Cette thèse se donne pour objet d’analyser les rapports entre la conception et l’introduction des nouveaux outils informatiques qui essayent de faire la gestion intégrée de l'information dans une organisation et les transformations simultanées de la structure et des pratiques organisationnelles.Le propos du travail est de comprendre comment les interactions entre la dynamique interne des organisations et les évolutions technologiques contribuent à l’évolution des organisations, à partir de l’hypothèse de que bien qu’essentiels pour faire évoluer l’organisation, les nouveaux outils informatiques sont, eux aussi, lors de leur conception, des produits des rapports sociaux des acteurs qui participent à la vie de l’organisation. Le moment de conception des outils informatiques introduits dans une organisation est, ainsi, l’occasion de la confrontation de visions de l’organisation qui peuvent être sinon opposées au moins diverses, et où des rapports biunivoques s’établissent entre l’élaboration et l’adoption des nouveaux outils techniques et la construction de nouveaux modèles d’organisation des services. L’analyse conjointe des projets de changement technique et organisationnel menés à partir de la fin des années 1990 dans l’administration fiscale française permet de rompre le divorce entre la centralité pratique des changements dans le champ de l’administration liés aux TIC et aux systèmes d’information et la marginalité ou même la complète absence de ces sujets dans la littérature qui analyse les changements du secteur public. Dans ces projets, la nouvelle façon par laquelle l’administration fiscale se propose d’orienter ses rapports avec les contribuables est à l’origine des nouveaux flux d’informations, de la nouvelle logique qui va orienter la gestion de l’information et de la révision des processus internes de l’organisation. / Pas de résumé en anglais

