Submitted by Fabio Sobreira Campos da Costa (fabio.sobreira@ufpe.br) on 2017-04-18T13:54:14Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO. 2016 julho 15 Jorge Luis dos Santos.pdf: 1998235 bytes, checksum: ef4b2e01837aceeb1820f482db477fba (MD5) / Made available in DSpace on 2017-04-18T13:54:14Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO. 2016 julho 15 Jorge Luis dos Santos.pdf: 1998235 bytes, checksum: ef4b2e01837aceeb1820f482db477fba (MD5) Previous issue date: 2016-07-15 / Esta dissertação procurou analisar as práticas de gestão administrativa da PROGEPE na visão dos gestores da UFPE à luz do Modelo de excelência em Gestão Pública – MEGP. A população do estudo foi composta por gestores das Unidades Organizacionais da UFPE: Reitoria; Pró-Reitorias; Órgãos Suplementares; Centros Acadêmicos (Recife, Caruaru e Vitória); e pelos diretores e coordenadores da PROGEPE, sendo a amostra composta por 34 respondentes. A orientação teórico-conceitual que deu suporte ao problema de pesquisa foi a teoria constitucional, inovação gerencial e o modelo conceitual de excelência em gestão pública (MEGP). Os dados da pesquisa foram coletados por meio de um questionário com 55 perguntas, sendo 53 fechadas e extraídas do MEGP analisadas em escala do tipo likert de cinco pontos e 2 perguntas abertas para a identificação das práticas de gestão inovadora na visão dos respondentes. O estudo possui natureza quantitativa. Os dados foram processados no solfware SPSS e a análise dos resultados se deu por meio da estatística descritiva. Os achados da pesquisa revelam que a política de capacitação e qualificação profissional da PROGEPE é a principal prática de gerencial percebida pelos participantes da pesquisa e que “sistema de gerencial de informações”, “gestão por competências”, “reuniões sistematizadas” e “padronização dos processos” são as ações que necessitam serem desenvolvidas/melhoradas para uma maior aproximação aos preceitos do Modelo de excelência em Gestão Pública (MEGP). / This thesis was to analyze the administrative management practices PROGEPE in view of UFPE managers in light of the Model of Excellence in Public Management - MEGP. The study population consisted of managers of organizational units of UFPE: Rectory; ProRectors; Supplementary bodies; Academic centers (Recife, Caruaru and Victoria); and the directors and coordinators of PROGEPE, and the sample of 34 respondents. The theoretical and conceptual guidance that supported the research problem was the constitutional theory, management innovation and the conceptual model of excellence in public management (MEGP). The survey data were collected through a questionnaire with 55 questions, 53 closed and extracted from MEGP analyzed in the Likert scale of five points and two open questions for the identification of innovative management practices in the view of respondents. The study has a quantitative nature. Data were processed in SPSS solfware and analysis of the results was made through descriptive statistics. The survey findings reveal that the training policy and qualification of PROGEPE is the main practice of management perceived by research participants and that "management system of information", "management skills", "systematized meetings" and "standardization processes "are the actions that need to be developed / improved for closer to the precepts of the Model of excellence in Public Management(MEGP).

Cette recherche a pour objet d'exposer et d'analyser le processus de mise en oeuvre d'une innovation managériale dans un cadre intra-organisationnel. Elle s'attache à décrire de façon détaillée et exhaustive l'ensemble des actions mises en oeuvre par l'entreprise afin d'implanter durablement et avec succès une innovation managériale majeure : l'Animation à Intervalle Court (AIC). Notre recherche a également pour objectif de mettre en lumière les freins et les facteurs clefs de succès spécifiques au processus de mise en oeuvre de l'innovation managériale. Nos résultats tendent à montrer que plus l'innovation managériale est radicale, plus elle pourra être mise en oeuvre avec succès dans l’entreprise. Notre contribution porte également sur la démonstration de l'efficacité de l'innovation managériale ainsi que sur l’analyse du mode de relation qu'entretien l'innovation managériale avec les autres catégories d'innovations et leur impact sur la performance de l'entreprise. / This research aims to analyze and describe the implementation process of a management innovation in organizational context. It seeks to explain in detailed way all the actions developed by the company in a way to implement successfully and with a long lasting time a radical management innovation called : Short Management Interval. Our research aims to highlight the key factors success and the organizational constraints of management innovation implementation process. Our results demonstrate that the more radical the management innovation is, the more it will be implemented successfully. Our research contributes to demonstrate the positive effect of management innovation for the firm performance.

