Made available in DSpace on 2016-03-15T19:31:10Z (GMT). No. of bitstreams: 1 Laura Melo.pdf: 2005024 bytes, checksum: f11d8f38cbd0a68e0be318fcb85ac5cd (MD5) Previous issue date: 2015-03-02 / This thesis involves the study of the relationship between organizational performance and guidelines for exploration, exploitation and ambidexterity. For the development of this study, two concepts were objects of theoretical considerations and empirical evaluations. The first consists of the types of guidelines used by organizations in the acquisition, organization and management of knowledge, termed as exploration, exploitation and ambidexterity. The second concept refers to organizational performance, this research is based on the Balanced Scorecard - BSC. This study focused on these two concepts can be justified by the importance and influence of the management of organizational knowledge in generating superior performance compared with other companies in the same sector or industry. Besides presenting a theoretical review of the related literature to the issues in question, this study also replicated two scales, a performance measurement proposed by Popadiuk (2006) is divided into four indicators that measure the financial performance indicators that measure 10 customer management, 10 internal management processes and eight that measure learning and growth and other measurement of ambidexterity, exploration and exploitation which consists of 45 indicators, 20 of which classify the company as exploitative and 25 which together rank the company as explotadora. The sample included 249 respondents and the data were processed and validated by means of the technique of Structural Equation Modeling with estimation method Partial Least Squares (PLS) using the SmartPLS 2.0 software. The results were validated empirically. One can also conclude that for this sample the sector of the economy, did not constitute a moderating variable of the relationship between ambidexterity and organizational performance. / Esta tese de doutorado envolve o estudo do relacionamento entre o desempenho organizacional e as orientações para exploração, explotação e ambidestria. Para o desenvolvimento desse estudo, quatro conceitos foram objetos de considerações teóricas e avaliações empíricas. Os três primeiros, consistem nos tipos de orientações utilizadas pelas organizações na aquisição, organização e gestão de conhecimentos, denominadas como exploração, explotação e ambidestria. O último conceito refere-se ao desempenho organizacional que, nesta pesquisa, será baseado no Balanced Scorecard - BSC. O foco deste estudo, nesses conceitos, pode ser justificado pela importância e influência do gerenciamento do conhecimento organizacional na geração de desempenhos superiores comparativamente com outras empresas do mesmo setor ou da indústria. Além de apresentar uma revisão teórica sobre a literatura relacionada aos temas em questão, este trabalho também replicou duas escalas, uma de mensuração do desempenho, proposta por Popadiuk (2006), divide-se em cinco indicadores que mensuram o desempenho financeiro, quatro indicadores que mensuram a gestão dos clientes, quatro de gestão de processos internos e quatro que mensuram a aprendizagem e o crescimento; e outra, de mensuração da ambidestria, exploração e explotação, que consta de 45 indicadores, sendo que 20 classificam a empresa como exploradora e 25 que, em conjunto, classificam a empresa como explotadora. A amostra contou com 249 respondentes e os dados foram processados e validados por meio da técnica de Modelagem de Equações Estruturais, com estimação pelo método PartialLeastSquares (PLS), utilizando o software SmartPLS 2.0. Os resultados foram validados empiricamente, confirmando a influência da orientação ambidestra do desempenho organizacional. Pode-se concluir, também, que para essa amostra o setor da economia, não se constituiu uma variável moderadora da relação entre ambidestria e desempenho organizacional