desenvolvem capacidades dinâmicas. Um tipo de inovação é a inovação gerencial que trata de mudanças na maneira de gerir a empresa. As capacidades dinâmicas são responsáveis pela percepção de oportunidades e ameaças e ajustamento da organização respondendo a elas. Tais capacidades causam o desenvolvimento de flexibilidade. Assim, o objetivo deste trabalho é relacionar a adoção de práticas de inovação gerencial à sua contribuição para o desenvolvimento de capacidades dinâmicas, medidas por meio da flexibilidade. O estudo é importante pela pequena atenção dada aos fatores organizacionais nos estudos de inovação, do pequeno número de pesquisas empíricas sobre capacidades dinâmicas e do desconhecimento dos mecanismos que atuam nessas capacidades. Para atender ao objetivo foi realizada uma pesquisa descritiva com etapas qualitativa e quantitativa. Na etapa qualitativa foram listadas práticas de inovação gerencial encontradas na bibliografia. Um painel de especialistas classificou essas práticas de acordo com os tipos de inovação gerencial. Na etapa quantitativa foi feito um levantamento usando questionário estruturado aplicado online no qual se mediu a adoção das práticas de inovação gerencial e uma escala pré-existente mediu a flexibilidade. A lista de respondentes foi obtida da Brasscom, do prêmio Great Place to Work, do Anuário Informática Hoje e Anuário Telecom. Compuseram a população da pesquisa 343 empresas escolhidas por conveniência. O questionário foi enviado para indivíduos do nível estratégico e foram obtidas respostas de 102 empresas. Os dados foram analisados por meio de estatística descritiva, análise fatorial exploratória e modelagem de equações estruturais. Os resultados mostram que entre as empresas do setor de TIC as práticas de organização do local de trabalho são as mais adotadas, e que as empresas que mais adotam inovação e são mais flexíveis são empresas entre 13 e 21 anos de idade, de capital estrangeiro ou misto, e que atuam também no Exterior. Verificou-se ainda que a flexibilidade estratégica, estrutural e operacional compõem as capacidades dinâmicas que por sua vez são afetadas pela adoção de inovação gerencial, especialmente das práticas de negócio. Para as empresas recomenda-se cuidado na adoção de práticas, para que estas não precisem ser abandonadas causando perda de flexibilidade. Nesse processo a atuação proativa dos gestores contribui para manter o ciclo de inovação gerencial funcionando. Como contribuição para a academia, destaca-se uma maior compreensão de como as capacidades dinâmicas são colocadas em prática e a medida dessa capacidade por meio da flexibilidade. Para pesquisas futuras recomendam-se estudos que identifiquem causas e consequências do abandono de práticas de inovação gerencial e a comprovação do modelo com dados de outros setores. Conclui-se que maior atenção deve ser dada ao estudo da inovação gerencial e seus efeitos sobre as capacidades dinâmicas. / Looking for answer to changes in environment, the enterprises adopt innovation and develop dynamic capabilities. A type of innovation is the management innovation that deals with changes in the way which the firm is managed. The dynamic capabilities are responsible for the perception of opportunities and threats and the fit of the organization responding to them. These capabilities cause the development of flexibility. Therefore, the aim of this research is to relate the adoption of management innovation to its contribution to development of dynamic capabilities, measured by the flexibility. This study is important because of the small attention given to the organizational factors in innovation research, because of the small number of empirical research dealing with dynamic capabilities and because the lack of comprehension about the mechanisms that act on these capabilities. In order to answer this aim it was performed a descriptive research with quantitative and qualitative stages. In qualitative stage it was listed management innovation practices found in bibliography. An experts panel classified these practices according to the types of management innovation. In quantitative stage it was performed a survey online where the adoption of management innovation practices were measured and a preexisting scale measured the flexibility. The list of the respondents was obtained from Brasscom, from the Great Place to Work award, from the Anuário Informática Hoje and Anuário Telecom. The population was composed of 343 firms chosen utilizing convenience sampling. The questionnaire was sent to individuals pertaining to the strategic level of the firms and 102 responses were obtained. The data were analyzed using descriptive statistics, exploratory factor analysis and structural equation modeling. The results show that workplace organization practices are the most adopted and that firms adopting more innovation and that are more flexible are enterprises between 13 and 21 years old, having foreign or mixed capital and that operates abroad. It was verified that strategic, structural and operational flexibility compounds the dynamic capabilities which are affected by adoption of management innovation, specially the business practices. To the firms it was recommended caution adopting the practices in order to not to need to abandon them, causing loss of flexibility. In this process the proactive action of the managers contributes to maintain the management innovation cycle working. As a contribution to the academy highlights a larger comprehension of how the dynamic capabilities are put into practice and the measurement of this capacity through the flexibility. For future research, we recommend research that identify the causes and consequences of abandoning management innovation practices and the verification of the model with data from other sectors. The conclusion is that greater attention must be given to the management innovation and its effects on dynamic capabilities.

O ambiente de negócios está sob severa mudança ultimamente, requerendo das empresas não apenas a diferenciação da concorrência, mas também o desenvolvimento da capacidade de adaptação a novos cenários como uma forma de manter a competitividade e até mesmo sobreviver. Esta não é uma tarefa fácil, especialmente para grandes corporações, onde as políticas, regras, burocracia, comportamentos ortodoxos, para listar alguns, conspiram para dificultar a inovação. É ainda mais difícil quando estas empresas operam em mercados bem estabelecidos, com produtos maduros e até padronizados. Não fosse isso o suficiente, no Brasil tais corporações também precisam enfrentar desafios adicionais em relação à economia do país e à burocracia, bem como um sistema nacional de inovação ainda emergente. A literatura sobre inovação é vasta, e inovação em si é um tema cercado por vários aspectos diferentes. No entanto, até onde sabemos, não existem artigos que tratam da questão de como projetar e implantar um framework de gestão da inovação para uma corporação como as características descritas acima. O objetivo deste trabalho é ajudar essas empresas neste esforço, descrevendo e analisando a concepção e implementação de um framework de gestão da inovação em uma grande empresa brasileira de aço, bem como gerar conhecimento para apoiar futuras pesquisas acadêmicas no campo. O objetivo foi atingido através de uma pesquisa-ação e os resultados não só confirmaram a importância dos fatores de influência para inovação, como estratégia, liderança, cultura, recursos e sistemas de gestão, mas também apresentaram maneiras de combinar esses fatores de forma inter-relacionada para criar uma capacidade de inovação sustentável. / The business environment has been under severe change lately, requiring firms not only to differentiate themselves from competition, but also to develop capabilities to adapt to new scenarios as a way to keep competitiveness and even to survive. This is not an easy task, especially for large corporations, where polices, rules, bureaucracy, orthodox behaviors, to list a few,, collude to hinder innovation. Even more difficult when these corporations operate in well established markets, with mature and even standardized products. Would that not be enough, in Brazil such corporations also need to face additional challenges regarding the country`s economy and bureaucracy as well as facing an emergent national innovation system. The literature on innovation is vast and innovation itself is a topic surrounded by several different aspects. However, to our knowledge, there are no articles dealing with the question of how to design and implement and innovation management model for a corporation such as those described above. The objective of this work is to help these companies on this endeavor by describing and analyzing the design and implementation of an innovation management model in a large Brazilian steel company, as well as to generate knowledge to support further academic research on the field. The objective was accomplished through an action research and the results not only confirmed the importance of innovation drives such as strategy, leadership, culture, resources and management systems, but also presented ways of combining these drives in an intertwined fashion to create a sustainable innovation capability.

