Brazil has the largest tariffs cost of power in the world, with the aggravating circumstance of having the lowest development in energy efficiency. This context has undermined the competitiveness of Brazilian industrial sector, which consumes approximately one third of all power generated in the country. In the face of this scenario, the research developed in this dissertation aims to propose a model for diagnosing the level of energy performance in companies in the industrial sector, using both the concepts of organizational performance evaluation and approach to multicriteria decision aid. The modeling proposal was developed based on the assumptions of Key Performance Indicators (KPI), arranged in a hierarchical structure, where they were listed six fundamental points of view that if ramified in 58 critical success factors, selected from the recurrences identified in the theoretical framework. The determination of the influence of each indicator in the proposed analysis was performed by means of the judgment of priorities of the Hierarchical Analysis of Processes (AHP). To evaluate the interaction of performance indices of the indicators in modeling, developed spreadsheets through the software Excel® for data processing and report generation. The modeling was tested in a company located in the industrial pole of Manaus, returning in their evaluation phase of an index that represents the energy performance, allowing the discussion of results obtained. Subsequently, they were proposed actions of adequacy with the objective of simulating the potential performance gains achieved through the adoption of strategic actions. At the end, it is concluded that it is possible to diagnose the level of energy performance in companies in the industrial sector by means of tool proposal. / O Brasil tem o maior custo tarifário de energia elétrica do mundo, com o agravante de ter o menor desenvolvimento em eficiência energética. Tal contexto tem prejudicado fortemente a competitividade do setor industrial brasileiro, que consome aproximadamente um terço de toda energia gerada no país. Frente a esse cenário, a pesquisa desenvolvida nesta dissertação tem por objetivo propor uma modelagem para diagnosticar o nível de desempenho energético em empresas do setor industrial, utilizando-se para tanto dos conceitos da avaliação de desempenho organizacional e abordagem multicritério de apoio à decisão. A modelagem proposta foi desenvolvida com base nos pressupostos dos Key Performance Indicators (KPI), organizados em uma estrutura hierárquica, aonde foram elencados seis Pontos de Vista Fundamentais, que se desdobraram em 58 Fatores Críticos de Sucesso, selecionados a partir das recorrências identificadas no referencial teórico. A determinação da influência de cada indicador na análise proposta foi realizada por meio do julgamento de prioridades da Análise Hierárquica de Processos (AHP). Para avaliar a interação dos índices de desempenho dos indicadores na modelagem, desenvolveu-se planilhas eletrônicas através do software Excel® para o processamento de dados e geração de relatórios. A modelagem foi submetida a testes em uma empresa localizada no polo industrial de Manaus, retornando em sua fase de avaliação um índice que representa o seu desempenho energético, permitindo-se assim a discussão dos resultados obtidos. Posteriormente, foram propostas ações de adequação com o objetivo de simular os possíveis ganhos de desempenho obtidos através da adoção de ações estratégicas. Ao término, conclui-se que é possível diagnosticar o nível de desempenho energético em empresas do setor industrial por meio da ferramenta proposta.

