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The article describes the features of the transition to an innovative model of economic growth. Articulated reasons leading to failure during the reengineering of business processes in modern organizations. The requirements for the reengineering team. Showing the approaches of one of the most important stages of reengineering - building a model organization «as it should be
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In ecology, it is important to know the name of species and where they are found. However, for the conservation purposes, to be able to interpret species distribution, the scientists also need to know about the environmental characteristics of the area such are climate features, soil structure, human population density and many others. Using new technologies such are satellite coverage, molecular techniques, modern computing and modelling, ecologists are obtaining a rich supply of information and gaining the ability to monitor how different regions are changing in terms of biodiversity. Automation of data collection and data analyses are still critical technical challenges that with the development of new-sophisticated technologies will need to be improved during the 21st century. Furthermore, increased use of modern technologies in ecology will help environmental managers in planning strategies and generating governmental policies and procedures critical for saving our environment and preserving biodiversity.
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The goal of the paper is to present the results of studies concerning the development of a method of implementation of business processes in Smart Cities systems. The method has been developed during studies carried out within the building of a Smart Cities system for Gdańsk, and is based on basic development project management mechanisms (drawing from best practices, and in particular from the RUP methodology) and business-oriented development principles, where the role of business process modeling is crucial for the implementation of functionalities of IT systems.
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Purpose. Drawing on the concept of dynamic managerial capabilities, to propose a model that incorporates managerial human and social capital, and managerial cognition in the dynamic capabilities framework.Design/Method/Approach. The study is an empirical in the context of the current conflict in the eastern Ukraine and is an analysis a non-profit field with an extremely high dynamic environment. The data was collected using a quantitative survey with 70 private corps, non-commissioned officers, and higher-ranked officers.Findings. The model provides a direct relationship between dynamic capabilities and dynamic managerial capabilities, whereby the latter is constituted by the perceived manager’s competence (manager’s human capital), manager’s team (manager’s social capital), and manager’s goal congruence towards the goals of the organization (managerial cognition).Theoretical implications. This paper expanded the body of research on dynamic managerial capabilities by developing the following arguments: (1) dynamic managerial capabilities directly influence organizational dynamic capabilities; (2) managerial social capital mediates relationships between managerial human capital and organizational dynamic capabilities; (3) managerial social capital mediates relationships between managerial cognition and organizational dynamic capabilities.Originality/value. This research not only shows how a non-profit organization can act efficiently, it is also an example of an application of strategic management theory to a practical field with life or death consequences.Research limitations/Future research. This research opens avenues for future research on dynamic capabilities in non-profit organizations.
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Working with people and managing them effectively are the manager’s features that never change. There is a substantial need to draw attention to the real meaning of manager’s social competencies, that determine the effectiveness of his or her performance in the various professional environments. Implementing these managerial functions as defining objectives, motivating process, team building and much more requires a variety of communication and interpersonal skills. Social competencies are being evolved on a daily basis for the whole life. It is actually possible to form these competencies intentionally. Development in this area is beneficial not only for an individual but it has also a positive impact on the whole team and it may increase the quality of functioning the whole organization by dint of improvement to effectiveness of team functioning.
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In a synthetic way the article presents: the premises and origin of the process approach in management the evolution of the concept in managerial theory and practice, perspectives on the directions of evolution and research requirements for process management in a changing economic environment. The main goal for the retrospective, organizing description of the process approach in management is to stimulate a discussion about the essence of process approach, its applications in practice and areas for improvement.
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The article defined and substantiated the pedagogical conditions of preparation of master’s of international information to strategic management of professional career. On the basis of theoretical analysis highlights the components of becoming a professional career, concretized definitions within this semantic field, disclosed the essence and features of the strategic management of professional career. Described the driving forces providing effectiveness of pedagogical conditions in the course of training of master’s.
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Finnish health care has been the target of continuous management reforms for decades. Most reforms have been aimed at effectiveness, enhancing quality, raising the level of management skills of health care professionals, and allowing patients greater freedom of choice. Thus, the reforms implemented in health care have been wide, many-sided and complex, and they have also overlapped each other. The main objective of this article is to analyze the current status of public health care management reforms in Finland by discussing the theoretical and practical trends used in the development of Finnish health care systems and services. The reason for choosing both the theoretical and the practical trends as the framework for this study is the hypothesis that only by combining these two issues is it possible to create a more in-depth analytical picture of the management reforms implemented in Finnish health care. This study aims to explore how health care management deals with system-wide problems, and what kinds of solutions, or even new styles of governing, have been introduced in Finland to solve these problems.
