1. An innovative approach to organizational changes for sustainable processes : a case study on waste minimizationEva Krhač Andrašec, Tomaž Kern, Benjamin Urh, 2023, izvirni znanstveni članek Opis: It is necessary to adapt constantly to the business environment with its changing demands. Understanding the objectives, scope, and limitations of actual process changes is crucial, and can be achieved with numerous measures, methods, and techniques. This research demonstrates an innovative approach to organizational changes to enable sustainable processes. In the first part of this research, relevant measures, methods, and techniques are selected through an in-depth literature review. Then, an international online questionnaire is executed among 213 enterprises from four countries. In the last part of this research, the developed approach is tested for the example of waste minimization in the process of developing coatings. Based on the analysis of the survey questionnaire, the usability and benefits of various measures are demonstrated, namely from the point of view of their positive impact on structural and operational efficiency indicators. At the end of the article, a case study presents the success of the innovative approach in terms of 88% waste minimization and up to 48% time and cost reductions in the process of developing coatings. The proposed approach enables better choices to be made and the more efficient use of various measures, which can lead to more sustainable processes and improve the efficiency of enterprises. Ključne besede: organizational changes, key performance indicators, measures, methods and techniques, sustainable processes, waste minimization Objavljeno v DKUM: 02.04.2024; Ogledov: 286; Prenosov: 24
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2. Organizational ambidexterity, exploration, exploitation and firms innovation performanceMladenka Popadić, Matej Černe, Ines Milohnić, 2015, izvirni znanstveni članek Opis: Background and Purpose: The construct of organizational ambidexterity (OA) has attracted the growing attention in management research. Previous empirical research has investigated the effect of organisational ambidexterity on performance from various perspectives. This study aims to resolve the contradictory previous research findings on the relationship between organisational ambidexterity and innovation performance. We unpack this construct with combined dimension of ambidexterity, which relates to a combination of high levels of both exploration and exploitation (introduction of products or services that were new to the market and new to the firm).
Methodology: We frame our ambidexterity hypothesis in terms of firm’s innovation orientation. The hypothesis is tested by using Community Innovation Survey (CIS) 2006 micro data at the organizational level in twelve countries. To operationalize an ambidexterity and firms innovation outcome, we used self-reported measures of innovativeness.
Results: To test our hypothesis, we developed a set of models and tested them with multiple hierarchical linear regression analyses. The results indicate that exploration and exploitation are positively related to firm’s innovation performances which supports our assumption that both are complementary. Furthermore, we find that above and over their independent effects, through combining them into a single construct of organizational ambidexterity, this variable remains negatively and significantly related to innovation performance.
Conclusion: These results provides the managers with an idea of when managing trade-offs between exploration and exploitation would be more favorable versus detrimental. For firms with lower organizational ambidexterity, the relationship between exploration-exploitation and the firm’s innovation performance is a more positive one. Ključne besede: enterprises, entrepreneurs, entrepreneurship, organizational ambidexterity, exploration, exploitation, innovation performance Objavljeno v DKUM: 10.01.2018; Ogledov: 1211; Prenosov: 419
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3. Can marketing resources contribute to company performance?Borut Milfelner, Vladimir Gabrijan, Boris Snoj, 2008, izvirni znanstveni članek Opis: The study investigates the relationships between market orientation, innovation resources, reputational resources, customer related capabilities, and distribution based assets, as well as their impact on market and financial performance. The results indicate that market orientation is indirectly related to a company's market and financial performance through other four marketing resources. Reputational resources have a positive impact on loyalty, market share, and sales volume, while the impact of innovation resources on market share and sales volume is rather indirect through customer loyalty. While the customer related capabilities significantly impact customer loyalty their impact on market share and sales volume can not be confirmed. On the other side the distribution based assets are weakly related to loyalty and market share and sales volume. General findings indicate that selected marketing resources impact financial performance indirectly through the creation of customer loyalty and directly through market share and sales volume. Ključne besede: market orientation, innovation resources, reputational resources, customer related capabilities, distribution- based assets, organizational performance Objavljeno v DKUM: 10.07.2015; Ogledov: 1554; Prenosov: 443
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4. Impact of balanced organizational values on business performanceIvan Malbašić, 2015, doktorska disertacija Opis: Theories of organization and management have offered several concepts and models indicating that organizational values are an important factor in running organizations. A still unexplained question concerns the creation of balanced organizational values which can support the achievement of diversified and even seemingly incompatible goals of today's organizations. To explore balanced organizational values in contemporary business practice, we tested two most frequently used value models, i.e., the Competing Values Framework and Schwartz’s values model, on the sample of the Fortune 100 companies. This dissertation proposes a new model of balanced organizational values named Mission-based model of organizational values which proved itself to be more appropriate for researching balanced values in contemporary business practice than the two most frequently used value models (the Competing Values Framework and Schwartz’s values model), thus supporting the first hypothesis of this dissertation. Given the particularities of balanced organizational values research, an instrument for measuring organizational values was developed to suit the specific needs of this research. In order to test the research hypotheses, a research in 24 Croatian companies was conducted. In each of these companies, between 27 and 50 employees were surveyed giving a total sample size of 874 respondents. The results of statistical analysis performed to test the second hypothesis, as well as the related sub-hypotheses, indicate that the degree of imbalance of organizational values has no significant effect on the higher level of organizational commitment. The same applies to the two separate components of organizational commitment—affective and normative. However, the existence of medium-sized negative correlation between the degree of imbalance of organizational values and continuance component of organizational commitment was determined. The testing results of the third hypothesis, as well as the related sub-hypotheses, indicate that organizations with balanced organizational values are, in general, more effective than organizations with imbalanced values. Moreover, this correlation was found not only for the overall level of organizational effectiveness, but also for the most perspectives of organizational effectiveness based on the Balanced Scorecard approach. To conclude, this dissertation contributes to a better understanding of the role of organizational values in business, especially emphasizing the importance and role of balanced organizational values. Mission-based model of organizational values, developed within this dissertation, follows the findings of the most used models, integrating and upgrading them with new cognitions based on selected scientific knowledge and experience from business practice. And most importantly, this dissertation presents an empirical confirmation of the importance of balancing organizational values as one of the preconditions for successful business. Ključne besede: organizational values, balanced values, model of organizational values, business performance, organizational effectiveness, organizational commitment, Fortune 100 companies Objavljeno v DKUM: 14.04.2015; Ogledov: 1883; Prenosov: 305
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