Companies in the supermarket sector have faced significant changes in the last decades, mainly due to the increase in the use of Information Technology (IT), in the automation of cashiers operations (check-outs), business management or ecommerce. However, the relation among the efficiency of IT investments has been widely studied in the past years, with the purpose of understanding and measuring the improvements in organizational performance generated by such investments. This study has the following objectives: (1) to analyze the efficiency of investments made in Information Technology by supermarket stores from cooperatives in the state of Rio Grande do Sul; (2) to identify which areas within the company make use of IT resources; and (3) verify if investments in certain IT resources imply an increase on sales and profit. Sixteen supermarkets from cooperatives in the state of Rio Grande do Sul were analyzed. The method of Data Envelopment Analysis (DEA) was utilized, following the framework proposed by Shafer and Byrd (2000), having as inputs the average of investments related to software, hardware, direct and indirect IT labor between the years 2003 and 2005, and having as outputs the average of annual growth of revenues and profit between the years 2001 and 2005. The Spearmann statistical test was also used to analyze the correlation between IT investments and the growth of revenues. Results show that despite the huge existent gap among companies and financial controls concerning IT, there is a strong correlation among the investments in software, hardware and IT labor and the increase on the annual average revenue growth, confirming the existence of significant positive impacts on the organizational performance. / As organizações de um modo geral e, em especial, as empresas do setor supermercadista têm passado por modificações bastante significativas nas últimas décadas principalmente em função do aumento do uso da Tecnologia da Informação (TI) seja na automação de operação de caixa (check-outs), gestão administrativa ou comércio eletrônico. No entanto, a relação entre a eficiência dos investimentos realizados em TI tem sido amplamente estudada nos últimos anos com a intenção de entender e mensurar o incremento na performance organizacional a partir de tais investimentos. Este trabalho tem como objetivos: (1) análisar da eficiência dos investimentos realizados em Tecnologia da Informação por lojas de supermercados de cooperativas do Rio Grande do Sul; (2) Identificar quais as áreas da empresa utilizam recursos de TI; e (3) Verificar se investimentos em determinados recursos de TI implicam no aumento de vendas e lucro. Foram analisados 16 supermercados de Cooperativas do Rio Grande do Sul. Foi utilizado o método de Análise Envoltória de Dados (DEA) através do framework proposto por Shafer e Byrd (2000) tendo como inputs a média dos investimentos relativos a software, hardware e mão-deobra direta e indireta de TI entre os anos de 2003 e 2005 e como outputs média de crescimento anual de faturamento e lucro entre os anos de 2001 e 2005. Também foi utilizado o teste estatístico de Spearmann para analisar a correlação entre investimentos em TI e aumento de faturamento. Os resultados indicam que, apesar da enorme lacuna existente entre as empresas e os controles financeiros relativos a TI, existe forte correlação entre os investimentos em software, hardware e mão-deobra TI e o aumento da Média de Crescimento Anual de faturamento, confirmando a existência de impactos positivos significativos na performance organizacional.

Le transfert interorganisationnel de connaissances a un intérêt central à la fois comme sujet académique et dans la pratique des affaires. Cependant, les conséquences du transfert interorganisationnel sur la firme émettrice restent méconnues. Notre recherche tente de combler cette lacune et vise deux objectifs complémentaires. En premier lieu, elle vise une meilleure compréhension des effets du transfert interorganisationnel de connaissances et de leur utilité pour la firme émettrice, et en second lieu, elle cherche à identifier les facteurs qui facilitent ou entravent ces effets.Nous avons adopté une démarche scientifique exploratoire structurée en deux parties. La première partie est classiquement consacrée à une revue de littérature visant à la construction d’un modèle théorique de recherche, et la deuxième permet de confronter le modèle théorique à la réalité empirique.Les données recueillies auprès de 126 relations client-fournisseur dans l'industrie française ont fait l’objet d’analyses statistiques quantitatives. A partir de ces éléments, l’étude fournit une vérification empirique de l'importance du transfert interorganisationnel de connaissances. Elle identifie notamment la distance cognitive entre les partenaires, la qualité de la relation, la capacité de l’émetteur, la portée du transfert de connaissances et la mise en adéquation des connaissances transférées comme des facteurs essentiels au succès du transfert. En outre, notre recherche apporte une valeur prescriptive pour les praticiens qui cherchent à développer un transfert de connaissances efficace et efficient dans le cadre de la relation client-fournisseur. / The interorganizational knowledge transfer is central for both scholars and practitioners. However, despite the attention given to the importance of this subject from different viewpoints and in different contexts, the effects of interorganizational transfer on the source firm (the sender) remain unclear. Our research attempts to fill this gap and has two complementary objectives: understanding the effects of interorganizational knowledge transfer and their usefulness for the source firm, and identifying factors that facilitate or inhibit these effects.To achieve these goals, we adopted an exploratory approach structured in two parts. The first part is dedicated to a literature review to construct a theoretical model of research, and the second allows us to compare the theoretical model to empirical reality.The study is a part of the interpretive paradigm. Data collected from 126 customer-supplier relationships in the French industry were analyzed through various statistical techniques.The study provides empirical verification of the importance of inter-organizational knowledge transfer. It also identifies the cognitive distance between partners, the quality of the relationship, the sender capability, the scope of knowledge transfer and the alignment of knowledge transfer as key factors in the success of the transfer. Finally, our research provides prescriptive tools for experts who aim to develop an effective and efficient knowledge transfer in the context of customer-supplier relationship.