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An increasing stream of monitoring activities has entered the public sector. In the Netherlands there are hundreds of monitors on a wide range, so it can be stated that monitoring is fashionable in the Netherlands. But monitoring seems to be functional, too. Without monitoring, organisations would not even survive. Research about the use of research information and evaluations makes clear that information is not always used in a direct and transparent way. This statement raises three, interrelated research questions, which we try to answer in our paper: (1) What is the amount and the character of (intragovernmental) monitors in the public sector in the Netherlands? (2) What forms of utilisation can be distilled and how are intragovernmental monitors used in practice? (3) How do these functions of monitors relate to recent insights in the complexity of governmental performance and the role information can play in complex systems? The paper concludes with the observation that the current mode of monitoring is dominated by rationalistic assumptions. Important functions from a complexity perspective, as learning and communicating, seem to be underestimated. Monitoring is fashionable, but it seems to be less functional.
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The paper takes off from recent work on “agencification”, and seeks to demonstrate that there is much common ground between traditional non-departmental organisations (NDOs) such as public corporations or regulatory commissions and the recently emerged agencies. Presenting the characteristics of NDOs and agencies, and analysing the NDO-state relations, the paper argues that despite the different scholarly traditions, much advantage can come from allowing the two traditions to meet, share insights, and enrich each other.
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Recent enthusiasms have emphasised particularly ideas of “learning organisations”, calling attention both to the ways organisations learn and to the possibilities for improving organisational intelligence through increasing the rate and precision of learning. These enthusiasms have often encouraged the too easy assumption that learning processes necessarily lead to organisational improvement. The usefulness of learning as an instrument of organisational intelligence has to be demonstrated, not assumed. Adaptive processes such as learning are not guaranteed to reach or sustain a global maximum on an outcome surface. In order for proposals for “learning organisations” to be more than vague wishes for improvement, learning must be defined in terms of some specific process and the conditions under which that process does or does not lead to improvement must be established. This essay is built around six simple propositions, a kind of catechism for consideration of learning as an instrument of intelligence.
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Research Questions: This paper focuses on measuring the alignment of organizational elements. Motivation: Although several authors have analyzed this topic, there are few papers in which a concept for measuring the alignment of key elements of the organization is proposed (Simons, 2005; Sadeghi, 2011; Trevor & Varcoe, 2017). In previous research, the concept of alignment is usually defined through categorical variables and different organizational configurations are suggested (Mintzberg, 1980). Thus, this paper aims to propose a new approach to measuring organizational elements and their alignment. Idea: Based on the literature review we determined the organizational model for conducting the research in companies listed on the top 300 companies in Serbia. Data: On the sample of 57 respondents the results confirmed the defined hypothesis by which the alignment of the organizational elements has a positive correlation with the organizational performance. Tools: In order to measure the organizational elements we defined the 7-level scale which enables measuring the alignment of organizational elements. Findings: The research results confirm that it is necessary to look at the solutions based on some organizational elements simultaneously. However, in order to confirm the validity and reliability of the results, it is necessary to conduct a research on a larger sampling frame, since the sample from this research is relatively small in comparison to the total population. Contribution: The defined scale can be used as a control tool for checking the proposed organizational design solutions in practice. Also, the rules of alignment of organizational elements can be applied at different hierarchical levels in the organization, which will be the subject of future research of the authors.
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The article describes the issue of considering the operational risk, its identification and analysis, in the strategy implementation stage. It was decided to present the practices used by the companies that are representing the biggest percentage of the sample – a classical and a visionary strategic approach and to analyse their similarities as well as the differences. Research aims. Its purpose is to present and analyse the differences in the process of risk consideration in organisations representing different types of strategic approach – classical and visionary. Methodology. The conducted research was based on the qualitative research method using case studies. It is a part of a broader research on operational risk associated with the strategy implementation, conducted on 150 companies listed on the Warsaw Stock Exchange, operating in different industries. The sample was chosen because the presence on the stock exchange requires formulating precise strategies and associated strategic objectives, as well as reporting the progress in their implementation. It may be assumed that the companies listed on the WSE pay much attention to controlling the strategy implementation process and the issue of risk associated is an important aspect. Key findings. The research results show that the two strategic approaches differ in analyzed aspects of operational risk management. Especially surprising is the level of their formalization, contradictory to the initial assumptions. It was assumed that the visionary approach is more informal and based rather on the scenario planning, while the classical approach seem more formal and regular. The cases described showed the opposite characteristics of approaches.
