No campo da gestão estratégica de pessoas, uma preocupação que está em evidência é a investigação de variáveis mediadoras da relação entre gestão estratégica de pessoas e desempenho organizacional. Para desvendar as etapas intermediárias do processo de geração de resultados da gestão estratégica de pessoas, pesquisas anteriores sugerem a análise de fatores no nível organizacional, a exemplo das capacidades organizacionais. Nesse contexto, o objetivo geral desta pesquisa foi estabelecer relações entre as configurações de estratégias de gestão de pessoas, as capacidades organizacionais e o desempenho organizacional dos meios de hospedagem do Nordeste brasileiro, oferecendo subsídios para a gestão eficaz dos empreendimentos e para a maximização de resultados no setor. Foi desenvolvido um estudo descritivo e relacional, de abordagem quantitativa. Foram aplicados questionários a 151 gestores de meios de hospedagem localizados nos dois principais destinos turísticos de quatro estados do Nordeste do Brasil, a saber: Salvador/BA, Porto Seguro/BA, Fortaleza/CE, Canoa Quebrada/CE, Recife/PE, Porto de Galinhas/PE, Natal/RN e Pipa/RN. As estratégias de gestão de pessoas foram avaliadas segundo o Modelo de Valores Competitivos de Cameron e Quinn (2006). As capacidades organizacionais foram investigadas a partir do modelo de múltiplos papéis de Ulrich (1998; 2000). O desempenho organizacional foi avaliado com o uso de indicadores adotados por pesquisas anteriores: taxa de ocupação hoteleira, valor da diária média, desempenho financeiro, produtividade do trabalho e qualidade dos serviços. Os dados foram analisados por meio da aplicação de diversas técnicas estatísticas adequadas às características dos dados e aos objetivos do estudo. Os resultados revelam que existe um razoável equilíbrio na implementação das diversas configurações do Modelo de Valores Competitivos. Entretanto, percebe-se uma tendência de que os hotéis conseguem implementar melhor as estratégias de gestão de pessoas que apresentam enfoque organizacional orientado para o ambiente interno e implementar menos as estratégias voltadas para o ambiente externo. Também se verificou uma tendência entre os meios de hospedagem de conseguirem desenvolver melhor as capacidades organizacionais orientadas para o cotidiano e para o nível operacional e de enfrentarem maiores dificuldades para desenvolver as capacidades organizacionais orientadas para o futuro e para o nível estratégico. As relações encontradas confirmam a sobreposição proposta por Cameron e Quinn (2006) entre as estratégias de gestão de pessoas do Modelo de Valores Competitivos e as capacidades organizacionais do modelo de múltiplos papéis de Ulrich (1998) e revelam outras associações concomitantes e complementares. Essas múltiplas relações identificadas corroboram a perspectiva configuracional ao sugerirem a existência de modelos híbridos, em que sejam contemplados elementos dos quatro modelos de gestão de pessoas analisados nesta pesquisa, buscando uma combinação sinérgica entre eles para maximizar e usufruir dos benefícios que cada um é capaz de proporcionar. Apenas duas capacidades organizacionais exercem influência direta sobre o desempenho organizacional, ambas voltadas para as atividades de administração de pessoal, apresentando maior ênfase sobre as pessoas e traduzindo maior flexibilidade. Por outro lado, análises complementares atestaram que os hotéis que conseguem desenvolver as quatro capacidades organizacionais de forma conjunta e equilibrada alcançam um desempenho superior, confirmando assim a noção de equilíbrio defendida pelos autores de ambos os modelos. As constatações permitiram ampliar a compreensão sobre as relações entre as estratégias de gestão de pessoas e o desempenho organizacional, inserindo as capacidades organizacionais como variável mediadora. / In the field of strategic human resource management there is evident concern with investigation into variables that intercede in the relationship between strategic human resource management and organizational performance. In order de clarify the intermediate steps in the process of generating results of strategic human resource management, earlier research suggests an analysis of factors at the organizational level, an example being organizational capabilities. Within this context, the general objective of this research was to establish relationships among the settings of human resource strategies, organizational capabilities and organizational performance in the hotel sector in the Brazilian Northeast, offering support for the management efficacy of these business undertakings and for the maximization of results in the sector. A descriptive and relational study, with a quantitative approach, was designed. One hundred and fifty-one questionnaires were applied to managers of hotels located in the two principal tourism destinations of four states in the Northeast Region of Brazil: Salvador, BA, Porto Seguro, BA, Fortaleza, CE, Canoa Quebrada, CE, Recife, PE, Porto de Galinhas, PE, Natal, RN and Pipa, RN. Human resource strategies were evaluated according to Cameron\'s and Quinn\'s (2006) Competitive Values Model. Organizational capabilities were investigated by way of Ulrich\'s (1998, 2000) Multiple Roles Model. Organizational performance was measure by use of indicators adopted from earlier research: hotel occupation rate, average value of daily rates, financial performance, labor productivity and service quality. Data were analyzed through the application of diverse statistical techniques consistent with the characteristics of the data and research objectives. The results reveal that there exists a reasonable equilibrium in the implementation of the diverse configurations of the Competing Values Model. However, a tendency to be more able to put into practice human resource strategies that present an organizational focus oriented toward the internal environment and to a lesser implementation of strategies directed toward the external environment was perceived. Also, a tendency was verified, among the hotels, to be more able to develop organizational capabilities orientated toward the day-to-day and for the operational level and to encounter greater difficulties in developing organizational capabilities directed toward the future and for the strategic level. The relationships discovered confirm the super positioning proposed by Cameron and Quinn (2006) between the human resource strategies of the Competing Values Model and the organizational capabilities of Ulrich\'s (1998) Multiple Roles Model and reveal other concomitant and complementary associations. The multiple relationships identified in the study lend support to a configurational perspective that suggest the existence of hybrid models, in which elements of the four models of human resource management analyzed here are contemplated, in the search for a synergetic combination among the models in order to maximize and take advantage of the benefits that each model is capable of providing. Only two of the organizational capabilities exercise direct influence over organizational performance, both focused upon personnel administration activities, presenting greater emphasis on people and translating into greater flexibility. On the other hand, complementary analyses present testimony that hotels that are able to develop the four organizational capabilities in a jointly and equilibrated form, manage to reach higher performance, thus confirming the notion of equilibrium defended by the authors of both models. The findings permit a comprehension and amplification of the relationships between human resource strategies and organizational performance, inserting organizational capabilities as a mediating variable.

