Search results

1 – 5 of 5
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Article
Publication date: 13 April 2010

Klas Eric Soderquist, Alexandros Papalexandris, George Ioannou and Gregory Prastacos

Organizational effectiveness today depends largely on the ability to activate, share and transform the intellectual capital of the company into sustainable and…

7036

Abstract

Purpose

Organizational effectiveness today depends largely on the ability to activate, share and transform the intellectual capital of the company into sustainable and difficult‐to‐imitate competitive advantage. This paper seeks to develop a competency typology that integrates previous definitions and frameworks from the literature and to propose a methodology for identifying competencies to aid the transition from a task‐based to a competency‐based logic for human resource management.

Design/methodology/approach

The paper is based on a longitudinal research project. The paper outlines a methodology and presents the findings from the implementation of a competency model in two case companies. It illustrates how the systematic use of the identified competency categories can support the identification and coding of competencies, which will facilitate the critical organizational transformation from a task‐based to a competency‐based approach.

Findings

The experience from the deployment offers potential challenges of implementing this framework in a specific cultural context. It identifies critical enablers that will contribute to successful implementation, whilst also providing insights concerning predicaments that have to be met.

Originality/value

The particular competency typology integrates previous definitions and frameworks from the literature, thus providing a holistic solution for supporting the implementation of a competency‐based approach. Furthermore, through the analysis of the implementation of the competency framework in two case companies it serves as the basis for illustrating the main steps, as well as the critical success factors that characterize such projects. Finally, it demonstrates the advantages of integrating the proposed competency framework and offers managerial insights and guidelines for similar implementations.

Access Restricted. View access options
Article
Publication date: 1 September 2007

Alexandros G. Psychogios and Leslie T. Szamosi

This paper seeks to explore the Greek National Business System (NBS) in terms of management practices, organizational culture and public administration. Moreover, the need for…

595

Abstract

Purpose

This paper seeks to explore the Greek National Business System (NBS) in terms of management practices, organizational culture and public administration. Moreover, the need for modernization is analyzed with focus on total quality management (TQM) as the major issue on this agenda.

Design/methodology/approach

This study utilizes a critical literature review approach to draw together and conceptualize the modernization agenda of the Greek NBS.

Findings

This paper supports the idea that there is a need to put promising management practices into the context of the Greek national business system and to study not only the market situation, the industrial relations history and the HR practices used, but also how these practices are understood and used by managers and employees who work in different employment sectors.

Practical implications

The findings of this study may have a broader impact as Greece attempts to redefine itself as a hub for South‐East Europe.

Originality/value

Since most academic studies concerning the application of promising management strategies like TQM have been conducted in Anglo‐Saxon countries, there is a need to remove the blinkers and explore these management initiatives in the context of other than Anglo‐Saxon NBSs.

Details

EuroMed Journal of Business, vol. 2 no. 1
Type: Research Article
ISSN: 1450-2194

Keywords

Access Restricted. View access options
Article
Publication date: 5 September 2016

Rea Prouska, Alexandros G. Psychogios and Yllka Rexhepi

The purpose of this paper is to explore the application of total reward practices in small and medium-sized enterprises (SMEs) in the South-Eastern European (SEE) region and the…

4516

Abstract

Purpose

The purpose of this paper is to explore the application of total reward practices in small and medium-sized enterprises (SMEs) in the South-Eastern European (SEE) region and the reward elements positively affecting organisational performance.

Design/methodology/approach

The sample consists of 199 SMEs operating in SEE countries which are either under economic crisis or transition: Greece, Bulgaria, Romania, Albania, Kosovo and the Former Yugoslav Republic of Macedonia.

Findings

SMEs in the SEE region are implementing a total rewards model which is characterised by a weaker application of individual aspects and by a stronger application of transactional, relational and communal aspects. Within the communal aspects of the model, the study found three elements of the work environment that positively affect organisational performance; work-life balance, employee involvement voice mechanisms, and organisational culture supporting personal and professional development.

Practical implications

The study contributes to HR practice; the authors found that a better work environment is positively related to improved organisational performance in these SMEs. This means that in times of economic crisis or transition when HR budgets are limited such non-financial strategies can be a viable alternative to costly financial rewards to such organisations.