No atual cenário da educação superior no Brasil, no qual houve uma crescente quantidade de Instituições de Ensino Superior (IES) ao mesmo tempo em que o orçamento e o financiamento da aŕea têm decaído, importa atentar para a qualidade das IES que estão em funcionamento no país. Nesse sentido, a avaliação institucional tem ganhado relevância e se mostrado importante para analisar os pontos fortes e fracos das IES. Propõe-se, portanto, a identificar e a analisar práticas inovadoras de avaliação institucional realizadas pelas IES brasileiras. Com base em revisão da literatura sobre avaliação institucional e inovação organizacional e com uso de abordagem de pesquisa qualitativa com natureza aplicada, procedeu-se com pesquisa documental em Relatórios de Autoavaliação Institucional e com entrevistas semi-estruturadas com responsáveis por avaliação nas IES pesquisadas. As IES foram selecionadas com base em dois critérios: (i) obtenção de conceito máximo no Índice Geral de Cursos (IGC) e (ii) presença na lista das vinte melhores universidades no quesito de inovação no Ranking Universitário da Folha (RUF) Assim, foram selecionadas nove IES: UFMG, UFRGS, UFRJ, UFSCAR, UFV, UnB, Unicamp, e USP. Foram analisados os níveis de maturidade das IES em relação a formatos avaliativos normativos e formativos e mapeadas as práticas de avaliação com caráter inovador. Os seguintes critérios foram considerados: grau de inovatividade; facilidade de implementação e replicação; e potencial de escalabilidade. Observou-se que, das nove IES pesquisadas, todas exercem uma avaliação com caráter predominantemente formativo e adotam práticas com certo grau de inovatividade, o que sugere uma correlação importante entre esses dois fatores que não havia sido até então evidenciada na literatura. Do ponto de vista de implicações gerenciais, salienta-se que as práticas mapeadas nesta dissertação podem servir de subsídio aos responsáveis por processos avaliativos em IES. / In the current higher education Brazilian scenario, where there is a raising quantity of Higher Education Institutions (HEIs) at the same time that the budget and funding for this area have decreased, it is important to pay attention to the quality of HEIs operating in this country. In this regard, institutional evaluation is becoming increasingly relevant, so it is important to analyze the strengths and weaknesses of HEIs. It is therefore proposed to identify and analyze innovative practices related to the institutional evaluation carried out by Brazilian HEIs. Based on a review of the literature about institutional evaluation and organizational innovation and using an applied qualitative research approach, documentary research of institutional self-evaluation reports and semi-structured interviews with responsibles for evaluation in the surveyed HEIs were performed. HEIs were selected based on two criteria: (i) get maximum concept in the General Index of Courses and (ii) presence in the top twenty innovative universities in the University Ranking of Folha de São Paulo (RUF, in Portuguese) Thus, nine HEIs were selected: UFMG, UFRGS, UFRJ, UFSCAR, UFV, UnB, Unicamp, and USP. The maturity level of each HEI was analyzed with respect to normative and formative evaluative formats. Evaluation practices with innovative character were mapped. The following aspects were considered: degree of innovation; ease of implementation and replication; and scalability potential. It was observed that in the surveyed HEIs, all of them develop an evaluation with a prevailing formative nature and adopt practices with some degree of innovativeness suggesting an important correlation between these two factors that had not previously been evidenced in the literature. From the point of view of administrative implications, it is particularly noted that the practices highlighted in this dissertation can be used to assist those responsible for evaluation processes in HEIs.