This Masters Thesis explores the behaviour of Generation Y in the workplace and its impact on management innovation. It focuses mainly on research on the values, attitudes, specifics and needs of this generation in the work place and their potential impact on  management innovation. This work reveals the key parameters in the choice of future employer and also the best ways to motivate Generation Y representatives to work well. Results of the research show that there is a connection between applied management principles and job satisfaction of Generation Y representatives. Therefore, it will be necessary for the companies to deal with management innovations in a specific way to attract this generation. This Thesis shows positive examples of companies in the Czech Republic, which could become an inspiration for other employers and an ideal place for the career development of Generation Y representatives due to their management model, corporate culture and general approach to the Generation.

Due to the importance of corporate entrepreneurship and leadership innovation when nurturing and building the company, along with keeping up with competition in an ever developing world these concepts have become more of an importance over the past few years. Corporate Entrepreneurship has an important role in building innovation and is needed to avoid disruption. However, the level of conscious attention given to CE within Swedish SMEs is still to some extent unknown. This study aims to investigate the CE initiatives produced and the active awareness put towards it along with the extent entrepreneurial leadership plays a role in the organizational innovation. The two research questions are: How are corporate leaders paying attention to corporate entrepreneurship? & How is entrepreneurial leadership enhancing leadership innovation in Swedish SMEs? This study focuses on Swedish small to medium-sized companies of various sizes and within different industries but also acting within the same ownership structure. For this reason, the relationship and entrepreneurial culture within the whole organization is also of interest. Therefore, a total of four interviews with six individuals from four different companies were conducted. The data was analyzed using a thematic analysis method. The results showed that there is an unconscious use of CE approaches and initiative along with the important role of entrepreneurial leadership to maintain and develop the organization.

This publication-based dissertation, comprising four unique research papers published in peer-reviewed journals, contributes to innovation management theory and explores how organizations can maximize the value of innovations in the new digital normal. It draws insights from 31 cases, 86 semi-structured interviews, and 804 survey participants (excluding pilot studies), employing a diverse range of qualita-tive and quantitative methodologies. The dissertation investigates how organizations can create and cap-ture value from innovations, focusing on contingent and contextual dimensions, capabilities, and leader-ship styles. As a result, it makes four key theoretical contributions. First, it proposes that innovation performance is equifinal but contingent on the configurational approach for each organization (e.g., combinatorial recipe). Alignment between innovation approaches and performance strategies is essen-tial to gain a competitive advantage. Second, it underscores the vital role of middle managers as the crucial link between top management and employees. This middle-up-down management approach combines distinct leadership and communication capabilities to integrate innovations (e.g., innovative work behaviors, digital technologies) into daily working routines, thus facilitating innovation routiniza-tion (e.g., effective innovation implementation). Third, organizations that possess adequate higher-order business model and process efficiency dynamic capabilities evaluate various dimensions (e.g., value, individual, technological, organizational) in their internal and external contextual periphery to deter-mine their action potential. This enables them to assess, reconfigure, and integrate value creation oppor-tunities into their operational capabilities (e.g., business model, processes), leading to improved per-formance when digitally transforming. Fourth, this dissertation conceptualizes the multidimensional (e.g., individual, team, organizational) digital leadership phenomenon, grounding it in the domain of (strategic) leadership theories. Digital leaders constantly oscillate between leading themselves and oth-ers and leading their organizations to create innovative work environments that foster performance. The combined findings of the dissertation call for novel market approaches and adjusted forms of leadership for organizations to thrive in the new digital business landscape. Avenues for further research to enrich the current academic discourse are also presented. If organizations are to enhance their performance (e.g., increase the likelihood of capturing value from their innovations, or deriving a competitive ad-vantage), understanding the underlying mechanisms outlined in this dissertation should help organiza-tions in this endeavor.