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Research into the coordination of networks of cooperating organizations has been conducted for many years. This is due to the significance of the problem of network coordination that is further underlined by both investigators and practitioners. However, it is still possible to identify gaps in both theoretical and empirical research in this area. One of the issues that should be examined refers to the study of relationship between network cooperating organizations, their types, cooperation lifecycle and coordination’s phases, forms and mechanisms. The aim of this paper is to identify existing research of network governance and, consequently, to develop a research model to be used while studying coordination of dominated and equal partner network. To realize goals constructed this way we have adopted a review of available literature.
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The integration of supply chains can be implemented, among others, thanks to the integration of logistics centers into their structures. In the article, particular attention was paid to the role and importance of intermodal transport for the development of logistics centers and the efficient functioning of global supply chains. The author also indicates the benefits that participants in supply chains can get from using the infrastructure of logistics centers.
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The aim of this article is to test the teacher leadership initiated by teacher professional development abroad, as a factor of organisational change in a structural equation model. Structural equation modelling was employed to analyse survey data collected from 218 teachers who participated in professional development activities abroad under Erasmus+ KA1 in 32 Lithuanian schools. The model expresses the relationship between teacher leadership and organizational change, where teacher professional development abroad is treated as an initial (self-development) dimension of teacher leadership. Results revealed the positive and significant relationship between teacher leadership and organizational change, where leadership is conceptualized as an ongoing relational process of self development, dispersing ideas, involving others and gaining commitment. Findings of the study also depicted a positive and significant relationship of didactic competence (the dimension of self-development phase of leadership) with one of the dimensions of organizational change - learning in the classroom.
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The aim of the paper is to discuss the importance of school (self-) evaluation capacity building within quality assurance system in education in Slovenia. The research is focused on self-evaluation training program in 245 educational institutions. The results demonstrate its importance and pinpoints several challenges, i.e.: “how to build organizational (leaders’) evaluation capacity”, “learning transfer in practice”, and “how to choose among various evaluation capacity building strategies”. Building upon empirical findings, the paper suggests that the training as a sole strategy for capacity building does not suffice in the competitive, quality-driven educational context. Correspondingly, the model of self-evaluation capacity building for schools is presented and discussed.
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The characteristics of cooperation between head teachers and school counsellors are presented theoretically and empirically. Distributed leadership means that head teachers do not lead schools through school-based educators but rather together with them, with school counsellors playing an important role. Numerous research studies demonstrate that a strong head teacher–school counsellor relationship is a crucial component of meeting the vision, goals and well-being of the school. The findings of our research study, conducted among head teachers and school counsellors, show positive attitudes of both groups towards mutual cooperation. Both considered the cooperation to be good or very good, the head teachers rated it even better. It is interesting to observe that the head teachers found more support in school counsellors than vice versa. Also, more of the head teachers said they saw school counsellors as partners than did the school counsellors. It thus remains to be seen how school counsellors’ perception of the school leadership’s support in their work could be strengthened and how head teachers could be encouraged to support the work of the school counselling service even more, so that this relationship becomes reciprocal and that each party’s ability to perform their work will be enhanced by the strong relationship.
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Over the past 25 years, Lithuania has established a system of education based on humanistic and democratic relationships. In this system, teacher leadership is highly important, as it serves as the basis for school community “reculturisation” and improvement. The aim of the current article is to overview the situation of teacher leadership in Lithuania, emphasising the aspect of teacher cooperation. The three characteristics of Lithuanian teacher leadership that we present demonstrate that teacher cooperation remains a challenge in the country. Teachers are reluctant to discuss and render improvement proposals, and lack experience of teamwork. Nevertheless, it is to be expected that the ongoing project “Time for Leaders,” will produce the necessary cultural change required to create a learning network of teachers and establish genuine, open and professional dialogue.
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This research describes Knowledge and Innovation Management (KIM) dimensions and processes that are practiced in corporations in Malaysia. Specifically, KIM dimensions and KIM processes were measured and their relationship towards company financial and non-financial performances were determined. Data was collected from 300 large corporations operating in Malaysia. The analyses suggest that KIM dimensions and KIM processes are significantly practiced by corporations and these constructs (KIM dimensions and processes) have significant impact towards firms’ financial and non-financial performances. This paper raises awareness and provides empirical evidence for the systematic implementation of KIM in organization, which are vital for firm performance. As empirical studies that tests and validates KIM principles in corporations are rare, this research provides valuable insights into the critical role of KIM in organizations as well as paves path for further exploration in the field of organizational performance.
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