The thesis deals with the management of Czech companies operating in the market areas where frequent innovations are crucial for long term success. The theoretical part of the thesis focuses on the techniques available for strategic management and the management of innovations. On this theoretical background the research part is based. It contains the results of own survey carried out in the selected Czech companies, presented in the context of strategic management and innovation management theory. The method of structured interview with owners or top management members was chosen for research. The interview deals mostly with the areas of strategic management and the management of innovations. The information derived from the structured interview is combined with the economic results of company. Consequently, the relations between techniques and results are found. The thesis also contains the list of five recommendations that, based on research, can be useful for managers.

The ability of an organization to innovate, creates one of the most sufficient standards to keep the competitive position and ensure further growth. There exists a well-founded assumption that small and middle sized companies do not pay enough attention to innovation management. The thesis investigates a process called an innovation audit - it is a tool used for evaluation of innovation management and its current state in a company called Memsource a.s. The goal of the thesis is by using innovation audit to identify strengths and weaknesses of all spheres that affect innovations and also suggest efficient improvements in all areas related to innovative management in Memsource a.s. The results of a process of the innovation audit provides us with a whole scheme of a truthful and profound situation concerning innovation management of the company. The suggestions were made in order to enhance innovation efficiency of the company.

Orientadores: Sérgio Luiz Monteiro Salles-Filho, José Luiz Pereira Brittes / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Geociências / Made available in DSpace on 2018-08-26T08:39:54Z (GMT). No. of bitstreams: 1 Pfitzner_MarianaSavedra_D.pdf: 3862118 bytes, checksum: 9a91b33404d084ed4ec0400408836816 (MD5) Previous issue date: 2014 / Resumo: Esta tese analisa os Sistemas Setoriais de Inovação (SSIs) de energia e mineração brasileiros, comparando-os com os de outros três países (Canadá, Alemanha e Austrália) e mostra evidências de que os SSIs e seu respectivo modelo de gestão da inovação co-evoluem e são coerentes em seus níveis de desenvolvimento. Os SSIs são pautados pelas relações mercadológicas e não-mercadológicas entre seus atores, isto é, empresas, governos e Instituições de Ciência e Tecnologia (ICTs). A avaliação dos SSIs de energia e mineração aqui proposta está fundamentada em três eixos, que representam o macroambiente (externo à empresa), assim como no conjunto de estruturas (fatores determinantes), processos e ferramentas de gestão da inovação, pertencentes ao microambiente empresarial. Quanto ao macroambiente, o Eixo 1 constitui-se da dinâmica produtiva e de C,T&I do Brasil e demais países, derivada da análise das cadeias produtivas e da construção de indicadores setoriais de esforço e desempenho, os quais ajudam a caracterizar a densidade dos SSIs brasileiros vis-à-vis o Canadá, a Alemanha e a Austrália. O Eixo 2 descreve os grupos de atores comuns a todos os países e avalia seu protagonismo, presença, influência e dependência nos respectivos SSIs. O Eixo 3 analisa marcos e diplomas legais favoráveis à difusão da inovação. Por seu turno, a caracterização do microambiente empresarial é feita por intermédio de multiple case studies e de indicadores de esforço e desempenho em seis empresas brasileiras (Vale, Samarco, Cemig, CPFL, Furnas e Eletronorte). Na condução dos estudos de caso mapearam-se estratégias, processos de gestão da inovação, ferramentas, governança e aspectos da cultura empresarial que são comuns às empresas. Tem-se que a gestão da inovação nas organizações pesquisadas co-evolui com o macroambiente dos SSIs ¿ os quais não têm densidade ¿ e está adstrita ao desenvolvimento desses / Abstract: This PhD analyses the Brazilian Sectoral Systems of Innovation (SSIs) for energy and mining by comparing them with other countries (Canada, Germany and Australia) and it also shows evidences that the model of innovation management in organizations co-evolve coherently with the requirements of the SSI. The SSIs are based on market and non-market relations, including companies, government and Science and Technology Institutions (STIs). The proposed evaluation of the SSIs for energy and mining is based on three axes that represent the macroenvironment (outside companies¿ boarders) and a group of structures as well as innovation management processes and tools, which belong to the microenvironment. Regarding the macroenvironment, the first axis is formed by the productive and ST&I (Science, Technology and Innovation) dynamics particularly on the productive chains and performance indicators. This axis characterize Brazilian¿s SSIs density vis-à-vis the Canadian, German and Australian ones. The second Axis describes common groups of actors for the selected countries and evaluates their role, presence, influence and dependence regarding their SSIs. The third axis analyses the legal aspects that foster innovation diffusion. The characterization of the organizational microenvironment is carried by multiple case studies and indicators that measure effort and performance in six Brazilian companies (Vale, Samarco, Cemig, CPFL, Furnas and Eletronote). While analysing the case studies, the strategies, processes of innovation management, governance and aspects of the organizational culture that are common to the companies have been raised. Therefore, innovation management in organizations co-evolves with the macroenvironment of the Brazilian SSIs ¿ which do not have density ¿ and its development is attached to them / Doutorado / Politica Cientifica e Tecnologica / Doutora em Política Científica e Tecnológica

