This study compares the growth rates of Canadian high-tech firms that take part in collaborative arrangements with the growth rates of those firms that choose an internal strategy for the realization of firm objectives. Patterns of firm stage of growth and arrangement use are also considered. Finally, arrangement purpose, whether primarily for marketing or technology objectives, is studied. The analysis is based on a sample size of 50 firms taken from a survey of electronics firms listed in the Business Opportunities and Sourcing System (BOSS) Directory produced by Industry, Science and Technology Canada. The firms chosen for study were of small to medium size, that is with 1992 sales no greater than $50 Million. Results indicate that medium sized high-tech firms ($1 Million '92 sales \$50 Million) which use collaborative arrangements tend to be smaller and less established, and show a higher rate of growth than those firms that do not use collaborative arrangements. Small firms ('92 sales = $1 Million) show little difference in growth rate between those firms using arrangements and those not using arrangements. Early stage firms were found to make greater use of arrangements than late stage firms. Arrangements were made primarily for marketing purposes, and only secondarily for technological purposes. The limitations of the research are largely related to the small size of the survey sample and the fact that the experimental design does not allow for the showing of a cause and effect relationship between external strategies and firm performance.

Abstract Not Available.

The present study explored the relationship between excellence in job performance and excellence in quality of life. Twelve interviews were conducted to explore perceptions of quality of life and the relationship to job performance. Seven men and five women participated in the study. Participants ranged in band levels from level 3 to members of the executive group (vice-presidents). Inductive analysis of transcripts revealed that all participants used the term 'balance' in their definition of quality of life. When asked to define 'balance', the following domains were included in the comments of all participant (1) family; (2) work; (3) physical fitness. Factors contributing to quality of life were listed as (1) family/relationships; (2) physical activity and leisure; (3) making valuable contributions at work. Interestingly, all participants listed a variety of factors that were important to their achievement of quality of life. Prerequisites for achieving quality of life and job performance excellence included: (1) having a commitment to a balanced lifestyle; (2) having supportive relationships; (3) participating in physical activity; (4) being highly effective in their work roles. Individuals differences were identified in this research. Recommendations were made by participants to improve the quality of life of employees. The major theme dealt with the need for training of managers such that they value the importance of quality of life. It was stated by participants that they felt that increasing the quality of life of employees would increase the productivity and performance levels. Results from this study can have practical application in the workplace by providing recommendations to the lifestyle balance department of the organization. This research can be further explored in subsequent studies focussed on understanding this relationship.

Contexte de l'étude . Cet exercice a pour principal objectif de traduire dans la pratique les acquis de la formation du MBA. Cette démarche s'est entièrement déroulée sur le terrain, dans un pays en développement, ce qui explique que l'approche théorique ne représente qu'une faible partie de la thèse, essentiellement orientée vers la pratique. II s'agit d'analyser l'application des principes de gestion dans un contexte de pays en développement afin d'opérer un transfert de technologies managériales. Objectifs . Général --Démontrer l'appropriation des acquis de la formation universitaire du MBA dans un contexte d'apprentissage pratique. Spécifiques --Démontrer la capacité de considérer les éléments de base nécessaires à l'élaboration d'une stratégie dans un contexte de développement international. Représenter concrètement ces principaux éléments dans le cadre d'une démarche terrain-pratique--Identifier et proposer des potentiels d'interventions pertinents et porteurs dans le cadre d'une stratégie visant la mise en oeuvre d'un programme de développement. Il est à noter que ces objectifs sont relatifs à la lutte contre le VIHISIDA au Cameroun, dans une perspective de programme de coopération initié par une agence publique canadienne, l'ACDI. (Abstract shortened by UMI.)

In collaboration with the University of Ottawa, a toot has been produced to evaluate the Competitive Intelligence Process exercised by a practitioner/team/corporation. Accepted principles of CI (as determined by extensive literature review and consultation with CI experts) have been incorporated into a survey and used to quantify the process as a whole, as well as break down the process into manageable parts and identify specific areas of strength and/or weakness. Face validation of the tool has been demonstrated through its application on four large firms (a sample of convenience) operating in the telecommunications industry. Analysis of strengths and weaknesses of the firm's CI process were highlighted and summarized in a concise report. The capability of the tool for industry characterization was demonstrated, as well as the potential for effective benchmarking against best CI practices. Finally, areas of future focus and development have been highlighted.

Abstract Not Available.

