El estudio tuvo como objetivo determinar si Innovación Organizacional se relaciona con Desempeño Laboral en la Industria Cervecera Nacional de la Zona Norte del Perú; es una investigación cuantitativa, aplicada, no experimental y correlacional. La Innovacion organizacional y el desempeño laboral son temas de interés en el mundo, aún con vacíos de conocimiento en la relacion de ambas variables. El estudio concurre en fortalecer conocimiento y procesos organizacionales para el logro de resultados, ya que servirá para su aplicación en empresas del rubro industrial cervecero nacional y/o internacional. Para la investigación se utilizó una muestra de 77 colaboradores: 57 de ventas, 17 de logística, uno de recursos humanos y 2 de trade marketing¸ ubicados en Cajamarca, La Libertad, Lambayeque, Piura y Tumbes; se aplicaron dos encuestas, una para innovación organizacional con 54 preguntas del Assessement de la Cultura de la Innovación, de Jay Rao y Joseph Weintraub; y otra para desempeño laboral con 16 preguntas de la Escala de Rendimiento Laboral Individual de Gabini y Salessi, ambas llevadas al contexto del estudio y validadas por expertos. Para la relación entre variables se utilizó la prueba Rho de Spearman, cuyo resultado demuestra que, para un nivel de significancia de α=0,05; Rho = 0,633 y p = 0,000 < 0,05, evidenciándose que innovación organizacional y desempeño laboral presentan una relación directa alta, sugiriendo a los actores afines la implementación de políticas y estrategias orientadas a fortalecer innovación organizacional y desempeño laboral. / The study aimed to determine if Organizational Innovation is related to Labor Performance in the National Beer Industry of the northern part of Peru; It is a quantitative, applied, non-experimental and correlational research. Organizational innovation and work performance are topics of interest in the world, even with knowledge gaps in the relationship of both variables. The study concurs in strengthening knowledge and organizational processes for the achievement of results, since it will be used for companies in the industrial national and / or international brewery sector. For the investigation, a sample of 77 employees was used: 57 sales, 17 logistics, one human resources and two Trade marketing¸ located in Cajamarca, La Libertad, Lambayeque, Piura and Tumbes; two surveys were applied, one for organizational innovation with 54 questions from the Assessement of the Culture of Innovation, by Jay Rao and Joseph Weintraub; and another for work performance with 16 questions from the Individual Labor Performance Scale of Gabini and Salessi, both taken to the context of the study and validated by experts. Spearman's Rho test was used for the relationship between variables, the result of which shows that, for a level of significance of α = 0.05; Rho = 0.633 and p = 0.000 <0.05, evidencing that organizational innovation and work performance have a high direct relationship, suggesting related actors the implementation of policies and strategies aimed at strengthening organizational innovation and work performance. / Tesis

We use regression analysis to study what motivates car pool managers to campaign for BEV procurement using primary data from 229 car pool managers including adopters and non-adopters of EVs. Key findings are that a personal interest in EVs due to technophilia increases the intention to start procurement initiatives for BEVs. These findings underpin the fact that the attitudes of single individuals can influence internal organizational decision processes and therefore play an important role in explaining BEV adoption in commercial fleets. Other factors that foster initiatives for BEV procurement are organizational innovativeness, and the expectation of environmental benefits and positive effects on employee motivation. The fear of mobility constraints and doubts about the reliability of BEVs counteract the intention to campaign for their procurement.