<p>Date: 06/10/2008</p><p>Level: Master Thesis in International Business and Entrepreneurship</p><p>Title: Organizational innovation processes and network relationship development-“The case study of Athera Biotechnologies and AstraZeneca R&D”</p><p>Authors: Marina Tasheva and Patchara Thaisrivichai</p><p>Advisor: Bengt Olsson</p><p>Research Problem: It has been known that developing a novel drug in pharmaceutical companies is a complex and expensive process. A company within these industries is forced to increase its innovativeness in order to compete with others. In this case study we will examine Athera Biotechnologies AB and AstraZeneca R&D respectively and how both companies promote, develop, sustain and enhance organizational innovation. At the same time we will also examine what is the two companies’ business strategy when it comes to networks relationship development.</p><p>Aim of thesis: The main purpose of our thesis is to compare two Swedish pharmaceutical companies and to see what are the differences and similarities in the way they foster organizational innovation processes.</p><p>Method: The method used for analyzing the collected data and information in our research is qualitative. We decided to use this method to examine the two companies’ organizational innovation processes and networks development. Further on we have collected both primary and secondary data. Primary data was collected through two semi-structured interviews with open questions. Secondary data was gathered from companies’ official web sites, annual reports and different publications and articles.</p><p>Conclusion: Our findings indicate that organizational innovation is crucial for pharmaceutical and biotechnological companies to sustain their competitive advantage in the rapid changing environment within this industry. Further more, entrepreneurial culture, corporate culture and networks and partnerships are the main factors that help AstraZeneca R&D and Athera to develop, maintain and enhance their organizational innovation. This in turn leads to the ability of the firms to successfully propose, adopt, develop and implement any new idea in relation to certain product or process.</p><p>Key words: Organizational Innovation, Entrepreneurial Culture, Corporate Culture, Networks and Partnership, Entrepreneurship</p>

<p>Att arbeta evidensbaserat innefattar både ett förhållningssätt och en process, vilket ställer krav på den enskilde arbetsterapeuten att kontinuerligt ompröva olika arbetsmetoder. Syftet med denna uppsats var att belysa arbetsterapeuters kunskap om och attityd till evidensbaserad praxis. Vidare att undersöka vilka hinder som angavs och förslag till lösning av eventuella hinder för att arbeta evidensbaserat. Metoden litteraturstudie användes och artiklarna valdes utifrån systematisk litteratursökning. Tio artiklar, publicerade 2000-2005, från fyra olika länder granskades avseende olika aspekter av evidensbaserad praxis. Resultatet visade att arbetsterapeuter har en positiv inställning till evidensbaserad praxis men arbetar förhållandevis litet evidensbaserat och på en låg nivå. Bristande kunskap/färdighet och tidsbrist var de största hindren som arbetsterapeuter angav för att implementera ett evidensbaserat arbetssätt. I de granskade artiklarna gavs också förslag till lösningar för att möjliggöra en evidensbaserad praxis och dessa lösningar fanns på flera organisatoriska nivåer.</p>

Att arbeta evidensbaserat innefattar både ett förhållningssätt och en process, vilket ställer krav på den enskilde arbetsterapeuten att kontinuerligt ompröva olika arbetsmetoder. Syftet med denna uppsats var att belysa arbetsterapeuters kunskap om och attityd till evidensbaserad praxis. Vidare att undersöka vilka hinder som angavs och förslag till lösning av eventuella hinder för att arbeta evidensbaserat. Metoden litteraturstudie användes och artiklarna valdes utifrån systematisk litteratursökning. Tio artiklar, publicerade 2000-2005, från fyra olika länder granskades avseende olika aspekter av evidensbaserad praxis. Resultatet visade att arbetsterapeuter har en positiv inställning till evidensbaserad praxis men arbetar förhållandevis litet evidensbaserat och på en låg nivå. Bristande kunskap/färdighet och tidsbrist var de största hindren som arbetsterapeuter angav för att implementera ett evidensbaserat arbetssätt. I de granskade artiklarna gavs också förslag till lösningar för att möjliggöra en evidensbaserad praxis och dessa lösningar fanns på flera organisatoriska nivåer.