Cette these a comme objectif de demontrer les consequences du passage a la production post-fordiste sur les possibilites d'integration des PMA a l'economie mondiale. L'argument defendu affirme qu'en reaction a la crise du fordisme, les FTN et les acteurs politiques dominants du systeme mondial entreprennent des actions conjointes et coordonnees ayant pour objectif une restructuration de l'economie mondiale. Il en decoule une liberalisation repondant aux interets des FTN. Nous croyons que cette dynamique perpetue la marginalisation des PMA de l'economie mondiale. En vu d'effectuer cette demonstration, la crise de la production de masse et le passage subsequent a la production flexible sont tout d'abord etudies. Par la suite, une ideologie dominante qualifiee de liberalisme transnational est definie, est il est demontre comment une liberalisation repondant aux interets des acteurs economiques prives est mise en place a travers le monde. L'insertion des FTN--en tant qu'acteurs economiques principaux de l'economie mondiale--a cette dynamique est alors etudiee. Il est vu que les celles-ci ne s'aventurent pas tellement au-dela des frontieres de la Triade dans leurs activites de production, de vente et d'investissement. Ce fait mine fortement les possibilites de developpement des PMA, qui dans un contexte de liberalisation en viennent a deprendre des FTN pour tenter de s'inserer au sein de l'economie mondiale. Il est finalement vu que le post-fordisme erige en trop grand nombre de barrieres a la participation des PMA a sa dynamique pour que nous puissions envisager, a court ou a moyen terme, une integration des PMA a l'economie mondiale. A ce niveau, le post-fordisme ne se distingue pas tellement du fordisme.

The objective of this research was to broadly study the topic of non-equity strategic alliances in the high technology sector. The a priori assumptions were that non-equity alliances were different, and that treatment of non-equity alliances in high technology firms was different from other industries. The objectives of the study were to understand: (a) why are non-equity alliances chosen in the high technology sector; (b) what roles do strategy and core competencies play in the choice of non-equity alliances; and (c) what role do technology and market factors play in high technology alliances? This study investigated twelve alliance formation decisions among three firms in the Ottawa-Carleton Region, in Ontario, Canada. The firms in the sample ranged in size from $150 million in annual revenues, to more than \$10 billion. The partner organizations reflected an international scope with headquarters in Japan, Europe and North America. The sample covered non-equity strategic alliances formed from 1990 to 1996. (Abstract shortened by UMI.)

Leadership is a critical component of organizational effectiveness (Smith, Carson & Alexander, 1984), and often has the potential to impact on the success or failure of an enterprise. This study was designed to examine managerial leadership perceptions and values using an integrated theoretical approach in the context of Canadian National Sport Organizations (NSOs). The framework used, Yukl (1989), encompasses five primary components: leader traits, leader skills, leader behaviours, power bases for leadership, and transformational/charismatic leadership characteristics. Results indicated that there appeared to be a relatively high degree of agreement or harmony between senior staff leaders and staff members as to what "ideal" leadership ought to be in effective sport organizations. Some organizations showed a high degree of congruence between the leader "ideal" and the staff "actual" values, whereas others showed disagreement in responses. The same pattern of results was obtained when comparing "actual" and "ideal" leadership perceptions by staff members. Results also showed that congruence or incongruence in "actual" and "ideal" leadership values was generally consistent among staff members within each organization. This led the researcher to conclude that managerial leadership in these organizations appears to be contextual and organizationally specific. Additional findings were revealed from an analysis of ranking the data. Leader self-confidence, honesty, and willingness to assume responsibility appeared to be important for leader effectiveness. Conceptual and human skills were also ranked highly. The importance of a people-oriented style of leadership was emphasized. Knowledge appeared to be an important source of leader power, and the development and use of a vision appeared to be fundamental for managerial leadership effectiveness in sport organizations. (Abstract shortened by UMI.)

La globalisation des marches et l'intensification croissante de la concurrence a tous les niveaux, exigent de la part des entreprises, qui veulent garder une position sur le marche, la recherche d'un avantage comparatif en ce domaine par rapport a la concurrence. Cet avantage pourrait etre un avantage relie a la qualite, au cout, a la flexibilite et a variete de leurs produits et services ... Cette realite incite les entreprises a ameliorer et a remettre en cause de facon dynamique leurs methodes de travail. Chaque composante du cycle de production devrait etre soumise periodiquement a une analyse afin de detecter la possibilite d'ameliorer la qualite de son execution ou d'en reduire le gaspillage, que ce soit en temps ou en materiel. Cette conception evolutive et dynamique constitue la base des nouvelles approches de production et de gestion comme le Juste-a-Temps et la Gestion Integrale de la Qualite. D'autre, part, la reussite de ces nouvelles approches suppose le changement du systeme comptable et du systeme de mesure de performance. En effet, les informations rapportees par la methode traditionnelle de la comptabilite du prix de revient ne sont plus adaptees aux exigences des systemes de remuneration dans un milieu de Juste-a-Temps et de Gestion Integrale de la Qualite. (Abstract shortened by UMI.)