The world is changing. With more complex products and services available, shortened life cycles, and shifts in customers behavior due to the increased availability of information, companies needs to explore new capabilities and organizational practices to effectively preserve a competitive advantage through new innovations. A competitive advantage is said to be difficult to create and sustain in today’s markets. Many startups and corporates, are therefore, changing their innovation processes from a traditional linear process to more of an open process. Many scholars have studied this phenomenon from a corporate perspective, leaving a gap in existing literature on how startups are contributing with their innovative and entrepreneurial mindset to the context of open innovation. It is visible that startups are possessing an extensive amount of exploration capabilities, while lacking capabilities related to exploitation. Finding a balance between exploration and exploitation capabilities is an issue for startups due to its limitations of resources. Therefore, the purpose of this study is to distinguish how an innovation hub enables startups with balancing exploration and exploitation capabilities. For this study, the innovation hub of our choosing is Ignite. Based on the literature review and the identified research gaps, the following research question has been formulated to investigate the phenomenon of balancing organizational capabilities from a startup perspective: RQ: How can an innovation hub help startups find a balance between exploration and exploitation capabilities? To properly answer the research question, the chosen research approach was selected as a qualitative research method. The empirical findings were gathered from 11 semi-structured interviews, where nine interviews have been with managers from startups active in Ignite and two interviews with team members from Ignite. In addition to the empirical findings, we developed a proposed framework that explains the whole process of startups being active in Ignite from pre-intervention, addressing challenges related to startups and the reasons why they should engage in being active in an innovation hub, to post-intervention, addressing the possible outcomes received by being active in Ignite. To conclude, this thesis contributes with an understanding on how startups may use a third party, such as Ignite, to get help with the balancing act of exploration and exploitation capabilities. The findings show that the third party is helping the startups with balancing their organizational capabilities in an indirect way. This is done through Ignite’s accurate matchmaking process and their deep understanding about which capabilities the big corporations are looking for, which Ignite gathers from a needs analysis together with the big corporation. From this thesis, startups as well as big corporations, will understand the importance of involving a third party for the purpose of creating and sustaining a competitive advantage by balancing their exploration and exploitation capabilities.

No description available.