Submitted by Aline Martins (1146629@mackenzie.br) on 2016-05-24T18:36:50Z No. of bitstreams: 2 Fernando Ribeiro dos Santos .pdf: 1768004 bytes, checksum: eebc9c37aafbcb0fd7367ca5fc681a11 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Approved for entry into archive by Paola Damato (repositorio@mackenzie.br) on 2016-05-24T18:53:01Z (GMT) No. of bitstreams: 2 Fernando Ribeiro dos Santos .pdf: 1768004 bytes, checksum: eebc9c37aafbcb0fd7367ca5fc681a11 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Made available in DSpace on 2016-05-24T18:53:01Z (GMT). No. of bitstreams: 2 Fernando Ribeiro dos Santos .pdf: 1768004 bytes, checksum: eebc9c37aafbcb0fd7367ca5fc681a11 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2015-02-06 / This thesis revolved around four concepts in the literature of competitive advantage: capabilities, organizational ambidexterity, strategy types and organizational performance. Its main objective was to identify the relationship between organizational performance – as the result of the mediation among four types of capabilities – and the organizational ambidexterity, moderated by the type of strategy according to Miles and Snow’s (1978) typology. In order to reach the chosen objective a quantitative survey was carried out with 119 companies of the three sectors of economy: industry, commerce and services. A structured and closed questionnaire was applied following Likerts scales for each one of its items. Data was processed and evaluated through the technique of Structural Equation Modeling (SEM) with estimates in the method of Partial Least Squares (PLS), and using a SmartPLS 2.0 software. The analysis was done involving six models: three without the involvement of the capabilities and three involving the capability as mediator. The three main models were: the complete sample, the companies that were classified as Prospector/Analytical and companies classified as Defender/Reactive. The results identified a difference in the assessment of the indicators for the variables of ambidexterity and capability when comparing both groups of companies, as well as the existence of a representative index between ambidexterity and organizational performance, regardless of the group related to the type of strategic orientation. As a conclusion, the data shows that the variable capability has a mediating effect between organizational ambidexterity and performance, and the effect varies from total to partial, depending on the type of strategic orientation adopted by the companies, according to the model created by Miles and Snow (1978). / Esta tese envolveu quatro conceitos encontrados na literatura de vantagem competitiva: capabilidades, ambidestria organizacional, tipos de estratégia e desempenho organizacional. Teve como objetivo principal a identificação do desempenho organizacional como como resultado da interação entre quatro tipos de capabilidades e a ambidestria organizacional, moderadas pelo tipo de estratégia segundo a tipologia de Miles e Snow (1978). Para alcançar o objetivo proposto foi feita uma pesquisa de caráter quantitativo envolvendo 119 empresas dos três setores da economia: indústria, comércio e serviços. Aplicou-se um questionário estruturado fechado com escalas tipo Likert para cada um dos construtos. Os dados foram processados e avaliados por meio da técnica de Modelagem de Equações Estruturais (MEE) com estimação pelo método Partial Least Squares (PLS) utilizando-se o software SmartPLS 2.0. A análise foi feita envolvendo seis modelos: três sem envolvimento das capabilidades e três envolvendo a capabilidade como mediadora. Os três modelos principais foram: a amostra completa, as empresas classificadas como Prospectoras/Analíticas e as empresas classificadas como Defensoras/Reativas. Os resultados identificaram uma diferença de avaliação dos indicadores para as variáveis latentes ambidestria e capabilidade ao se comparar os dois grupos de empresas; bem como a existência de coeficiente significativo entre ambidestria e desempenho organizacional, independente do grupo relacionado ao tipo de orientação estratégica. Como conclusão, os dados apontam que a variável latente capabilidade exerce efeito mediador entre ambidestria organizacional e desempenho organizacional, sendo que o efeito varia de total a parcial, dependendo do tipo de orientação estratégica adotada pelas empresas, segundo o modelo de Miles e Snow (1978).

A Educação a Distância foi definida por Moore e Kearsley (2012) como ensino e aprendizado planejado no qual o ensino comumente ocorre em um local diferente do aprendizado, exigindo comunicação por meio de tecnologias, bem como organização institucional diferenciada. No entanto, a busca por um modelo de educação que atendesse a tantas necessidades, passou por um longo período de pesquisas e esforços até culminar no modelo de educação a distância dos dias de hoje: a educação a distância mediada por tecnologias. Esta modalidade depende da estruturação de sistemas de EAD formados por todos os processos que operam quando ocorre o ensino e o aprendizado a distância, o que inclui o aprendizado, o ensino, a comunicação, a criação de programas e cursos, e o gerenciamento. E é neste contexto que surge a problemática deste estudo, cuja primeira preocupação está centrada nos novos elementos que surgem na gestão de uma IES com a implantação da educação a distância mediada por tecnologias. Ao mesmo tempo em que a educação a distância se desenvolve, aumenta a concorrência no setor da educação superior, o que pressiona para uma gestão profissionalizada, pautada na avaliação do desempenho organizacional e na busca por orientação estratégica. A problemática deste estudo está centrada na identificação de categorias de informações, inerentes à gestão da Educação a Distância, que do ponto de vista do docente, deveriam ser consideradas na construção de Balanced Scorecards adaptados para a gestão do desempenho organizacional de Instituições de Ensino Superior Privadas, credenciadas para as modalidades de ensino presencial e a distância. A metodologia adotada para este estudo foi o estudo de caso, desenvolvido em uma Instituição de Ensino Superior Privada credenciada para a educação superior presencial e a distância. A análise dos resultados do estudo de caso apresentou como resultados, quatro categorias de informações, totalizando 32 itens, para orientar a construção e adaptação de Balanced Scorecards para IES credenciadas para as modalidades de educação presencial e a distância: Categoria 1 - Planejamento e Elaboração de Recursos Didáticos; Categoria 2 - Acompanhamento Discente; Categoria 3 - Motivação e Habilidades Docentes; Categoria 4 - Efetividade do Sistema de EAD. / Distance Education was defined by Moore and Kearsley (2012) as teaching and planned learning in witch teaching normally occurs in different place than learning, requiring communication through technology, as well as, special institutional organization. However, the search for an educational model that suited such needs, has passes through a long period of researchs and efforts to become the distance education of today: distance education mediated by technology. This modality of education depends on the structuring of Distance Education Systems that consists of all the component processes that operate when teaching and learning at a distance occurs. It includes learning, teaching, communication, design, and management. And it is in this context that this research emerges, focusing on the new elements found on the management of Higher Education Institutions after assuming technology mediated education programs. As distance education evolves, competition increases in the Higher Education sector, what leads to a professionalized management need, based on organizational performance evaluation and on the search for strategic orientation. This research is centered on the identification of information categories, from distance education management, that from the teachers point of view, should be considered for the development and adaptation of Balanced Scorecards for private Higher Education Institutions, that offers regular and distance education programs. This study used a case study as method. The analysis of the case study results culminated in four information categories to guide the development and adaptation of Balanced Scorecards for private Higher Education Institutions, that offers regular and distance education programs: Category 1: Planning and Development of Didactic Resources; Category 2: Student Progress Monitoring; Category 3: Teachers Motivation and Skills; Category 4: Distance Education System Effectiveness.