Yes / In view of the burgeoning scholarly works on big data and big data analytical capabilities, there remains limited research on how different access to big data and different big data analytic capabilities possessed by firms can generate diverse conditions leading to business failure. To fill this gap in the existing literature, an integrated framework was developed that entailed two approaches to big data as an asset (i.e. threshold resource and distinctive resource) and two types of competences in big data analytics (i.e. threshold competence and distinctive/core competence). The analysis provides insights into how ordinary big data analytic capability and mere possession of big data are more likely to create conditions for business failure. The study extends the existing streams of research by shedding light on decisions and processes in facilitating or hampering firms’ ability to harness big data to mitigate the cause of business failures. The analysis led to the categorization of a number of fruitful avenues for research on data-driven approaches to business failure.

The rapid convergence of collaborative technologies, democratisation of digital communication and consumerisation of Smart Grid infrastructure (i.e.: smart metering and distribution substation automation) have faltered the efficacy of centralised command-and-control and its insular sub-culture. For complex firms in today's creative economy, this infers that management innovation (MI)—“an induced managerial capacity to search for novel ways to create value”, is rapidly becoming liabilities unless it is innovatively managed for overcoming the inertia of discontinuity opportunities. The raison d'être of this thesis is to investigate the generative managerial processes through which MI can be fostered for experimentation and innovatively managed for acceleration. It comprises four qualitative case studies that involved in-depth interviews, surveys, public records and archival documentaries of four Canadian energy and utilities organisations. The conclusions are fascinating both expected and unanticipated. I found that many, if not most, of the contemporaneous routines of pyramidal target-setting and benchmark-driven cultures are ubiquitously evident. Business planning and risk management still function, albeit the objects of those tenets are different. These quasi-objects include, but are not limited to, organic structures, web-enabled paradigm, pragmatic mindset of middle-down-up crowdsourcing and fragmented evaluation of efforts to evoke the innovative management of management innovation (IMMI). Further adjacent to the quest for driving renewed growth, a new governing dynamic is hinging upon the IMMI that forges a pattern for resiliency and sustainability. Managers capitalise on the epistemic IMMI to regain competitive advantage while enduring endogenous fiefdoms and exogenous disruptions. They catalyse information semantically, harness collective capability effectively, stage prolifically faster MI experimentations and accelerate the cycle of MI more pervasively. I henceforth propose a unified managerial process, dubbed the "Cloverleaf 4S Model" (Strategise—Synchronise—Steward—Sustain). Implicit in this approach, managers believe that their finely-tailored practices epitomise an evolutionary process of deliberate selection in the pursuit for distinctive MI capabilities and expanding authority dynamics in the managership. This allows for self-adaptive mechanisms shifting from silos to swarming as well as the indigenous aspects of IMMI practices—exaptation, cognitive flexibility, speed to adaptation and executional excellence. The implication of this study presents heuristical insights to managers in galvanising perennial innovation and unlocking their IMMI to build an agile, intelligent enterprise.

The United States has high failure rates of small businesses, with 50% of new small business establishments failing during the first 5 years, and 60% of small business owners failing within the first 6 years of business operation. Small retail services business owners help provide job creation as a driver of growth for the U.S. economy. The purpose of this qualitative single case study was to explore the strategies small retail services business owners use to sustain their business for 5 years or more in San Diego County, California, with entrepreneurship theory as the conceptual framework. A purposive sample of 2 successful small retail services business participated in the interview process describing their perspectives. The research question aim was to identify strategies that successful small retail services business owners apply to sustain their business beyond 5 years. Coding keywords, sentences, and ideas from semistructured interviews and document analysis into categories was the key for the data analysis using method triangulation. Six themes emerged: (a) education and training skills acquired, (b) motivation, (c) brand awareness, (d) community involvement, (e) client loyalty, and (f) small business survival tactics. According to the responses of the participants, brand awareness and client loyalty were the most vital strategies to sustain business more than 5 years. The implications for social change include the potential to provide new strategies to support small retail services business toward sustainability; create strong relationships between small business; and enhance perceptions of community in order to increase sales, revenue, and job creation.