Research questions: How do industrial manufacturing companies maintain and adapt their organizational capabilities during transformation towards servitization? How do manufacturing firms maintain and balance their operational capabilities while developing service capabilities? Purpose: The purpose of the study is to increase the understanding of how industrial manufacturing companies maintain, adapt and balance organizational capabilities in production in the transition towards servitization. Method: The theoretical framework used in this study is based on studies on digital transformation, servitization and organizational capabilities and how these affect the manufacturing industry. The qualitative study is based on five interviews and complementary email conversations, which were conducted with managers at Volvo Construction Equipment. The selection of respondents was carried out according to positions with relevant competence to create an overall as well as detailed understanding of the company's digitization, servitization and organizational capabilities. Conclusion: The results of the study demonstrate the importance of technological integration with customers to expand the service business and adaptation of existing capabilities in new environments. The balance between production and service development is central, which requires consensus and a shared vision. Volvo Construction Equipments customer-oriented strategy has led to more advanced services that require new capabilities. A clear strategy for servitization, digitization and production are therefore necessary to achieve a successful transformation. / Forskningsfrågor: Hur bibehåller och anpassar tillverkande industriföretag sina organisatoriska förmågor vid transformation mot tjänstefiering? Hur bibehåller och balanserar tillverkande industriföretag sina operativa förmågor under utvecklingen av tjänstefieringsförmågor? Syfte: Syftet med studien är att öka förståelsen hur tillverkande industriföretag bibehåller, anpassar och balanserar organisatoriska förmågor i produktion i övergången mot tjänstefiering. Metod: Den teoretiska referensram som använts i denna studie bygger på studier om digital transformation, tjänstefiering samt organisatoriska förmågor och hur dessa påverkar tillverkningsindustrin. Den kvalitativa studien bygger på fem intervjuer och kompletterande mailkonversationer, som genomfördes med ledare hos Volvo Construction Equipment. Valet av respondenter utfördes efter positioner med relevant kompetens för att skapa en övergripande samt detaljerad förståelse för företagets digitalisering, tjänstefiering och organisatoriska förmågor. Slutsats: Resultaten från studien påvisar vikten av teknologisk integration med kunder för att expandera tjänsteaffären och anpassning av befintliga förmågor i nya miljöer. Balansen mellan produktion och tjänsteutveckling är central, vilket kräver samförstånd och gemensam vision. Volvo Construction Equipments kundorienterade strategi har lett till mer avancerade tjänster som kräver nya förmågor. En tydlig strategi för tjänstefiering, digitalisering och produktion är därmed nödvändig för att uppnå en lyckad transformation.

Yes / Although prior research has examined the effects of different forms of disruptive market shift on organizational practice, structure, and performance, knowledge is lacking on its conceptual domain, antecedents, and organizational response outcomes. This study draws insights from an in-depth analysis of 23 organizations to conceptualize disruptive market shift and explore its antecedents and consequences. We find that digitization, technological advancements, political uncertainty and government regulations, competitive pressures, the media, and customer dynamism are major drivers of disruptive market shifts. Furthermore, evidence suggests that organizations establish collaborative relationships, initiate internal transformational processes, and develop innovative metrics and patterns to respond to disruptive market shifts. We discuss the theoretical and managerial implications of the findings.

Submitted by Maicon Juliano Schmidt (maicons) on 2015-07-20T13:46:14Z No. of bitstreams: 1 Carlos Henrique Benevenuto Rech.pdf: 1068014 bytes, checksum: c9904bf8f8682ca8fbe74f92302643a8 (MD5) / Made available in DSpace on 2015-07-20T13:46:14Z (GMT). No. of bitstreams: 1 Carlos Henrique Benevenuto Rech.pdf: 1068014 bytes, checksum: c9904bf8f8682ca8fbe74f92302643a8 (MD5) Previous issue date: 2014-06-24 / Nenhuma / Este trabalho analisou as capacidades organizacionais e operacionais de um banco para a coprodução de serviços de telecomunicações de dados. Nele, o construto capacidade para coprodução de serviços de telecomunicação foi operacionalizado através da mensuração de oito dimensões formadoras das capacidades organizacionais e operacionais de coprodução de serviços, desenvolvidas em estudo exploratório anterior de Teixeira (2010) e ampliado através de estudo posterior desenvolvido por Przyczynski (2013). Buscando ampliar os estudos desenvolvidos por esses autores, foi selecionada uma grande instituição financeira no Brasil para aplicação de pesquisa que contou com uma amostra final de 299 agências. Os resultados estatísticos demonstraram que 6 construtos são responsáveis por 27,8% da percepção de falhas. Também sugeriu que os construtos Capacitação Funcional, Gerenciamento de Instalações e Gerenciamento de Equipamentos exercem maior influência sobre Percepção de Falhas, seguidos de Planejamento Estratégico e, por fim, Segurança. Quanto à significância, Capacitação Funcional foi altamente significativa, seguida de Gerenciamento de Equipamentos e Gerenciamento de Instalações. / This work analyzed the organizational and operational capabilities of a bank for co-production of data telecommunications services. The construct ability to co-produce telecommunication services has been operationalized through the measurement of eight dimensions forming organizational and operational capabilities of service co-production, developed in previous exploratory study of Teixeira (2010) and expanded later by study developed by Przyczynski (2013). Seeking to expand the studies developed by the authors, a large financial institution in Brazil has been selected in order to apply the survey instrument to a final sample of 299 branches. Statistical results show that 6 constructs are responsible for 27.8% of service failure. Results also suggest that the constructs Functional Training, Facilities Management and Equipment Management exerts greater influence on Perception of Failure, followed by Strategic Planning and, finally, Security. As for significance, Functional Training was highly significant, followed by Equipment Management and Equipment Facilities.

