Abstract
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Abstract
Details
Keywords
Matthew W. Ford and Bertie M. Greer
Planned organizational change has been viewed from a variety of conceptual perspectives, and a plethora of variables that impact the change process have been proposed. However…
Abstract
Planned organizational change has been viewed from a variety of conceptual perspectives, and a plethora of variables that impact the change process have been proposed. However, few empirical studies have investigated the relationships thought to exist among change process variables. Drawing from questionnaire‐based data obtained from managers involved in the implementation of change, we evaluate three plausible change model configurations using multivariate methods. Findings from the study support a dynamic change process configuration over a direct effects model. Results, discussion, implications and direction for further research are offered.
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Guangrong Dai, King Yii Tang and Kenneth P. De Meuse
This paper aims to test the pipeline model of leadership development by investigating how the competency profile change across position levels.
Abstract
Purpose
This paper aims to test the pipeline model of leadership development by investigating how the competency profile change across position levels.
Design/methodology/approach
The skill and importance ratings in leadership competencies were compared between four position levels. The data were from an archive 360 degree feedback (n=770). Six SMEs were also employed to rate the importance of the competencies.
Findings
The study found that the difference between two positions in terms of the relative importance of the competencies increases as the organizational hierarchical distance between the two positions increases. Comparing the skill ratings yielded similar results. Further, the correlation between the skill and importance ratings for the same position level was higher than correlations of the two types of ratings for different position levels.
Research limitations/implications
The study discusses the implications of the research findings in the context of leadership development and succession management.
Practical implications
One of the essential tasks in a succession system is to clearly define critical leadership skills at different levels of management. By defining the leadership pipeline, companies will be able to get their best people the right developmental experiences to help them transition from one position level to another.
Originality/value
The paper provides empirical support for the pipeline model of leadership skill requirement across the organizational hierarchy.
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Samuel Moretti Bernardo, Rosley Anholon, Olivio Novaski, Dirceu Silva and Osvaldo Luiz Gonçalves Quelhas
The purpose of this paper is to identify what are the main causes that lead strategies to decline at execution phase.
Abstract
Purpose
The purpose of this paper is to identify what are the main causes that lead strategies to decline at execution phase.
Design/methodology/approach
The paper adopted the strategy of survey with the 69 Brazilian businessmen. The questionnaire was developed from 16 causes pointed out in the literature and the results analyzed using Cronbach’s α coefficient, multidimensional scaling, exploratory factor analysis and Pearson correlation coefficient.
Findings
The results of statistical analysis showed that the main causes are primarily associated to leaders’ defaults during execution strategies, lack of support and feedback of senior management, no involvement of the teams during the strategies formulation, failure of communication on the strategic objectives in all organizational levels, and others.
Research limitations/implications
The 69 businessmen work in different sectors and there may be specific causes for each sector. The research presented by this paper did not have objectives to analyze specific sectors of the economy.
Practical implications
The results are extremely important and useful for managers during the implementation phase of the strategies and researchers in the field of business strategies.
Originality/value
There are no research with the same focus and objective presented by this paper about Brazilian companies.
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This paper aims to provide a synthesis of theoretical and empirical work related to the professionalization of small- and medium-sized enterprises (SMEs) from a knowledge-based…
Abstract
Purpose
This paper aims to provide a synthesis of theoretical and empirical work related to the professionalization of small- and medium-sized enterprises (SMEs) from a knowledge-based perspective.
Design/methodology/approach
A systematic literature review consisting of three major steps of planning, conducting and reporting is conducted. Papers are identified, selected and deductively coded. Quantitative and qualitative methods are used to analyze the papers. The finalized list includes 78 papers and 48 journals, with the oldest paper published in 1980 and the most recent papers published in 2022.
Findings
The findings showed that the empirical works (n = 69) outnumbered the conceptual works (n = 9). Most papers focused on the organizational level of analysis and identified causal conditions, modes, intervening conditions and consequences. A multidimensional characteristic of professionalization emerged inductively as an additional attribute.
Originality/value
This paper provides a synthesis of the current literature and offers a research agenda to academics and practitioners interested in the professionalization of SMEs from a knowledge-based perspective.
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Ram Charan and R. Edward Freeman
It will be global, characterized by more government and a greater need for strategic management. Executives who ignore these changes and operate under the old assumptions will pay…
Allan H. Church, Christopher T. Rotolo, Alyson Margulies, Matthew J. Del Giudice, Nicole M. Ginther, Rebecca Levine, Jennifer Novakoske and Michael D. Tuller
Organization development is focused on implementing a planned process of positive humanistic change in organizations through the use of social science theory, action research, and…
Abstract
Organization development is focused on implementing a planned process of positive humanistic change in organizations through the use of social science theory, action research, and data-based feedback methods. The role of personality in that change process, however, has historically been ignored or relegated to a limited set of interventions. The purpose of this chapter is to provide a conceptual overview of the linkages between personality and OD, discuss the current state of personality in the field including key trends in talent management, and offer a new multi-level framework for conceptualizing applications of personality for different types of OD efforts. The chapter concludes with implications for research and practice.
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Amit Kumar Srivastava and Sushil
– The purpose of this study is to develop a framework for “Adapt” in the context of strategy execution.
Abstract
Purpose
The purpose of this study is to develop a framework for “Adapt” in the context of strategy execution.
Design/methodology/approach
Both exploratory and confirmatory modes of research using Confirmatory Factor Analysis, Interpretive Structure Modeling, Total Interpretive Structural Modeling and t-test methods have been conducted.
Findings
The conceptualization of learning and learning organization can only be possible when organization develops adaptive culture. When an organization becomes learning organization, it starts becoming vital by adopting flexibility wherever and whenever it is required. This vitalization process helps organization use successfully the frameworks of strategy execution.
Research limitations/implications
In many cases the Balance Score Card could not succeed. Our study suggests that the adaptive culture gives impetus for learning and growth suggested in balanced scorecard (BSC) and adapt suggested in Management System. This study is more an exploratory effort with limited sample size. The findings can be consolidated and enriched with significantly large sample from varied contexts.
Practical implications
There is clear relative importance and sequence of corrective actions required to improve the hit rate of strategy execution. Organization can use the proposed framework to handle the issues of adapt in strategy execution.
Originality/value
Many scholars have pointed out that there is lack of strategy execution framework, and more specifically, in the case of adapt. The study contributes by providing a conceptual framework to address different aspects of adapt and change management for effective strategy execution. Additionally, this study adds methodological value to traditional model building.