Background and problem Previously, management has focused on cost, lead time reduction and quality improvement for competiveness in the market. However, most researchers agree that in today´s highly competitive business environment quality is a necessity but not sufficient. For companies to survive it is also imperative to also continuously innovate. These two activities are both important. Achieving a balance between the two, the objectives of improved quality and increased innovation, is not a straightforward exercise. Purpose The purpose of this study is to examine how innovative companies manage continuous innovation and continuous improvement. Furthermore, it aims to extend the understanding of the relationship between continuous innovation and continuous improvement in innovative companies - the balance between these two activities. Method The primary research in this study has been collated through semi-structured interviews with leaders involved in innovation. The primary research is analysed and a comparison is made between primary research and secondary research. Similarities and differences are outlined in terms of the relationship. Results and conclusion The findings suggest that the innovative companies are fully aware of the importance of continuous innovation and continuous improvement. Moreover, there is a constant balancing act going on between these two activities in the companies. These activities are organised in different ways in the innovative companies. Continuous improvement is often prioritized due to for instance urgency and cost reduction. The companies support these activities through for instance recognition, rewards, KPIs, long term view, purpose and sustainability

This thesis aims to provide clarity on which factors within an organization positively affect its performance in terms of innovation.  Innovation is seen as a critical component of a company’s strategy in achieving market differentiation and profitability, yet for many, it remains a frustrating pursuit.  This study aims to empirically model the relationship between a firm’s investment in innovation and the effect of this investment on its performance.  The method used is Structural Equation Modeling with data gathered from our online survey of 128 respondents from firms within the EU.  This work addresses two research questions, the first being to confirm that a firm’s innovation performance is influenced by both a commitment to human factors focusing on softer values in combination with strong R&D and technical capability.  Secondly, whether the presence of innovation inhibitors influences this relationship.  The findings showed that a firm’s innovation performance is improved when it prioritizes creating an environment and culture that nurtures innovation only when activated through a strong commitment to technical and R&D excellence, but not without this technical capacity.  Secondly, the introduction of innovation inhibitors reconfirmed the first finding, and the relationship between both the human factors within a company and its technical capability, as well as the relationship between this technical capability and its performance was stronger in their presence.

A capacidade de inovação das empresas é reconhecida como um dos principais fatores que fomentam o crescimento econômico, os níveis de bem-estar e a competitividade da economia de um país. Num mercado com importante geração de receita, de grande competição e tradicionalmente conservador como é o da construção de edificações, acredita-se que investimento em inovação pode, entre outros benefícios, promover melhoria de desempenho e de qualidade dos produtos, redução de custo e prazo de construção, sustentabilidade e, por consequência, aumento da vantagem competitiva. Considerando-se a constante necessidade das empresas construtoras em melhorar seus resultados, o objetivo deste trabalho é a estruturação de um processo de gestão de inovação, aplicado à produção de edificações, para a empresa EZTEC. O desenvolvimento do trabalho baseou-se na revisão da literatura, em entrevistas com profissionais do mercado que atuam com desenvolvimento e inovação e nas características técnicas e organizacionais da EZTEC, onde o autor exerce o cargo de Gerente da Qualidade. O resultado deste trabalho é formado por um conjunto de orientações fundamentais para a estruturação de um processo de gestão da inovação na produção de edificações, que considera a cultura organizacional da EZTEC, e que, por isto, deverá ser de fácil implementação. Ainda que o foco do desenvolvimento tenha sido para uma empresa específica, acredita-se que a contribuição do trabalho possa se estender a outras organizações de características similares que pretendam evoluir organizacional e tecnologicamente, a partir da estruturação de um processo que as leve a inovar, desde que as especificidades intrínsecas a elas sejam devidamente consideradas. / The innovation capacity of companies is recognized as one of the main factors that foment the country\'s economic growth, welfare levels and the competitiveness of its economy. In a market with substantial revenue generation, of significant competition and traditionally conservative as the construction sector, it is believed that investment in innovation can amongst other benefits promote performance and quality of buildings improvements, cost and time reduction, sustainability and therefore increase of the competitive advantage. Considering the constant need of construction companies to improve their results the purpose of this paper is to structure a innovation management process, applied to buildings construction, in the company EZTEC. The development of this work is based on the literature review, interviews with innovation market professionals and on the EZTEC\'s organizational and technical characteristics, where the author holds the position of Quality Manager. The result of this work is composed by a set of fundamental guidelines for structuring the innovation management process in buildings construction, which considers the EZTEC\'s organizational culture, therefore it should be easy to implement. Although the focus of development has been addressed to a specific company, it is believed that the contribution of this work can be extended to other organizations with similar characteristics that intend to evolve organizational and technologically, based on the structuring of a process that leads to innovation, provided their intrinsic characteristics are properly considered.