S’appuyant sur une approche comparative et historique au niveau de la firme, cette thèse étudie les dynamiques de la réussite économique à long terme de la construction d'avions civils aux Etats-Unis et en Europe. Cette analyse est menée à partir de l’étude d’Airbus et de Boeing qui sont les deux plus grandes firmes du secteur aéronautique au niveau mondial. La thèse identifie les conditions sociales qui influencent les capacités concurrentielles des deux firmes et les pratiques qui jouent un rôle sur l’amélioration ou la dégradation des capacités productives de leur secteur à travers un cadre analytique basé sur les modèles productifs / les modèles d’affaires (productive/business models). Les trois éléments majeurs de l’activité productive au niveau de la firme, à savoir la stratégie d’entreprise, la structure organisationnelle et le degré d’engagement financier sont analysés dans ce cadre appliqué à l’intégration de systèmes. Les résultats de cette recherche montrent qu’il existe une forte corrélation entre la sous-traitance massive, la financiarisation des stratégies d’entreprise et les relations conflictuelles de travail. L’évolution des stratégies d’Airbus et de Boeing et leur influence sur l’amélioration ou la dégradation de leurs capacités productives sont fortement liées aux transformations dans le domaine financier et dans l’organisation productive / les relations industrielles qui caractérisent les économies occidentales depuis les trois dernières décennies. Les conséquences des actions menées par les entreprises sur la promotion de l’emploi dans leur(s) pays d’origine sont questionnées et des implications en termes de stratégies d’entreprise et de politiques publiques sont tirées de cette thèse. / This dissertation analyzes the dynamics of long-term success in commercial aircraft manufacturing in the US and Europe performed through a historical-comparative methodology employed for firm level analysis. The firm-level case studies are Airbus and Boeing, the two biggest firms in the commercial aircraft manufacturing industry. Through an analytical framework concentrated on business/productive models of corporate activity, the study identifies the social conditions that influence the competitive capabilities of these two companies and their practices in upgrading, or downgrading, the productive capabilities of their respective industries. The three main elements of firm-level productive activity under modern capitalism, namely corporate strategy, organizational structure and financial commitment are analyzed through the lens of the systems-integration business/productive model framework. The results of the research show that there is a strong correlation between extensive outsourcing, financialization of business strategies and conflicting employment relations. Distinct constructive and destructive processes of corporate strategies of Airbus and Boeing are strongly linked to the role of the transformations of finance and work organization/industrial relations in the last three decades in Western economies. The consequences of corporate action on the promotion of secure jobs with positive prospects for their respective economies are questioned and relevant implications are drawn for business and government policy.