Para competir em um mercado global as organizações precisam, além de formular e implementar estratégias, adotar ferramentas de gestão para monitorar e controlar o desempenho do negócio e comunicar suas ações junto aos seus stakeholders. Diante disso, nos últimos 20 anos, os pesquisadores passaram a examinar e propor sistemas de mensuração de desempenho, considerando os parâmetros financeiros e não financeiros, para auxiliar os gestores na implemtação de planejamento estratégico, na tomada de decisão e no controle das ações. Mas, causa surpresa, os poucos trabalhos dirigidos às Pequenas e Médias Empresas (PMEs), sobre esse tema. Sabe-se que as PMEs têm características organizacionais e de desempenho que as tornam diferentes das grandes empresas, porém não se pode negligenciar o importante papel dos sistemas de mensuração de desempenho para qualquer tipo de empresa ou forma de gestão. Com isso em mente, a intenção desta tese foi responder a duas perguntas importantes, a saber: as Pequenas e Médias Empresas (PMEs) empregam indicadores de mensuração de desempenho? As características organizacionais influenciam no emprego de indicadores de mensuração de desempenho? As questões principais podem ser subdivididas nos seguintes questionamentos: Quais tipos de indicadores de desempenho são adotados pelas PMEs? Os indicadores são financeiros ou não financeiros? Quais dimensões não financeiras dos sistemas de mensuração de desempenho são aplicadas nas PMEs? Quais as motivações para empregar medidas de desempenho? Empresas que adotam práticas de gestão estratégicas e de pessoas, também adotam sistema de mensuração de desempenho? Para melhor compreender essas questões, em um primeiro momento realizou-se um levantamento dos referenciais teóricos sobre sistemas de mensuração de desempenho e as características das PMEs. Na sequência, aplicou-se uma pesquisa de campo com uma amostra não probabilística por conveniência com 87 empresas do setor calçadista de Santa Catarina. O método privilegiado foi o quantitativo, para a coleta dos dados utilizou-se a survey autoadministrada enviada por internet para a análise dos dados aplicou-se técnicas estatísticas (frequência, média, cruzamentos e correlações\\associações) com o auxílio do SPSS. Os resultados revelam que as empresas pesquisadas adotam indicadores financeiros e não financeiros, porém os indicadores financeiros são mais utilizados que os não financeiros. Dentre os não financeiros, os mais utilizados são os de processos seguidos pelos de pessoas. Os menos utilizados são os sociais. A pesquisa indica que existe relação entre práticas organizacionais e emprego de indicadores. Empresas que utilizam poucas práticas organizacionais utilizam poucos indicadores financeiros e não financeiros e empresas que empregam mais práticas organizacionais tendem a utilizar um número maior de indicadores financeiros e não financeiros e empresas com maior número de empregados tendem a empregar mais indicadores financeiros e não financeiros. / In order to compete in a global market, besides formulating and implementing strategies, corporations need to adopt management tools to monitor and control the business performance and communicate their actions to their stakeholders. Facing that, in the last 20 years, researchers began to examine and propose performance measurement systems, considering the financial and non-financial parameters to assist managers implementing strategic planning, decision making, and actions controlling. However, it is surprising the small number of studies concerning Small and Medium Enterprises (SMEs) on that topic. It is known that SMEs have management and performance features that make them different from large companies; however one cannot neglect the important role of performance measurement systems for any kind of company, or type of management. Having that in mind, the intent of this thesis was to answer two important questions, namely: Do Small and Medium Enterprises employ indicators to measure performance? Do the organizational characteristics influence the use of indicators to measure performance? The main issues can be divided into the following questions: What kind of performance indicators are adopted by SMEs? Are the indicators financial or non-financial? What non-financial dimensions of performance measurement systems are implemented in SMEs? What are the motivations to use performance measures? Do companies that adopt people and practices strategic management, also adopt performance measurement system? In order to better understand these issues, a study and compilation of theoretical frameworks was carried out related to the performance measurement systems and the characteristics of SMEs. Following that, an applied field research with a non-probabilistic sample by convenience with 87 companies from the footwear industry in Santa Catarina was done. The chosen method was the quantitative one, for the data collection it was used the self-administered survey sent by the Internet and for the data analysis statistical techniques were applied (frequency, average, crossings and correlations\\associations) with the aid of SPSS. The results reveal that the companies surveyed have adopted financial and non-financial indicators, but the financial indicators are more used than the non-financial ones. Among non-financial, the most used are the processes followed by people. The least used are the social ones. The research indicates that there is a relationship between organizational practices and indicators employment. Companies using few management practices use fewer non-financial and financial indicators, and, companies that use more organizational practices tend to use a greater number of financial and non-financial indicators, and companies with a larger number of employees tend to employ more financial end non-financial indicators.