Nas últimas décadas é notória a crescente importância que vem sendo dada ao desenvolvimento de inovações por parte de empresas, principalmente nos setores industriais. Entretanto, diferentemente de situações em que a inovação ocorre de maneira fortuita e eventual, desafios especiais se reservam às organizações que se engajam na geração de inovações de forma sistemática. Nesta linha, um conjunto de iniciativas empresariais parece apontar na direção de um aglutinamento de atividades relacionadas à gestão da inovação em grupos dedicados: Diretoria de Inovação Tecnológica, Comitê de Inovação, Núcleo de Gestão da Inovação, Gerência de Planejamento Estratégico e Inovação, etc. são alguns dos nomes de instâncias da organização que tem assumido a responsabilidade se debruçar sobre esta questão. Tomando como conceito de função organizacional a existência de um grupo identificável e com uma missão específica na organização, alguns estudos tem afirmado que a inovação surge como uma nova função organizacional das empresas. Neste contexto nasce a questão central deste trabalho: o que caracteriza a função organizacional inovação, considerando as iniciativas de diferentes empresas industriais de grande porte engajadas na sistematização da inovação no Brasil? Partindo da contextualização geral e importância da temática da inovação nos sistemas produtivos, o estudo recorre a três desdobramentos da literatura de inovação como bases teóricas. Parte-se da conceituação e dimensões da inovação, discutem-se as diferentes perspectivas para o processo de se gerar inovações e, finalmente, busca-se dar um panorama das abordagens gerenciais que visam sistematizar a prática da inovação nas organizações. Na sequência, são apresentadas ainda considerações da literatura quanto à definição e caracterização de funções organizacionais. A estratégia metodológica adotada é o estudo de casos múltiplos, com lógica predominantemente indutiva. O recorte do estudo está em organizações industriais de grande porte atuantes no Brasil e, neste contexto, são abordadas as experiências de quinze empresas na constituição de grupos dedicados de inovação. O estudo destes casos revela um conjunto de características para a função inovação que surge nestas empresas, dividas em seis perspectivas: propósito geral da função inovação, origens dos grupos, legitimidade e norteamento da função, pessoas, atribuições da função inovação e perspectivas futuras. Ao final são apresentadas as principais implicações da pesquisa, limitações e sugestões para trabalhos futuros. / In last decades innovation has been attracting increasing importance for organizations, especially in industrial sectors. However, unlike cases in which innovation occurs eventually and randomly, special challenges are reserved to organizations that engage themselves in systematic generation of innovations. In this line, a set of business initiatives seems to point toward the creation of workgroups dedicated to innovation management activities: Technological Innovation Board, Innovation Committee, Center for Innovation Management, Strategic Planning and Innovation, etc. are some of the organizational instances that have assumed the responsibility to address this issue. Taking the concept of organizational function as the existence of an identifiable group, with a specific mission in the organization, some studies have argued that innovation emerges as a new organizational function. In this context arises the central question of this study: what characterizes the innovation function, considering different initiatives of large industrial companies engaged in systematizing innovation in Brazil? Starting from the general context and importance of innovation for the organizations, the study draws on three issues of innovation literature as its theoretical basis: the concept and scope of innovation; different perspectives of the innovation process; and the management approaches aimed at systematizing innovation in organizations. Finally, further considerations regarding the definition and characterization of organizational functions are presented. The strategy adopted is the multiple case study with predominantly inductive logic. The perimeter of the study is large industrial organizations in Brazil and the experiences of fifteen companies in the constitution of dedicated innovation groups are explored. The study of these cases and their convergences reveals a number of characteristics for innovation function that arises in these companies. These characteristics are divided into six perspectives: general purpose of innovation function, origins of the innovation groups, legitimacy and guid of the innovation function, people, assignments of innovation function and future perspectives. At the end the main implications of the research, limitations and suggestions for future work are presented.