Submitted by Nadir Basilio (nadirsb@uninove.br) on 2016-06-07T18:27:11Z No. of bitstreams: 1 Renata Gama e Guimaro Moura.pdf: 1111500 bytes, checksum: 9e73c13bf78bf215a1ba4e48e4b65d10 (MD5) / Made available in DSpace on 2016-06-07T18:27:11Z (GMT). No. of bitstreams: 1 Renata Gama e Guimaro Moura.pdf: 1111500 bytes, checksum: 9e73c13bf78bf215a1ba4e48e4b65d10 (MD5) Previous issue date: 2015-09-25 / The objective of the research is to identify and evaluate if the relationship between companies of an industrial low-tech cluster (footwear) and their individual characteristics can act on the absorption capacity of companies inside the cluster. The research was conducted inside the footwear cluster in Biriguí/SP. Absorption capacity is recognized as essential input to innovation and a prerequisite for identifying opportunities in your environment that will create and sustain competitive advantages. Companies with greater absorption capacity levels are more proactive and then get more dynamic movements towards the exploration of opportunities. It addresses the type of cluster, relationships and characteristics of the companies that compose it. As relevant methodological approach to collecting and processing data, we opted for the research development in two phases. The first one carried out through interviews with major producers and research works that tell the story of the studied cluster, which has resulted in the description and characterization of the research object: the footwear cluster in Biriguí/SP. The second one evaluates the absorption capacity in the cluster by collecting data and information for the dependent and independent variables and statistical calculations. To obtain data, we used an instrument classified as survey in 80 companies of various sizes (large, medium, small and micro), in order to identify their characteristics, the intra-cluster relationship and how it affects the absorption ability of cluster companies. The survey development has showed that business characteristics and how they relate among them intra-cluster affecting the absorption capacity of companies inside the cluster. The study has limitations such as the number and distribution of respondents, composition of the unbalanced answers in relation to the actual composition of the cluster companies and the difficulty of collecting data that made not possible to measure the performance variable which verify the absorption capacity in relation to this variable. As a contribution, it has a better understanding of the characteristics of the company in relation to the absorption capacity in low technology clusters and regarding the relationship with the type of cluster. It also enables the orientation of executives in the category governance clusters and public policy related to incentives to increase competitiveness of these companies. / O objetivo da pesquisa foi identificar e avaliar se a relação entre empresas de um cluster industrial de baixa tecnologia (calçados) e suas características individuais influenciam a capacidade de absorção das empresas do aglomerado. A capacidade de absorção é reconhecida como insumo indispensável à inovação e um pré-requisito para a identificação, no seu ambiente, de oportunidades que levarão à criação e sustentação de vantagens competitivas. Empresas com maiores níveis de capacidade de absorção são mais proativas, o que as conduz a movimentos mais dinâmicos na exploração de oportunidades. Aborda-se o tipo de cluster, bem como os relacionamentos e características das empresas que o compõem. Como procedimento metodológico pertinente à coleta e tratamento dos dados, optou-se pelo desenvolvimento da pesquisa em duas fases. A primeira, realizada por meio de entrevistas com os maiores produtores e pesquisa em obras que contam a história do cluster pesquisado, resultou na descrição e caracterização do objeto de pesquisa: o cluster de calçados de Birigui/SP. A segunda, que envolveu a coleta de dados e informações para as variáveis dependentes e independentes e cálculos estatísticos, avaliou a capacidade de absorção no cluster de calçados de Birigui/SP. Para a obtenção de dados, foi utilizado um instrumento classificado como survey em 80 empresas de vários portes (grande, média, pequena e micro), com o objetivo de identificar as características destas, do relacionamento intracluster e como isso afeta a capacidade de absorção das empresas do cluster. O desenvolvimento desta pesquisa mostrou que as características das empresas e a forma como se relacionam intracluster afetam a capacidade de absorção das empresas do aglomerado. O estudo apresenta algumas limitações: quantidade e distribuição dos respondentes; composição das respostas desbalanceada em relação à composição real das empresas do cluster; não mensuração de nenhuma variável de desempenho para verificar a capacidade de absorção em relação a essa variável (decorrente da dificuldade para a coleta de dados). Como contribuições, apresenta uma melhor compreensão das características da empresa em relação à capacidade de absorção em clusters de baixa intensidade tecnológica e dessa relação com o tipo de cluster. Além disso, possibilita a orientação de executivos no quesito governança de clusters e na articulação de políticas públicas, relacionada a incentivos que aumentem as condições de competitividade dessas empresas.

No description available.

Étude de cas comparative portant sur l'évolution de la chaîne de valeur aéronautique du grand Montréal. L'objet d'étude est le développement des capacités organisationnelles des firmes sous-traitantes grâce à des mises à niveau de leurs systèmes de production. Ces mises à niveau sont considérées s'inscrire dans un cadre stratégique en lien avec le positionnement de marché visé et générer des opportunités de formation et apprentissage. Un processus d'apprentissage commun aux firmes est relevé et présente des activités de conversion de savoir centrales au développement des compétences. Les analyses indiquent que des mises à niveau de fonction sont à favoriser pour élargir les capacités organisationnelles et l'offre de services correspondante de ces firmes jusqu’à l’atteinte du rang d’intégrateur. Le paradigme des chaînes de valeur et l’approche basée sur les ressources et l’apprentissage issu de la gestion stratégique sont agencés en continuum pour l’analyse des phénomènes. / Comparative case study on the evolution of the greater Montreal’s aeronautic value chain. The object of inquiry is the development of organizational capabilities by outsourcing firms with the help of upgrades on their production systems. These upgrades are considered within a strategic framework in regard to the desired market position and as generating learning and training opportunities. A common learning process among these firms is drawn and shows knowledge conversion activities central to skills development. Analyses indicate that functional upgrades are to favor in order to widen organizational capabilities and the corresponding services offer of these firms to the point of reaching the level of integrator. The value chain paradigm and the resource-based and learning view from strategic management were put together forming a continuum to better assess the phenomenons.