In this paper, a new approach is proposed for the effective use of the SWOT in organisational strategic research. This paper is a report on the analysis of internal and external factors, internal factors evaluation matrix, external factors evaluation matrix, combination of internal and external factors matrix, SWOT matrix and finally the application of quantitative strategic planning matrix and strategy prioritisation system. To run the proposed methodology, errors in the method of using the SWOT matrix in the organisation are presented. In addition, in order to show the efficiency of the fundamental method, a case study has been conducted in Faraz Cement Company. According to the results, the company should try to increase its production to develop export markets using existing facilities which lead to reduce the logistics and company costs that affect the company's profit margins.
Employee responsiveness shows the health of the organisational structure and indicates that it is possible to implement improvement and developing programs in a desirable context. To achieve this goal, strategic thinking is necessary both among managers and organisational levels. This research aimed to study the effect of strategic management thinking on organisational change considering the role of the staff responsiveness. This research is categorised as descriptive-correlation. The population of this study included all the employees of the Melli Bank of West Azerbaijan located in Iran. By using Cochran formula, 190 staffs were chosen to respond the questionnaire. Three types of questionnaires were used for data collection. The data analysed through SPSS and Smart PLS software. The results showed that strategic thinking and level of responsiveness have significant influence on organisational change.
This study investigates the influence of emotional, cognitive, and organisational readiness as different determinants of sustainable organisational change in the millennial generation. The data was collected from five Indian universities and total of 447 usable responses were analysed. Further, to examine the validity and reliability of the scale confirmatory factor analysis was utilised. Additionally, structure equation modelling was employed to assess the relationship among the constructs. The finding suggests that emotional readiness, cognitive readiness, and organisational readiness have emerged as the significant determinants of sustainable organisational change with Generation Y - millennials. Owing to their differential personality traits compared to their previous generations. These contributions hold great significance to academic institutions, as it provides valuable insight into formulating strategies for instilling sustainable organisational change. Moreover, the research adds to change management literature related to Generation Y by addressing the existing research gap.
Since cultural change can be easily conceptualised as a social process, it is intuitively logical to use the grounded theory (GT) methodology to study organisational culture change. Providing a model of organisational culture change management in the National Petrochemical Company (NPC) was the purpose of the present study. This company is a large corporation which was split into smaller separate corporations. It is managed under new vision, mission, and leadership. The concepts and categories, in open coding, were obtained by breaking up the data collected from five employees. Then, in axial coding, they shaped the paradigm model in which the phenomenon is managing corporate cultural change. The components of the desired culture as the result of the model were innovation, humanism, goal orientation, and social responsibility. Finally, five theories of the core category that aggregates all categories were presented in selective coding.
The pandemic of COVID-19 has shifted the focus of businesses from traditional corporate social responsibility (CSR) activities in the current time and has prepared them for the unpredictable future to show resilience and flexibility to cope with the crisis. This study conceptualises the relationship between the hotel industry's response to the COVID-19 as engagement in CSR and the positive consequences through stakeholder satisfaction. The theoretical framework is based on stakeholder's theory and offers an understanding of the strategic responses of the hotels to the pandemic crisis. Particularly, this study proposes that the hotel industry's responsible activities to cope with COVID-19 through CSR (current and future actions) may influence its post-COVID-19 consequences (performance and reputation) through the mediating effect of stakeholder's (community and employee) satisfaction. This conceptual study also suggests a research direction for empirical findings and their implications.
Tea has occupied an important place in India's economy for the last several decades. But in the recent time, India's contribution to global tea production and exports are trailing behind. The study...
Globalisation has changed the way business is viewed and oriented. Its impact is broad and wide-ranging, requiring an analysis and reflection of the existing business approaches and their respective practices. Covid-19 pandemic accelerated this situation and made it necessary for organisations to create new methods and tools to adapt to the actual context we are living in. This paper has as main goal to analyse the influence of strategy on the performance of REMAX real estate companies in Portugal. To achieve this objective, this research was developed according to a quantitative methodology, whose data was collected through a questionnaire survey, addressed to the directors boards of the real estate mediation companies of REMAX network, in Portugal, of which 70 valid answers were obtained. The obtained results show that the strategy has a strong influence on the performance. In addition, the results reveal that only the adopted prospective strategy by the companies has a direct impact on performance. The performance skills of the organisations, such as financial performance, customers and internal processes are the antecedents that most influence the strategy. © 2021 Inderscience Enterprises Ltd.
The government of India is busy with many development projects, building infrastructures, introducing innovative technologies and expanding roadways that pave the way for future generations. Under these circumstances, the novel Covid-19 pandemic situation outbreak poses many challenges to the largest democratic country. For over 12 months of experiencing the turbulent situation, i.e., from March 2020 to February 2021, India is the second-largest populated country and sixth-largest economy. This novel Covid-19 is new in human history, and hence the knowledge paradigm is exposed to many new twists and turns in the existing knowledge body. The knowledge obtained through holy scripts, wisdom is all in vain. It is the structured knowledge with concrete solutions that lend a helping hand. Based on this case study total interpretive structural modelling (TISM) was applied for model building. Time-series data analysis conducted for empirical analysis, and what could be the exit strategy for the pandemic situation, regional implications and India's implications are discussed.