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Our built environment has the power to influence where we live and work, how we transport ourselves, how and what we consume and many other behaviors in our everyday lives, in other words, it has a significant impact on our global environment and economy. Given the notable need for more sustainable development of both the global environment and economy, sustainability has become a critical factor also in the area of urban development. With this as a backdrop, the construction industry and its many actors, such as clients, contractors and suppliers, that collectively drive urban development, play a significant role in creating sustainable development. Innovation is a cornerstone to achieve development, so also in the construction industry. However, with its many interrelated organizations, projects and actors, innovation inevitably becomes inter-organizational. From an urban development perspective, inter-organizational innovation will happen in a multi-project context where several construction projects, led and executed by different actors from different organizations, become interdependent and are therefore required to collaborate. In any construction project, the client holds a key position and has been identified as a critical supporter for successful innovation and collaboration. On the back of these dynamics, the purpose of this licentiate thesis is to explore clients’ role in a multi-project context where inter-organizational innovation is initiated to drive sustainable urban development. From a contingency perspective, the purpose of this study has been explored through a multiple-case study where coordinated construction logistics, during the study, has been identified as inter-organizational innovation. The study has shown that coordinated construction logistics, developed for a multi-project context, must be developed and implemented differently than in a single project or organization. In other words, coordinated construction logistics can take the form of different types of construction innovation. The construction clients, in this thesis the building developers, are identified as being important to support innovation and collaboration within and between parallel and sequential projects. The study has also shown that different clients behave differently when inter-organizational innovation is present; whilst some are proactive to achieve development, others are hesitant and less supportive for change. The findings suggest that long-term committed clients take a more proactive stand for innovation, for example, by including innovation in their procurement strategies and reflecting on how to best implement it in their projects. Additionally, in a multi-project context, the collaboration between clients is found to be important in order to successfully implement innovation, for example to align procurement strategies with the next-door neighbors and to create opportunities to communicate with each other. A theoretical contribution from this thesis is that coordinated construction logistics, which is often seen from a supply-chain management perspective, could be considered as inter-organizational innovation. This conclusion expands the understanding of the empirical phenomenon and its context. Furthermore, adding to the on-going discussion on clients as innovation supporters, their role as a potential innovation supporter is established in a multi-project perspective, but where differences between different types of clients must be taken into account. The multi-project context also implies an increased need for client collaboration, which is often informal, why the clients themselves need to handle all the aspects of collaboration. Tentative findings indicate that in this context time, spatiality, innovation and requirements will affect this collaboration. From a practical side, the findings show that initiating and implementing inter-organizational innovation requires understanding of the context, such as project objectives and the system. For clients and governments active in urban development, the thesis can guide the understanding of the importance of collaboration and choosing procurement strategy for inter-organizational innovation. / <p>QC 20180508</p>

This multiple-case-based dissertation contributes to the stream of literature on the organizational innovation process by examining Critical Chain Project Management (CCPM) as an innovation with the potential to address an important schedule planning and execution performance gap in DOD weapon system development programs. The contextually different Integrated Product Team case studies in DOD's F/A-22 fighter aircraft weapons system acquisition program are: manufacturing assembly, manufacturing process, test operations, and supplier product development. Rich descriptions of the case studies are developed by the author, a senior Lockheed Martin Aeronautics Company systems engineer in a role that merged participant, observer, change agent and champion (POCAC). Analysis distinguishes between Program and Operational levels of organizational structure and focuses on the innovation process through use of the author-designed Casey Hybrid Innovation Process (CHIP) model based on Rogers' stages heuristic. Substantively, research demonstrates that in key areas of the F/A-22 program, proper application of the innovative Critical Chain Project Management process can generate and achieve development schedules sometimes substantially better than traditional approaches; improper application will lead to mixed results or rejection. The research contributes to knowledge in the field of organizational innovation by demonstrating use of the CHIP model in the huge, geographically dispersed and extremely complex organization of the largest DOD weapon system acquisition program of the late 20th and early 21st centuries. The research reflects Program leadership's important role in the top-down initiation and support of an innovation, even while choosing (by policy) not to force use at the Operational level. At the Operational level, details show that IPT implementations and results of the CCPM innovation vary. / Ph. D.

Yes / Despite the growing research on the performance implications of technological and organizational innovation, our understanding of how they impact SMEs’ international performance is limited. Drawing from the dynamic capability and the institutional theories, this study argues that technological and organizational innovation has a synergistic effect on international performance and that this effect is contingent on unique domestic institutional factors. We test this model using structural equation modeling on a sample of 204 internationalized SMEs operating in Ghana. The findings from the analysis show that high levels of organizational and technological innovation jointly improve SMEs’ international performance. In addition, the results show that institutional environment specificity and institutional environment enforceability enhance the complementary effect of organizational and technological innovation on the international performance of SMEs. The theoretical and managerial implications of the findings are discussed.

