Learning Organization Characteristics Contributed to its Readiness-to-Change: A Study of the Thai Mobile Phone Service Industry

This paper aims to verify the relationship between Learning Organizations (LO) characteristics and an organization's readiness-to-change. LOs, based on a review of the literature, seem to have the competitive advantage of high readiness-to-change in today is economic business environment. The mobile service providers in Thailand are selected for this study. The results have shown a substantial relationship between readiness-to-change and the LO characteristics of cultural values, leadership commitment and empowerment, communication, knowledge transfer, employee characteristics, and performance upgrading. This study confirms that LO characteristics are correlated to an organization's readiness-to-change, suggesting that it is essential for organizations to develop into LOs in order to survive and/or prosper in a competitive and ever changing in business environment.

Sustainable management: a strategic challenge for a global minerals and metals industry

This paper refers to the concept of sustainable management as the management approach which efficiently integrates economic, environmental and social issues into the operations of the minerals and metals industries, with the aim of creating long-term benefits for all stakeholders, and securing the support, cooperation, and trust of the local community. Among many other issues, sustainable management deals with strategy, responsible project feasibility decisions, managing for operational efficiency, improved risk management, enhanced stakeholder relationships, and corporate reputation. Overall, it deals with seeking long-term competitive advantages through responsible management of environmental and social issues. An essential requirement for sustainable management is the corporate commitment to the values of sustainability, but this is not sufficient. Also essential is the development of a business culture where sustainability is a high professional and business value. Furthermore, an organizational structure with specific roles and integration mechanisms and adequate management systems are also required. Regarding business culture, a well-established business code is a necessary but an insufficient condition. Sustainable management relies on individual ethical conduct and trust to foster full participation of stakeholders and to encourage commitment among them. It allows decision making at appropriate levels in the organization and encourages individual risk-taking for continuous improvement. Without trust, social licence is not achievable. In this paper, the concept of sustainable management is introduced as the management approach that integrates a business culture, strong leadership and an organizational structure that strives for long term economics benefits through sustainability. To achieve this goal, sustainability must be vertically integrated at three organizational levels (corporate, divisional and operational) and three functional levels (strategy, planning and implementation)

Knowledge management and organizational learning: Strategies and practices for innovation

In a globalised competitive world, organisations are looking for ways to gain or maintain a competitive advantage in the marketplace. Of the important challenges facing firms and organizations three are of prime importance: (1) for organizations to know what they know and maximise the transfer of this knowledge throughout their organisation; (2) finding ways of working which assist in maintaining their competitive advantage and finding new ways of gaining competitive advantage often through innovation, and (3) continuously learning through the exploitation of existing resources and capabilities and the exploration of new resources and capabilities to improve their performance. These challenges are interrelated. This paper investigates some of the extensive literature on innovation and knowledge management and suggests propositions for future research

CAHRS hrSpectrum (July - August 2004)

HRSpec04_08.pdf: 59 downloads, before Oct. 1, 2020

Modified Stage-Gate: A Conceptual Model of Virtual Product Development Process

In today s dynamic marketplace, manufacturing companies are under strong pressure to introduce new products for long-term survival with their competitors. Nevertheless, every company cannot cope up progressively or immediately with the market requirements due to knowledge dynamics being experienced in the competitive milieu. Increased competition and reduced product life cycles put force upon companies to develop new products faster. In response to these pressing needs, there should be some new approach compatible in flexible circumstances. This paper presents a solution based on the popular Stage-Gate system, which is closely linked with virtual team approach. Virtual teams can provide a platform to advance the knowledge-base in a company and thus to reduce time-to-market. This article introduces conceptual product development architecture under a virtual team umbrella. The paper describes all the major aspects of new product development (NPD), NPD process and its relationship with virtual teams, Stage-Gate system finally presents a modified Stage-Gate system to cope up with the changing needs. It also provides the guidelines for the successful implementation of virtual teams in new product development.Comment: 24 page

Modified Stage-Gate: A Conceptual Model of Virtual Product Development Process

In today’s dynamic marketplace, manufacturing companies are under strong pressure to introduce new products for long-term survival with their competitors. Nevertheless, every company cannot cope up progressively or immediately with the market requirements due to knowledge dynamics being experienced in the competitive milieu. Increased competition and reduced product life cycles put force upon companies to develop new products faster. In response to these pressing needs, there should be some new approach compatible in flexible circumstances. This paper presents a solution based on the popular Stage-Gate system, which is closely linked with virtual team approach. Virtual teams can provide a platform to advance the knowledge-base in a company and thus to reduce time-to-market. This article introduces conceptual product development architecture under a virtual team umbrella. The paper describes all the major aspects of new product development (NPD), NPD process and its relationship with virtual teams, Stage-Gate system finally presents a modified Stage-Gate system to cope up with the changing needs. It also provides the guidelines for the successful implementation of virtual teams in new product development

Global Diversity Management: Towards a Conceptual Framework

[Excerpt] Compared to research on cross-national differences in diversity management, more research has been conducted within the second key area of global diversity management – that on the effective management of culturally diverse teams and organizations, and on the development of global competence among employees. Indeed, research on multicultural teams (e.g. Earley and Gibson, 2002), global competence (e.g. Chang and Tharenou, 2004; Earley and Peterson, 2004), and conflict management in multicultural groups (e.g. Barkema et al., 2003) has been emerging in the last decade; it simply has not been labelled a part of global diversity management per se. However, to date, there are no unifying frameworks for studying global diversity, with the exception of one by Mor Barak (2000), which focuses on the connection between subsidiaries and the larger communities in which they are embedded. While we agree that this is an important issue, many leaders of global firms first want to know how to manage global diversity within the confines of their organization. Thus, one of our goals in introducing this special issue on global diversity is to propose one such framework, to serve two primary aims: (a) to provide a framework within which to situate the papers that appear in this special issue; and (b) to stimulate future research in the area. In what follows, we briefly describe this framework, and then we introduce the papers for the special issue

A conceptual model for assessing managerial implications of changes in information technologies (Bilişim teknolojilerindeki değişimlerin yönetsel sonuçlarının değerlendirmesi için kavramsal bir model)

Information Technologies and business should be considered together to get the best results in business life. Therefore their integration and reflections on each other are very important in managing institutional change due to changes in the IT world. Change is a very sensitive concept that must be managed very carefully. In this article, a framework for managing IT based changes by protecting the business leverage and through all levels of hierarchy in the company is proposed