The models of performance measurement help in decision-making, reflecting the organization's strategy into a set of measures which are capable of performing the measurement of its performance. In this scenario, the present work has the objective to propose a model of performance measurement based on the satisfaction of company's customers Brasilata S/A. This model is responsible for indicator of customer satisfaction from the perspective of the Balanced Scorecard (BSC). The proposed model consists in the application of a diagnostic for measuring the satisfaction indicator applied to customers of the company. The modeling presents in its assessment phase, the index of individual satisfaction of each customer, thus permitting the comparison and discussion of the results obtained. It is concluded that it is possible to measure and evaluate the level of satisfaction of customers of the company object of study through the use of the proposed model, where it is found that the overall rate of customer satisfaction reached the level of 98.68 %. / Os modelos de mensuração de desempenho auxiliam nas tomadas de decisão, traduzindo a estratégia da organização em um conjunto de medidas capazes de realizar a mensuração do seu desempenho. Frente a este cenário, o presente trabalho tem por objetivo propor um modelo de mensuração de desempenho com base na satisfação dos clientes da empresa Brasilata S/A. Esse modelo é responsável pelo indicador de satisfação dos clientes na perspectiva de clientes do Balanced Scorecard (BSC). O modelo proposto consiste na aplicação de um diagnóstico para mensuração do indicador de satisfação aplicado aos clientes da empresa. A modelagem apresenta em sua fase de avaliação, o índice de satisfação individual de cada cliente, permitindo-se assim a comparação e discussão dos resultados obtidos. Conclui-se que é possível medir e avaliar o nível de satisfação dos clientes da empresa objeto de estudo por meio da utilização da modelagem proposta, onde se verifica que o índice global de satisfação dos clientes atingiu o patamar de 98,68%.

No description available.

Performance analysis often considers numerous factors contributing to performance, and the relative importance of these factors is evolving based on dynamic conditions and requirements. Investigating large numbers of factors and understanding individual factors' predictability within the ultimate performance are challenging tasks. A visual analytics approach that integrates interactive analysis, novel visual representations, and predictive machine learning models can provide new capabilities to examine performance effectively and thoroughly. Currently, only limited research has been done on the possible applications of visual analytics for performance evaluation. In this dissertation, two specific types of performance analysis are presented: (1) organizational employee performance evaluation and (2) performance improvement of machine learning models with interactive feature selection. Both application scenarios leverage the human-in-the-loop approach to assist the identification of influential factors. For organizational employee performance evaluation, a novel visual analytics system, MetricsVis, is developed to support exploratory organizational performance analysis. MetricsVis incorporates hybrid evaluation metrics that integrate quantitative measurements of observed employee achievements and subjective feedback on the relative importance of these achievements to demonstrate employee performance at and between multiple levels regarding the organizational hierarchy. MetricsVis II extends the original system by including actual supervisor ratings and user-guided rankings to capture preferences from users through derived weights. Comparing user preferences with objective employee workload data enables users to relate user evaluation to historical observations and even discover potential bias. For interactive feature selection and model evaluation, a visual analytics system, FeatureExplorer, allows users to refine and diagnose a model iteratively by selecting features based on their domain knowledge, interchangeable features, feature importance, and the resulting model performance. FeatureExplorer enables users to identify stable, trustable, and credible predictive features that contribute significantly to a prediction model.

