com políticas de RH relativamente desenvolvidas, em comparação com outras pequenas empresas. Uma possível explicação para esta estruturação das práticas de RH é que empresas do setor de serviços profissionais tendem a dar uma importância especial à qualidade da sua força de trabalho. Esta relativa estabilidade cultural pode ser explicada pelo fato da cultura ser forte e é mantida tanto inconscientemente quanto conscientemente, por meio de mecanismos como o planejamento de pessoal, recrutamento e remuneração. As conclusões, por conseguinte, demonstram que as atitudes e percepções nem sempre mudam tão rápido quanto sistemas organizacionais, e que a relação entre cultura e gestão de recursos humanos pode ser complexa; a formalização da GRH pode reforçar a mudança cultural em certos aspectos, ao mesmo tempo abrandá-lo em outros.

The Taiwanese experience with small and medium-sized enterprises (SMEs): possible lessons for Latin America and the Caribbean

Includes bibliography