<p>In the field of the construction industry, the research work has been widely focused on identifying key performance indicators and critical success factors without assessing the impact of conflict environment factors. This study focusses on the impact of post-conflict environment factors on local construction organization performance. This research presents a performance prediction model comprising the effect of post-conflict environment factors on construction organization performance. The proposed framework of this study has four stages: identify key performance indicators (KPIs), identify post-conflict environment impacting factors, determine critical success factors (CSFs), and formulate success strategy to improve performance. Analytical hierarchy process (AHP) and multiple linear regression (MLR) techniques are applied to analyze the data.</p> <p>The study finding indicates that there is a significant relationship between the post-conflict condition impacting factors and local construction organization performance, which is insufficiently studied in previous research work. Thus, the developed framework will benefit academic scholars and industry practitioners to analyze and evaluate challenges and opportunities caused by different external environment conditions in the post-conflict construction industry. </p>

Lean strategy deployment (LSD) provides a means to create lasting value at reduced cost; yet most LSD efforts fail to attain sustainable improvements. The current study sought to gain an understanding of how leaders in oral healthcare manufacturing setting in the northeastern region of the United States can apply self-efficacy and leadership commitment during an LSD. Using Bandura’s theory of self-efficacy this qualitative phenomenological study examined the lived experiences and perceptions of 15 mid-to-senior level managers, concerning the use of self-efficacy and leadership commitment during a lean strategy deployment (LSD). The key findings resulted in 10 emergent themes. The top 3 highly regarded themes that emerged from this study were: (1) committing to a lean strategy deployment, (2) communicating lessons learned/changes, and (3) bringing the best out of employees. LSDs are not easy to implement. Many companies attempt to carry out lean activities and many of these same companies fail to have successful results. To be effective, leaders should focus on creating sound practices and give more attention to the human behaviors and leadership characteristics needed to support eliminating barriers and creating a lean culture.

Abstract  Linnaeus University – Campus Kalmar School of Business and Economics Leadership and Management in International Contexts (60 credits)  Title: Transformational Leadership in the Chinese Culture – A Quantitative Study on the Impact of Transformational Leadership on Chinese Internet Companies’ Performance.  This research aims to study how transformational leadership affects organizational performance and the mediation effect of employee voice behaviour. A quantitative research method and a deductive research approach were used for this research study, where theoretical concepts were developed. Several hypotheses were derived as means to test the existing theories regarding research variables. The data in this research was collected through a 384 completed online survey questionnaire from employees of the top ten listed Chinese internet companies. Various statistical techniques, including Pearson correlation analysis, linear regression analysis, and mediation effect testing, were implemented to provide evidence for hypothesis testing. The statistical analysis results indicate that a particular dimension of transformational leadership positively impacts Chinese internet companies’ performance, and employee voice behaviour has a partial mediation effect in this relationship.