Latvia was one of the rare countries in Europe where forest owners' cooperation was not developed. The empirical study aims to investigate internal and external settings (micro-foundations) that underpin the commercial viability of cooperative strategies of the Latvian forest owners. There have been three primary data collection methods in research: interviewing of experts of the Latvian forest industry, administering questionnaires among private forest experts, direct observation, and archival research. Our research result illustrates that the most interested group of forest owners in cooperation is the one that owns 20-50 ha forest and constitutes 26% of the private forest area; thus, it provides a good potential for forest owners' cooperative (FOC) development in Latvia. Research findings show that FOCs have opportunities to build their collaborative competitive advantage through better exploiting their resources and developing new capabilities to capture more economic rent.
This study explores challenges confronted by first-line managers as strategy-makers within organisational frontline contexts, referred to as sites where customers and clients as end-users are served on a day-to-day basis. In the study, Heideggerian building and dwelling perspectives are used as conceptual foundations. A building perspective implies deliberate strategy making based on goals usually determined by upper-level management. From a dwelling perspective on the other hand, strategy making is conducted non-deliberately by actors immersed in a relationally constituted nexus of social activity, as practical coping. Challenges confronted by first-line managers as strategy-makers within organisational frontline contexts as dwelling contexts are discussed, and implications for organisational strategy making as well as for the education of strategy-makers are elaborated.
This paper will address problems in strategic management process from the perspective of organisational decline. It will review the literature on early warning signals of decline and contribute to an understanding of their role in organisational development. To facilitate more advanced theorising about early warning signals, the paper will draw from cultural-historical activity theory suggesting that early warnings should be conceptualised in terms of organisational disturbances that act as visible evidence of developmental contradictions. By combining activity theory with strategy process research, the paper will open up an avenue for organisational analysis to better understand the nature of weak signs of decline and provide a better basis for their resolution. The conceptualisation will be illustrated by referring to a case example of a firm operating in service production.
The purpose of this study is to examine the moderating role of perceived hidden inflation on the relationships between service quality, brand trust, attitude, and brand loyalty. All data collected from the target population were analysed through two-step structural equation modelling (SEM) and moderated multiple regression (MMR) to examine the hypotheses. 1050 questionnaires were randomly distributed at 21 telecommunication service stores in Taiwan. As a result, findings indicated that service quality has no direct impact on behavioural loyalty but it has a significant indirect impact on behavioural loyalty through a brand trust or attitudinal loyalty. Moreover, findings identify perceived hidden inflation as the moderating role in the service quality–brand trust–brand loyalty chain.
Dynamic capabilities are behind the organisational efforts to reconfigure and adapt to the persistent and ever-growing demands of change. This research, has, on one hand, delineated the boundaries of the constructs and proposed a theoretical model and on another hand, based on empirical analysis, validated the conceptual model. The results provide strong foundations for the conceptual model as they point towards the synergistic effect of the modelled constructs. Knowledge management framework (KMF) and combinative capabilities are contributors towards the organisational capability to learn and innovate. The relationship of knowledge architecture with change capability is amplified when it is mediated by organisational learning and innovative capability. This research not only reinforces the role of dynamic capabilities for organisational survival and success but also constructs coherent cohorts for effectively managing a logical relationship while structuring organisational capabilities.
This paper examines stress, task, and relationship orientations of people in the high-context cultures of Russia and in the low-context cultures of Germany. As a result of the analysis of 462 responses, some significant differences were found between the two samples. Gender is a significant factor in task orientation. However, gender did not demonstrate any differences in the relationship orientations of these respondents. Gender and place of birth together are significant factors in overload stress perceptions. The literature on German and Russian cultures is presented along with practical applications, suggestions, and implications for future studies. This study fills the gap in the management literature and offers a unique analysis of the leadership orientation and stress orientation of German and Russian adults. Organisations will have a significant competitive advantage from the correct adaptation and alignment of the organisation's management practices with the national culture.
In disaster relief network, several humanitarian organisations participate and coordinate their efforts. Coordination remained a key hurdle as the use of theoretical concepts at strategic level to provide understanding of the phenomena has yet to be explored. This research is aimed to examine the empirical applicability of two strategic management theories in the new research stream of humanitarian supply chain management (HSCM). The study includes series of thoughts using the previous literature and additional support from the case studies to examine what social network and resource dependence theory can bring to this research stream. The paper concludes that the research in humanitarian supply chain can borrow these two theories and their related characteristics for a better coordination in disaster relief network. Three propositions are formulated and two complementary theories are recommended for further investigation.
Organisations require change-oriented organisational citizenship behaviour (OCB) among employees to effectively manage change. The purpose of this paper is to extend the literature on change-oriented OCB by examining its association with the personality and the moderating influence of organisational tenure on this association. Based on a sample of 272 employees, the current study investigates the interactive effect of personality and tenure on change-oriented OCB on the basis of human capital theory, social capital theory, self-efficacy, job demand resource model, and status characteristic theory using cross-sectional method. The results confirm that organisational tenure moderates the relationship between personality traits and change-oriented OCB. Practical implications and limitations are discussed.