Originality/value

The study contributes to both theory and HR practice by shedding light on how employee rewards are affected in economies under crisis and transition, how SMEs can motivate their employees when faced with significant financial limitations, as well as explores which reward elements can lead to enhanced organisational performance in such organisations.

Details

Personnel Review, vol. 45 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Access Restricted. View access options
Article
Publication date: 4 April 2016

Alexandros Psychogios, Leslie Thomas Szamosi, Rea Prouska and Christopher Brewster

The purpose of this paper is to study particular structural and organisational factors affecting the formality of human resource management (HRM) practices in small and…

2020

Abstract

Purpose

The purpose of this paper is to study particular structural and organisational factors affecting the formality of human resource management (HRM) practices in small and medium-sized enterprises (SMEs) in South-Eastern European (SEE) post-communist countries, in particular Serbia, Romania, Bulgaria and the Former Yugoslav Republic of Macedonia in order to understand the antecedents of formalization in such settings.

Design/methodology/approach

Adopting a quantitative approach, this study analyses data gathered through a survey of 168 managers of SMEs from throughout the region.

Findings

The results show that HRM in SMEs in the SEE region can be understood through a threefold framework which includes: degree of internationalisation of SMEs, sector of SMEs and organisational size of SMEs. These three factors positively affect the level of HRM formalisation in SEE SMEs. These findings are further attributed to the particular political and economic context of the post-communist SEE region.

Research limitations/implications

Although specific criteria were set for SME selection, the authors do not suggest that the study reflects a representative picture of the SEE region because the authors used a purposive sampling methodology.

Practical implications

This paper provides useful insights into the factors which influence HRM in SMEs in a particular context. The findings can help business owners and managers understand how HRM can be applied in smaller organisations, particularly in post-communist SEE business contexts.

Originality/value

HRM in SMEs in this region has hardly been studied at all despite their importance. Therefore, this exploratory research seeks to expand knowledge relating to the application of HRM in SMEs in SEE countries which have their business environments dominated by different dynamics in comparison to Western European ones.

Access Restricted. View access options
Article
Publication date: 12 October 2010

Alexandros G. Psychogios

This paper aims to increase understanding of the application of total quality management (TQM) initiatives in business environments that differ from those where it emerged…

1189

Abstract

Purpose

This paper aims to increase understanding of the application of total quality management (TQM) initiatives in business environments that differ from those where it emerged. Organisations within such environments, which are often less developed, may wish to adopt relatively sophisticated initiatives such as TQM. The adoption of TQM programmes by a variety of private and public sector organisations in South Eastern Europe (SEE) is a prime example. Little has been said about the awareness and applicability of TQM in this region.

Design/methodology/approach

A combination of quantitative and qualitative research approaches was used. The quantitative results emerged from the investigation of 782 managers working in 123 service organisations in public and private sectors (51 and 72 respectively) in four major SEE countries, namely Romania, Serbia, Bulgaria, and Greece. Subsequently, for triangulation and to provide richer data, 34 follow‐up semi‐structured interviews were conducted with managers from these four countries.

Findings

After having carried out quantitative and qualitative analyses, a four‐fold model emerged, through which key features of the application of TQM practices in the SEE region could be explained. The components of the model are categorised in two major groups; first, the influences of the business/management culture and modernisation pressures, and second, two key aspects of the business systems – the education level of managers and the sector of employment.

Research limitations/implications

Both cultural and structural features of the business systems in SEE create pressures either promoting or retarding TQM adoption within organisations. The paper provides a four‐fold factors model that aims to explain key regional‐specific issues related to TQM adoption. This approach provides insights into the region studied, but also provides a prototype for similar studies in other regions.

Practical implications

In the SEE context, the tension between traditional business/management culture and modernisation logic is the key to the evolution of TQM. SEE managers adopt a more pragmatic view of TQM application through the use of “hard” quality management systems and practices, while placing less importance on concepts such as empowerment and employee involvement.

Originality/value

The study argues for the adoption of a regional‐specific view of TQM, applicable to particular regional business systems.

Details

International Journal of Quality & Reliability Management, vol. 27 no. 9
Type: Research Article
ISSN: 0265-671X

Keywords

1 – 5 of 5
Per page
102050