If you have an idea about applying a proven technology to improve the processes in a new area of society, what does it take to implement it in a way that it has wide impact and endures? This is a relevant question particularly now, at the dawn of the age of 'big data', as information and communication technologies are adopted in many areas to harness the ability to collect, retrieve and analyse large amounts of information, and be made available at the level of individual users. Extraordinarily powerful devices developed in recent years offer much promise, but as many examples, such as Betamax, WAP-technology, HD DVD and netbooks, show that even potent technologies may fail to gain predominance and survive. The concept of institutional entrepreneurship is a useful framework to analyse these complex issues as it embodies a comprehensive analytical perspective, combining attention to the institutional environment as well as to the efforts by interested and re-sourced actors. I use this concept to I investigate the efforts to introduce mobile technology into health care in England and Finland. I employ a distinct research strategy that avoids a retrospective bias, through the collection and analysis of qualitative data before known outcomes, from a wide range of technology, care, regulatory and intermediary organisations. I uncover some of the difficulties to technology adoption and develop arguments about the types of efforts and the impact of context at the early moment stage that contribute to the further development of the concept of institutional entrepreneurship.

The topic of this thesis is Innovation Management in the Chosen Organization. The aim of this work was to evaluate the actual state of innovation management, to identify possible weaknesses of this and to propose changes which can improve the present state. The thesis is divided into two parts. In the theoretical part there is a literary review of term connected with the topic of the thesis. There are descriptions of the terms like innovation, innovation management or innovation process. The practical part begins with the introduction of chosen organization. Then there is described a current state of innovation management in detail. The analysis of actual state of innovation management is based mainly on information obtained in interviews with the director of company and other staff. After that part, there are given some recommendations to improve current situation.

2010 p. / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-01-10T18:39:15Z No. of bitstreams: 1 1111.pdf: 3784791 bytes, checksum: b93cf7b43f6a7c34a5fcbe3b9a89d9df (MD5) / Made available in DSpace on 2013-01-10T18:39:15Z (GMT). No. of bitstreams: 1 1111.pdf: 3784791 bytes, checksum: b93cf7b43f6a7c34a5fcbe3b9a89d9df (MD5) Previous issue date: 2008 / O desafio de encontrar novos meios de avaliar o desempenho empresarial, os quais não estivessem limitados aos indicadores financeiros e contábeis, foi a grande motivação para o surgimento do Balanced Scorecard (BSC). Trata-se de um sistema de gestão estratégica que traduz a missão e a estratégia de organizações em um conjunto abrangente de medidas de desempenho organizacional, alocadas sob as seguintes perspectivas: desempenho financeiro, conhecimento do cliente, processos internos, aprendizado e crescimento. Além do acompanhamento do desempenho financeiro, o BSC monitora, ao mesmo tempo, a evolução dos ativos intangíveis, como a aquisição e o desenvolvimento de capital intelectual, o que permite o fortalecimento da capacidade organizacional em gerar lucros sustentados aos acionistas, assim como benefícios aos seus clientes, necessários para o crescimento futuro. Este estudo de caso objetiva conhecer e analisar como foi implantado e quais os principais resultados da primeira aplicação do Balanced Scorecard (BSC) em uma organização hospitalar no Brasil, realizada em um hospital privado, de grande porte, situado na cidade de São Paulo, e voltado para atendimentos de alta complexidade. Esta pesquisa é classificada como estudo de caso único, do tipo caso-exemplo, com metodologia dedutiva e qualitativa, de caráter exploratório e descritivo. O estudo é composto de pesquisa bibliográfica, análise documental e entrevistas semiestruturadas, aplicadas junto a profissionais de setores estratégicos e táticos da organização. A análise de dados utilizou a técnica de análise de conteúdo e o critério semântico de categorização. O período considerado para análise iniciou-se em janeiro de 2003 e concluiu-se em outubro de 2007. O estudo também analisa se o BSC pode ser considerado uma inovação gerencial e se cumpriu esse papel no hospital estudado, considerando o seu contexto de mudança organizacional. Os resultados encontrados afirmam a caracterização do BSC como uma inovação gerencial. O processo de produção assistencial do hospital estudado também é considerado inovador, embora a aplicação do BSC não tenha permitido essa aferição, uma vez que sua eficácia prejudicou-se por ocorrências na formulação de alguns indicadores e por intensas mudanças ocasionadas na organização hospitalar. O estudo permite ainda inferir que o BSC se insere na problemática do setor saúde como uma inovação gerencial capaz de dar suporte à competitividade, à qualidade e como uma nova perspectiva em gestão estratégica, mas que reafirma a posição central do homem no processo decisório e a necessidade de se refletir sobre os limites de contribuição deste sistema de gestão estratégica. / Salvador