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2018-05-25T13:50:02Z No. of bitstreams: 1 Cesar Fernando da Silva Paz_.pdf: 5334943 bytes, checksum: d9881264ab3126fd4282bd84e37474ab (MD5) / Made available in DSpace on 2018-05-25T13:50:02Z (GMT). No. of bitstreams: 1 Cesar Fernando da Silva Paz_.pdf: 5334943 bytes, checksum: d9881264ab3126fd4282bd84e37474ab (MD5) Previous issue date: 2018-03-27 / Nenhuma / Este estudo tem como objetivo identificar evidências de atitudes do design estratégico em organizações que sobrevivem e crescem como unidade básica da nova economia informacional e dentro das novas morfologias da sociedade contemporânea. Chamamos genericamente de organizações com perfil inovador. Em nossa pesquisa, observamos as atitudes do design estratégico nesses espaços para refletir sobre quem é hoje o designer estratégico e o que o caracteriza como um ser capaz de projetar estratégias dessas organizações. Esse trabalho parte da abordagem do modelo de design attitude de Michlewski (2008, 2015) confrontada pela visão de especialistas em design estratégico, para aprofundar, em seguida, em um diálogo teórico e possível entre o design attitude e o design estratégico. Com os elementos construídos nesse diálogo, nasce o modelo ampliado de design attitude para o design estratégico, que é gerado a partir de atitudes genéricas do design e atitudes específicas do design estratégico. Por fim, a pesquisa apresenta um estudo de caso em que o modelo ampliado do design attitude é utilizado para analisarmos as atitudes do design estratégico em uma empresa brasileira de base tecnológica e perfil inovador. / This study aims to identify evidence of strategic design attitudes in organizations that survive and grow as a basic unit of the new information economy and within the new morphologies of contemporary society. Along this research work, these organizations are extensively called organizations with an innovative profile. The purpose of the investigation is to observe the attitudes of strategic design in these spaces to reflect on who the strategic designer currently is today, and what characterizes such articulator as someone able to design strategies for these organizations. The research is based on the attitude design model approach by Michlewski (2008, 2015), confronted by the view of experts in strategic design, to deepen such perspectives in a theoretical and possible dialogue between design attitude and strategic design. From the elements built in such dialogue, the expanded design attitude model for strategic design is born. The expanded model is generated from generic design attitudes and specific attitudes of strategic design. To conclude with, the research presents a case study, in which the expanded design attitude model is adopted in order to analyze the attitudes of strategic design in a Brazilian company with a technological base and innovative profile.

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2018-11-30T10:38:25Z No. of bitstreams: 1 Marcela Soares_.pdf: 783025 bytes, checksum: 92848a38504155400c592cbaf91613a8 (MD5) / Made available in DSpace on 2018-11-30T10:38:25Z (GMT). No. of bitstreams: 1 Marcela Soares_.pdf: 783025 bytes, checksum: 92848a38504155400c592cbaf91613a8 (MD5) Previous issue date: 2018-07-23 / Nenhuma / Este trabalho tem por objetivo geral propor um conjunto de diretrizes para a elaboração de estratégias de inovação organizacional para que os pequenos negócios atendam o mercado da base da pirâmide socioeconômica (BoP) do Rio Grande do Sul. O mesmo se apoiou em lacunas acadêmicas relacionadas à necessidade de avanços nas pesquisas sobre inovação organizacional executadas por pequenos negócios, a necessidade de compreender as dinâmicas de inovação em empresas que fornecem produtos para a base da pirâmide (a camada econômica mais vulnerável da sociedade) e investigar como a inovação organizacional pode aumentar a capacidade de inovação e desenvolvimento de produtos nos pequenos negócios. Considerou ainda, a importância social e econômica dos pequenos negócios para o desenvolvimento regional e do país, uma vez que respondem por parte significativa da sua economia. O framework teórico apresenta dados relacionados a inovação; mercado emergente potencial: a base da pirâmide; e inovação organizacional e pequenos negócios. Como método de pesquisa foi adotado o estudo de caso múltiplo, com caráter exploratório e descritivo e abordagem qualitativa, aplicado em 25 pequenos negócios atuantes no agronegócio, ramo alimentício e localizadas no Estado do Rio Grande do Sul. Os principais resultados sinalizam que existe uma fragilidade no que tange ao desenvolvimento de produtos específicos ao atendimento das classes sociais menos favorecidas por parte dos pequenos negócios e reforçam a potencialidade de mercado em ambientes de restrição financeira e cultural, no entanto falta direcionamento para a definição de estratégias eficazes. Além disso, torna-se evidente que os pequenos negócios podem corroborar com o desenvolvimento econômico e social da base da pirâmide através do fornecimento de produtos que atendam as suas necessidades e também gerando emprego e renda para a população situada na BoP. Para tanto, um conjunto de diretrizes foram organizadas com base nos constructos retirados do framework teórico: configuração organizacional; desenvolvimento de produto; estratégias de marketing e