Innovative technologies for construction project management are constantly emerging in the construction industry's global landscape, yet the rate of failed projects within the Nigerian construction sector due to poor coordination of construction tasks is on the rise. An unanswered question in the literature remains as to why construction project managers in Nigeria remain slow to adopt new technologies for improving decision-making processes and project success rates. The purpose of this qualitative single case study with embedded units was to understand the perceptions of construction project managers in Nigeria regarding their barriers to technology adoption. This study was framed by 2 conceptual models: Usman and Said's model of factors contributing to information and communication technology adoption in Nigerian construction firms and Waziri, Mustapha, and Idris' model of factors influencing IT adoption in Nigerian construction organizations. Semistructured interviews involving 10 participants, reflective field notes, and archival data provided information regarding the barriers to technology adoption experience of construction project managers in Nigeria. Thematic analysis of the textual data and synthesis produced 5 conceptual categories for 14 identifiable themes from the study. The conceptual categories were (a) adoption of technology, (b) culture, (c) organizational performance, (d) innovative technology, and (e) interorganizational collaborations. The findings from this study may serve as a catalyst for positive social change by challenging existing technology-avoidance behavior in the Nigerian construction industry, and opening new opportunities for improved project delivery in the Nigerian national economy.

Plannings systems which can be considered as modules of an Enterprise Resource Planning system play a vital role in different types of organizations. The effects of the planning systems towards the Management Control Systems and organizational performance are less investigated in the context of not-for-profit/service providing organizations. This study sheds light on the effects of the planning systems on informal management controls and non-financial organizational performance by investigating the Swedish university sector through a case study performed at the Royal Institute of technology where the data were gathered using semi-structured interviews from different administrators using the planning systems. The study presents the effects of ten planning systems towards personnel controls, cultural controls and planning & decision making controls. It further examines how the planning systems affect the personnel development, workplace relationships, employee satisfaction and other type of organizational performance measures. In this endeavour, the results of this study shows how the personnel controls affects the personnel development, cultural controls affects the workplace relationships and planning & decision making controls affects the employee satisfaction, all in the light of different planning systems. Furthermore, it was also found out how different planning systems affect different organizational performance measures, namely, quality and efficiency of processes, quality of staff, employee health & safety, gender equality, premises and infrastructure, student attractiveness, quality assurance, research & education and external professional relationships. Finally this study generalizes the results found through investigating each planning system, which can be applied to the university sector/not-for-profit organizational sector in Sweden. / ME200X

Telecommuting, or working away from the office, has during the covid-19 pandemic proved both challenging and advantageous. The new prerequisites and lessons learned has led companies to adopt Hybrid Virtual Models (HVM), a combination between in office work and telecommuting. The purpose of this study has been to analyze this new way of working in order to provide practitioners with important insight into the implications and possibilities with HVM. The theoretical contribution consists of broadening scarce theoretical coverage by highlighting important aspects for its implementation and usage. Empirical data has been gathered using an abductive method and indicates that voluntary HVM leads to increased organizational performance in terms of less sick days and increased employer attractiveness as a result of being highly desired. Concluded in the study is that a balance between office work and flexible telecommuting is the best way to organize to meet the demands of the future. / Pandemin flyttade mycket av verksamheten från kontoret till anställdas hem. I takt med att restriktionerna lättas ställs företagen inför frågan hur de ska organisera sig givet de nya förutsättningarna. Distansarbete har visat vara både utmanande och fördelaktigt. Detta har lett till att företagen infört virtuella hybridmodeller (HVM). En kombination av arbete på kontoret och på distans. Studiens syfte har varit att analysera detta nya sätt att arbeta för att ge branschverksamma viktiga insikter om konsekvenser och möjligheter med hybridorganisering. Det teoretiska bidraget breddar det tidigare knapphändiga teoretiska underlaget genom att belysa aspekter för hybridarbetets genomförande och användning. Empirisk data har samlats in genom en abduktiv metod och visar att HVM tenderar att öka prestation på grund av färre sjukdagar och image av att vara en attraktiv arbetsgivare. Studien kommer fram till att en balans mellan kontorsarbete och distansarbete är det bästa sättet att organisera sig för att möta framtidens krav