The first part of this thesis sums up ideas, which the author had published in his essays. These ideas are mostly focused on the relationship between the class structure of current western societies and economic policy preferred by the governments. The next part is dedicated to Charles Wright Mills, his sociological method, his contribution to sociology of 50th as well as his heritage for current sociological thinking. Three idea streams, which can be used for supplementing Mills' point of view, are explained: public choice economy (mainly its version of Gordon Tullock), new class theory and theory of business innovation. New typology of business innovation is developed in this part. The core of this thesis consist in discussion of Mills' propositions about the growth of bureaucratic organizations, birth of white collars as a massive social class and its impact on social structure, economic development and political development of western societies. Mills conclusions are looked on in the light of socioeconomic development during 60 years since the first publishing of White collar. They are also compared with key finding of idea streams mentioned above. Theory of impact of growth of big bureaucracy on economic and political development is formulated that specifies and supplement Mills' theory. The...

Submitted by Michiel Jeroen Herman Willem Kortstee (michielkortstee@gmail.com) on 2018-11-05T21:11:49Z No. of bitstreams: 1 20181022 Michiel JHW Kortstee Tese Doutorado FINAL.pdf: 3026309 bytes, checksum: 83be162551be8d7ade6c417331417e69 (MD5) / Approved for entry into archive by Debora Nunes Ferreira (debora.nunes@fgv.br) on 2018-11-07T20:27:17Z (GMT) No. of bitstreams: 1 20181022 Michiel JHW Kortstee Tese Doutorado FINAL.pdf: 3026309 bytes, checksum: 83be162551be8d7ade6c417331417e69 (MD5) / Approved for entry into archive by Isabele Garcia (isabele.garcia@fgv.br) on 2018-11-08T12:20:58Z (GMT) No. of bitstreams: 1 20181022 Michiel JHW Kortstee Tese Doutorado FINAL.pdf: 3026309 bytes, checksum: 83be162551be8d7ade6c417331417e69 (MD5) / Made available in DSpace on 2018-11-08T12:20:58Z (GMT). No. of bitstreams: 1 20181022 Michiel JHW Kortstee Tese Doutorado FINAL.pdf: 3026309 bytes, checksum: 83be162551be8d7ade6c417331417e69 (MD5) Previous issue date: 2018-09-17 / This thesis aims at exploring stakeholders’ perceptions of management innovation in health care. Rising health care costs due to technological innovation and demographic developments and advanced insights on how health and care could be organized drive the search for new organizational models and technologies that may contribute to better health outcomes for lower costs. Multiple stakeholders across the health care continuum need to collaborate in integrated care networks with multiple interdependent components. The study is based on qualitative exploratory research and consists of a literature review and a case-study at a management innovation in an university medical center. This study explores the vision and perceptions of stakeholders of innovation in healthcare, the innovation process through which management innovations evolve, underlying change and steering mechanisms, critical success factors and results. Management innovations and their implementation are considered complex. It is observed that due to different backgrounds and professional logics, stakeholders have partial and different understandings of integrated care concepts. Awareness of the different understandings explains the importance of an implementation approach of integrated care concepts where these perceptions converge. Sense making, the attribution of meaning to perceptions is essential here. Change does not happen in a vacuum, but emerges in interaction with other actors in the organization and its local context. It