vendas; e cadeia de suprimento, abastecimento e sustentabilidade. Tais diretrizes visam direcionar o desenvolvimento das estratégias efetivas de inovação organizacional para que os pequenos negócios atuem na BoP, facilitando a tomada de decisão e tornando-os mais competitivos e lucrativos neste nicho de mercado. / This paper aims at proposing a set of guidelines for the elaboration of strategies of organizational innovation so that the small businesses attend the market of the base of the socioeconomic pyramid (BoP) of Rio Grande do Sul. The same was based on academic gaps related to The need for advances in research on organizational innovation run by small businesses, the need to understand the dynamics of innovation in companies that provide products to the base of the global economic pyramid, considering that this is the most vulnerable economic layer of society and investigate how innovation can increase the capacity for innovation and product development in small businesses. It has also considered the social and economic importance of small businesses for regional and country development, since they account for a significant part of their economy. The theoretical framework presents data related to innovation; potential emerging market: the base of the pyramid; and organizational innovation and small business. As a research method, a multiple case study with exploratory and descriptive character and a qualitative approach was adopted, applied in 25 small agribusiness businesses, food sector and located in the State of Rio Grande do Sul. The main results indicate that there is a fragility in relation to the development of specific products to serve less favored social classes by small businesses and reinforce market potential in financial and cultural constraints, but there is a lack of guidance in the definition of effective strategies. In addition, it becomes evident that small businesses can corroborate with the economic and social development of the base of the pyramid through the supply of products that meet their needs and also generate employment and income for the population located in the BoP. For this, a set of guidelines were organized based on the constructs taken from the theoretical framework: organizational configuration; product development; marketing and sales strategies; and supply chain, supply and sustainability. These guidelines aim to direct the development of effective organizational innovation strategies for small businesses to act in BoP, making decision making easier and making them more competitive and profitable in this market niche.

Nos locais onde a implantação do SUS avançou para a formação de redes de atenção, os hospitais foram impulsionados à plena integração às redes municipais, o que impôs modificações conceituais e operacionais nos modelos de gerenciamento. O hospital do estudo, adotou, recentemente, um modelo gerencial baseado em “linhas de cuidado", cujo objetivo geral é a descentralização da gestão, através da construção de Unidades Funcionais (UF). A proposta de descentralização e a adoção de uma lógica de organização do trabalho, mais por “equipe" do que por “profissão", ancoram esse novo modelo, cuja operacionalização local provocou o desmantelamento do Serviço e a desarticulação/desmobilização dos trabalhadores de enfermagem. O presente estudo teve, como objetivo geral: construir as mudanças que deveriam ser implementadas na organização do trabalho em Enfermagem, tendo em vista o novo modelo de gestão adotado pelo hospital. Os objetivos específicos foram: Reconstruir os determinantes históricos implicados na instituição do modelo gerencial de enfermagem; identificar o contexto atual deste modelo, o seu significado e as possibilidades futuras; articular as estratégias de enfrentamento dessa problemática, no que se refere aos saberes e poderes e elaborar proposta e estratégias para a sua reconstrução. Esta pesquisa é do tipo estudo de caso e de abordagem qualitativa, fundamentada no referencial histórico e social. Teve como cenário, o HC/UFPR e a população foram os trabalhadores de enfermagem, que somam, aproximadamente, 1200 funcionários. Para a coleta de dados, utilizou-se a técnica de grupo focal. O grupo foi composto por 12 sujeitos, sendo 8 enfermeiras, 2 técnicas e 2 auxiliares de Enfermagem, que aceitaram voluntariamente participar da pesquisa. As falas foram transcritas e categorizadas, usando-se a técnica de análise de conteúdo, na modalidade da análise temática. Como resultado, foi possível apreender 3 categorias empíricas: os determinantes históricos implicados na instituição do modelo gerencial de enfermagem; o contexto atual deste modelo, o seu significado e as possibilidades futuras e as estratégias de enfrentamento, no que se refere aos saberes e poderes. No que concerne aos determinantes históricos, ressalta-se: o estranhamento das enfermeiras com o cenário externo e interno, o “desmanche intencional" da Enfermagem no hospital; a constituição histórica do trabalho da Enfermagem e sua posição dentro da organização, e a percepção de que as enfermeiras que assumiram cargos de confiança no novo modelo se comportam mais como gerentes do que como enfermeiras-gerentes. Na categoria que identifica a situação atual, seu significado e as possibilidades futuras, foi possível extrair a crise de identidade causada pela perda da Direção de Enfermagem, e os dois aspectos