Preventable medical errors are the third leading cause of death in the United States. Healthcare leaders must consistently promote the delivery of quality and safe care of patients to reduce unnecessary errors and prevent harm. The purpose of this case study was to explore human resource strategies for improving organizational performance to reduce medical errors. The study included face-to-face interviews with 5 healthcare clinical managers who work within a multifaceted health system in the Midwestern region of the United States. Complex adaptive systems theory was used to frame this study. Interview notes, publicly available documents, and audio recordings were transcribed and analyzed to identify themes regarding strategies used by managers to find effective ways for improvement. Four themes emerged: addressing seminal/never events, ongoing training programs, communication/collaboration, and promoting a culture of safety and quality. Results may directly benefit healthcare managers by facilitating successful strategies to reduce preventable medical errors through education, feedback, innovation, and leadership. Implications for social change for healthcare managers include continued training, building a culture of safety, and using collaborative and communicative efforts while making contributions to the best practices within healthcare organizations to reduce the likelihood of medical errors.

Poor employee performance has a negative effect on business profitability. Some telecommunications executives lack strategies to improve supervisors' performance. The purpose of this single case study was to explore the leadership strategies telecommunications executives use to improve supervisors' performance. Utilizing the behavior engineering model, data consisted of semistructured interviews with 10 purposefully selected telecommunications executives in the Dutch Caribbean island of St. Maarten who have successfully improved supervisors' performance. Five themes emerged from the thematic analysis of interview data and business archived performance reports: need for implementing communication and team activities; need for providing bonuses, incentives, and rewards; adopting goal setting and performance appraisals; promoting training; and the required autonomy to work. All the telecommunications executives used communication, meetings, team activities and bonuses, incentives, and rewards as strategies for improving supervisors' performance. Eighty percent of the participants used goal setting and performance appraisal and training while 60% of the respondents used autonomy to do work as strategies for improving supervisors' performance. The findings from this study might contribute to social change by providing telecommunications executives with more knowledge to achieve business sustainability. With improved business performance, telecommunications executives will provide job opportunities to the people in the local community and support community leaders with provision of social amenities. The local community will adopt technology to enhance their quality of life.

The study focuses on key characteristics that affect diversity management (DM) in the United States. Developing effective strategies to support and enhance workforce diversity is a competitive business advantage as diverse workforce economic and social contributions outpace homogeneous workgroups. The purpose of this multiple case study was to explore the strategies that service organization leaders (diversity practitioner-leaders) use to develop DM programs to support competitive business advantage and sustainable growth. The general systems theory and DM framework were the lens that guided the study. Five diversity practitioner-leaders from service organizations with business operations in the northwestern region of United States were interviewed. Participants responded to open-ended interview questions. Data collection processes included validating and triangulating the information gathered from participants via transcript review and use of archival business documents and peer-reviewed sources. Following the thematic data analysis, major themes emerged that include linking diversity programs to business goals, educating and creating diversity awareness, and implementing diversity reporting and accountability. Findings revealed strategies that diversity practitioner-leaders could use to enhance workplace DM practices and support sustainable business growth. The study findings could help organizational leaders to affect positive social change by building diverse, welcoming, and all-inclusive workplace cultures, whereby all employees can strive to achieve their full potential, thus improving employee engagement and productivity. As workplace diversity improves, employees' engagement and productivity increases as well as their socioeconomic contributions.

Implementing effective leadership strategies in management of information systems (MIS) can positively influence overall organizational performance. This study was an exploration of the general problem of failure to lead effectively in the current knowledge-based economy and the resulting deleterious effects on organizational performance and threats to continuing organizational viability. The specific problem was the lack of understanding regarding the interaction of leadership processes with MIS functions and the impact on organizational success. Managers' and employees' lived experiences of leadership in small- to medium-sized enterprises were explored, as well as how those experiences influenced the organization's adaptive responses regarding technology and performance in the knowledge-based economy. The complexity theory of leadership was applied as the theoretical foundation for this study. A phenomenological methodology was used. Data were collected through semi-structured interviews and analyzed through open coding to identify emergent themes from the data. The themes were leaders motivate employees' positive work-related behaviors, effective communication skills ensure accessibility and efficiency of the organizational information system, and leadership practices influence business productivity. This study contributes to social change by providing insights for managers and employees regarding effective strategies for working as teams and networks via the use of nontraditional leadership theory, which promotes company sustainability by demonstrating the benefits of responding to the changing economy.