Due to the trend of globalization, Auto-parts industry in Taiwan is facing the challenge of market liberalized and global car companies¡¦ tactical regroup that cause the structural readjustment. In order to maintain market competitive capacity, Auto-parts companies in Taiwan head into internationalization gradually and set up overseas subsidiaries in different investing types, creating so-called multi-national enterprises. The overseas subsidiaries will not only present their different tactical missions they should undertake that are different from their headquarter¡¦s during expanding market share, but also play different roles in monolithic value chain. Under internationalized operation, how to keep track of transcendental international knowledge-management tactics and generate innovative motivity continuously will be a great challenge to reputed traditional industry- Auto-parts in the future. Through questionnaire-inquire method, this research reports explore the connection of the knowledge management and the ability of organization innovation in Auto-parts industry. Adding the view of internationalized tactics to search the above influence of otherness in order to find out the most optimum international knowledge-management operation mode. After this research is studied and verified, the main points of it as follows: 1. The analysis of otherness: This research points out that the level of internationalization to the Auto-parts firms does not cause any notable difference in knowledge management and organization innovation. 2. Influential analysis: In the part of affection of knowledge management to organization innovation, this research notes that other variable of knowledge management to management innovation and technology innovation exists positive connection aside from knowledge management tactics. The ¡§learning culture¡¨ is the most forecasting factor to management innovation and technology innovation. Besides, both ¡§knowledge-supporting information system¡¨ and ¡§knowledge-transfer advancement¡¨ get marked forecasting to the management innovation of Auto-parts industry. ¡§Multinational-integration-knowledge innovation¡¨ has notable forecasting to technology management. Only value-chain-activity causes influence in variable to the part of knowledge management and organization innovation in internationalized tactics. The research to Auto-parts industry remarks that learning culture, knowledge-supporting information system, knowledge-transfer advancement and multinational-integration-knowledge innovation enable knowledge management to create positive affection in organization innovation. Thus, as my suggestion, enterprises have to get the effort in cultivating learning culture, establishing knowledge-supporting information system, advancing knowledge transfer and using the method of integration to create knowledge.

This study aimed to investigate the innovation practices and the factors contributing to innovativeness in Bah&ccedil / eSehir Science and Technology High School (BSTHS). The study was designed as a case study and different qualitative data collection techniques were used to collect the data. 17 participants of this study were chosen among administrators, science and mathematics teachers and 4 students. The study documented both managerial and academic innovations at the School. Besides, the factors contributing to innovativeness at BSTHS were documented. Research findings show that the BSTHS was successful in establishing a place within the Turkish Education System as a new and original education institution. The BSTHS administration is working on, based on an effective leadership, providing most suitable conditions for education and learning, and they are doing that with a participatory administration approach. Beyond that, they constructed an effective network with the support of the Bah&ccedil / eSehir University towards the development of the school in line with its targets. According to the research findings, foremost aspects that make the BSTHS innovative and original are a new curriculum, an individual-based education system, application of new technologies in education and learning processes and the establishment of the institution as a self-learning organization. It is argued that different factors (e.g., leadership, participative management, social interaction, knowledge share) are combined with quality inputs (e.g., students, staff, technology, physical infrastructure) have contributed to the creation of a culture of innovation. Hence, it is concluded that extensive physical or financial resources are not enough to accomplish innovativeness. Besides, a culture of innovation needs to be cultivated in order to accomplish innovation.

Thèse de doctorat : Sciences économiques et sociales : Göteborgs universitet : 2006. / Résumé en anglais. Bibliogr. p. 213-221.