que se perceberam mais afetados: o cuidado e o poder. Na categoria estratégias de enfrentamento, foi possível apreender que as opções estratégicas para fazer o enfrentamento incluem: agregar forças, encontrar uma liderança, legitimá-la e construir um projeto próprio. Em síntese, o estudo mostra um ambiente em processo de mutação, os fatos que justificam a mudança e as contradições entre os pressupostos teóricos do modelo e sua operacionalização. Na perspectiva do gerenciamento que institui o novo, foram feitas propostas para o desenvolvimento da Enfermagem do HC/UFPR, considerando os conhecimentos e as estratégias necessárias à conquista de competências que poderão impactar em resultados nas dimensões técnica, política, comunicativa e de desenvolvimento da cidadania. Neste sentido , os maiores desafios para a Enfermagem serão: construir uma nova identidade, realizar o trabalho em equipe mantendo a unidade e a identidade profissional, adquirir visibilidade na instituição, mudar o cuidado e ampliar a gerência. Para tanto, as enfermeiras precisam superar a formação tradicional e investir na formação inovadora. A seu favor, contam com a experiência e o conhecimento adquiridos ao longo de muitos anos, que as qualificam a fazer, se assim o desejarem, uma mudança bem sucedida / Wherever the National Health System was implemented as a caring network hospitals were pushed towards a full integration into municipal health networks, something which demanded conceptual and operational changes in managerial models. The hospital in the study has recently adopted a managerial model which follow “caring guidelines " whose general goal is management decentralization by building Functional Units (FU). The proposed decentralization process and the adoption of its new logic in work organization is centered on the “team" rather than on the “occupation". However, its local implementation has caused service failure and motivated breakdown and takeover by nursing professionals. The present study aimed at finding out what changes should be implemented in the professional nursing organization according to the current managerial model adopted by the hospital. Specific goals were as follows: to rebuild the historical background underlying the implementation of the managerial nursing model; to identify the current context of such a model, its meaning as well as future outlook; to think up strategies to cope with this problem concerning knowledge and competency and to work out a new proposal and strategies to rebuild this system. This research is a case study. Our qualitative analysis takes into account historical and social backgrounds. The setting was Hospital das Clinicas at the Federal University of the state of Paraná, Brazil. Our participants were chosen from the nursing staff of the hospital, which totals 1200 nursing professionals. We used a Focus Group technique to collect data. The group was comprised of 12 subjects: 2 nurses, 2 nursing technicians and 2 nursing assistants who had volunteered for the research. The accounts were transcribed and classified according to a content analysis within a theme analysis approach. Three (3) empirical categories were created: the historical background underlying the implementation of the managerial nursing model; the current context of such a model, its meaning and future outlook as well as the coping strategies concerning knowledge and competency. Concerning the historical background, we can highlight the following elements: the nursing professionals’ uneasiness towards the inner and outer scenarios, the intentional breakdown of nursing services at the hospital; the historical organization of nursing and its position in the institution; and the impression that nurses holding trustworthy positions in the new managerial model acted more like managers rather than nursing managers. In our analysis of the present situation, its meaning and future outlook, it was possible to discern the identity crisis brought about by the elimination of the Nursing Director position, and two aspects of the service which were most affected: care and power. In our analysis of the coping strategies, it was possible to identify the following strategic coping options used by the nursing staff: the joining of forces, the identification and legitimation of leadership, and the building of a project of their own. In short, the study discloses a changing environment and the facts supporting its change as well as the contradictions between the theoretical assumptions of the new model and its operationalization. As for the new managerial perspective, proposals were elaborated aiming at improving nursing service at Hospital das Clinicas at the Federal University of the state of Paraná, Brazil, keeping in mind the knowledge and the related strategies to reach the competency that may bring about positive results to technical, political, and communicative development in the exercise of citizenship. Thus, the hardest challenges for nursing will be: building up a new identity, carrying out team work - while keeping professional unit and identity- improving their visibility in the institution, changing care and extending management. Therefore, nurses need to do away with the traditional model and invest in an innovative model. Long-term gathered experience and knowledge favor them in order to foster, if they wish, a successful change