is observed in the literature and case-study that sense making processes are at work in the innovation process. Management innovation is merely a spontaneous, unplanned change process that starts with an intrinsic drive and emerges from how people frame what they see, relate it to their values and act upon it in interaction with others. It is a human, subjective, interactive, emergent selforganizing process of sensing and sense making that – if aligned with vision, values and intentions of people – can bring together different stakeholders in joint concepts of integrated care. Leading management innovation processes becomes a matter of guiding and creating room for self-organizing processes in organizations. Examples of management innovation from across the world demonstrate that management innovation can significantly contribute to better health outcomes for lower costs. The willingness, necessity and ability to change determine the pace. Exploring further and investing in the potential of management innovation may be a wise choice to make health systems more sustainable. / Esta tese tem como objetivo explorar as percepções dos stakeholders sobre inovação em gestão na área da saúde. Aumento dos custos de cuidados de saúde devido à inovação tecnológica e mudanças demográficas e insights avançados sobre como saúde e cuidados poderiam ser organizados impulsionam a busca de novos modelos organizacionais e tecnologias que podem contribuir para melhores resultados de saúde com menores custos. Múltiplos stakeholders em toda a cadeia de cuidados de saúde precisam colaborar em redes de atenção integradas com múltiplos componentes interdependentes. O estudo é baseado em pesquisa qualitativa exploratória e consiste em uma revisão da literatura e um estudo de caso de inovação em gestão em um centro médico universitário. A tese explora a visão e as percepções dos stakeholders sobre inovação nos cuidados de saúde, o processo de inovação através do qual as inovações de gestão evoluem, mecanismos subjacentes de mudança e direção, fatores críticos de sucesso e resultados. As inovações de gestão e sua implementação são consideradas complexas. Observa-se que, devido às diferentes origens e lógicas profissionais, os stakeholders possuem entendimentos parciais e diferentes dos conceitos de cuidado integrado. A conscientização dos diferentes entendimentos explica a importância de uma abordagem de implementação de conceitos de cuidados integrados nos quais essas percepções convergem. Sense-making, a atribuição de significado às percepções, é essencial aqui. A mudança não acontece no vácuo, mas surge em interação com outros atores da organização e seu contexto local. Observa-se na literatura e estudo de caso que processos de sense-making estão presentes no processo de inovação. A inovação gerencial frequentemente é um processo de mudança espontâneo, não planejado, que começa com uma motivação intrínseca e emerge de como as pessoas enquadram o que vêem, relacionam-se com seus valores e agem de acordo com eles em interação com os outros. É um processo humano, subjetivo, interativo, emergente de auto-organização de sensing e sense-making, que, se alinhado com a visão, os valores e as intenções das pessoas, pode reunir diferentes stakeholders em um único conceito de cuidado integrado. Os principais processos de inovação gerencial tornam-se uma questão de orientar e criar espaço para processos de autoorganização. Exemplos de varias partes do mundo demonstram que a inovação gerencial pode contribuir significativamente para melhores resultados de saúde com custos mais baixos. A vontade, necessidade e capacidade de mudar determinam o ritmo. Explorar mais e investir no potencial da inovação gerencial pode ser uma escolha sábia para tornar os sistemas de saúde mais sustentáveis.