Innovation and creativity are regarded as key drivers for organisational innovative success. Organisations that do not have a strategic focus on innovation and creativity and do not have a culture fostering innovative behaviour, will find it difficult to survive in these turbulent times. The innovative ability of organisations depends heavily on all employees at all levels of the organisation. Innovations driven by employees are known as EDI and creativity. Even though organisations understand the importance of EDI, a significant number of barriers within organisations still hamper EDI and creativity. The study was exploratory in nature and provided valuable insights into determining whether supervisory behaviour and the internal work environment had an impact on EDI and creativity in an ODeL institution in South Africa. A quantitative survey design was selected for this study. A census approach was followed, and primary quantitative data were collected from a subgroup within the identified institution, using self-administered electronic questionnaires. Through the process of exploratory factor analysis, five supervisory behaviour/management factors and five internal work environment factors were identified. The supervisory behaviour/management factors included supervisory support, management support, innovation management, innovative leadership, and team innovation. The internal work environment factors included organisational innovation culture, innovation mechanisms, innovative opportunities, risk-taking tolerance, and dedication to innovation. Correlation and structural equation modelling were conducted. The results indicate a relationship between supervisory behaviour and the internal work environment with regard to EDI and creativity. Recommendations regarding supervisory behaviour and creating enabling work environments to enhance and support EDI and creativity are made. / Human Resource Management / M. Com. (Human Resource Management)

La presente tesis tiene como objetivo determinar los factores que influyen en las exportaciones de las micro, pequeñas y medianas empresas (MIPYMES) del sector textil y subsector confecciones de Lima Metropolitana. El estudio se enfoca en las MIPYMES exportadoras de la partida 6111 (Prendas y complementos de vestir, de punto, para bebés), ya que es uno de los sectores con mayor crecimiento en exportaciones durante los últimos 5 años. La investigación tiene un enfoque mixto, con una muestra conformada por 40 MIPYMES ubicadas en Lima Metropolitana. Al tener un diseño no experimental, se limitará a observar y analizar las variables. Para la obtención de la información necesaria, se aplicaron encuestas a la muestra detallada anteriormente y se realizaron entrevistas a 6 expertos del sector. Asimismo, se hizo referencia a tesis y papers publicados en distintos repositorios y revistas académicas. Los resultados obtenidos de las fases cualitativa y cuantitativas, comprueban que los factores formalización de la empresa, capacitación del talento humano, gestión de innovación y acceso a financiamiento, influyen positivamente en el desarrollo exportador de las MIPYMES de Lima Metropolitana. / This thesis aims to determine the factors that influence the exports of micro, small and medium-sized enterprises (MSMEs) in the textile sector and clothing subsector of Metropolitan Lima. The study focuses on exporting MSMEs of the tariff heading 6111 (Knitwear and clothing accessories for babies), as it is one of the sectors with the highest growth in exports during the last 5 years. The research has a mixed focus, with a sample made up of 40 MSMEs located in Metropolitan Lima. By having a non-experimental design, it will simply observe and analyze the variables. To obtain the necessary information, surveys were applied to the sample detailed above and interviews were conducted with 6 experts from the sector. Likewise, references were made to thesis and papers published in different academic repositories and journals. The results obtained from the qualitative and quantitative phases, prove that the factors formalization of the company, training of human talent, innovation management and access to financing, positively influence the export development of the MSMEs of Metropolitan Lima. / Tesis

Several tools and practices have been developed in the innovation management field to support individuals and organizations in their innovation journeys. It is of high interest to understand how the actions and decisions of people affect the innovation process, both on a micro and macro level. The actions of individuals, teams, and upper management in organizations directly or indirectly affect innovation. It becomes interesting to understand such behaviors. The aim of this master’s thesis is to explore and compile a list of human behaviors that drive innovation on three levels: individual, team, and organization. This qualitative study was conducted in Sweden using semi-structured interviews with experienced professionals in the innovation management field. The research also includes defining and understanding key terms that are necessary for exploring and identifying innovation behaviors and offers analogies to support this understanding. An extensive literature review is used to find the initial set of innovation behaviors, and the analysis is developed. The key findings of this research reveal innovation behaviors in 11 categories of individual innovation behaviors, 5 categories of team innovation behaviors, and 6 categories of organizational innovation behaviors. Each category is developed in detail and a list of innovation behaviors is prepared. The implications of this thesis are twofold. Firstly, an extensive theoretical base is developed to understand innovation behaviors in a unified framework. Several new innovation behaviors are identified in empirical results that were not found in the scientific literature. This thesis also provides an actionable base for ‘how to innovate’ questions. Secondly, the results can be used by professionals on a practical level. Individuals, teams, and organizations can educate themselves about innovation behaviors and adopt them during their innovation projects. The upper management in companies can use these innovation behaviors to develop a culture that is supportive of innovation and take innovation-abling actions for their organizations. Innovation professionals can use these behaviors as a tool to support their teams in taking better actions for innovation. Furthermore, researchers can advance the understanding of factors influencing innovation and develop advanced tools and practices as a guide to innovation. / Flera verktyg och metoder för innovation har utvecklats för att stödja individer och organisationer. Det är av stort intresse att förstå hur människors handlingar och beslut påverkar innovationsprocessen. Handlingar från individer, team och högsta ledning i organisationer påverkar direkt eller indirekt innovation. Det är av intresse att förstå sådana beteenden. Syftet med detta examensarbete är att utforska och sammanställa en lista över mänskliga beteenden som driver innovation på tre nivåer: individ, team och organisation. En kvalitativ studie genomfördes i Sverige med hjälp av semistrukturerade intervjuer med erfarna praktiker inom innovationsledningsområdet. Forskningen inkluderar också att definiera och förstå nyckeltermer som är nödvändiga för att utforska och identifiera innovationsbeteenden och erbjuder analogier för att stödja denna förståelse. En omfattande litteraturgenomgång har genomförts för att hitta den initiala uppsättningen av innovationsbeteenden, och analysen av de empiriska resultaten har vidare utvecklat denna. De viktigaste resultaten av denna forskning visar på innovationsbeteenden i 11 kategorier av individuella innovationsbeteenden, 5 kategorier av teaminnovationsbeteenden och 6 kategorier av organisatoriska innovationsbeteenden. Varje kategori har redogjorts för i detalj och en lista över innovationsbeteenden presenterats. Implikationerna av detta examensarbete är tvåfaldiga. För det första utvecklas en omfattande teoretisk bas för att förstå innovationsbeteenden i ett enhetligt ramverk. Flera nya innovationsbeteenden identifierades i de empiriska resultaten som inte återfanns i den vetenskapliga litteraturen. Resultaten ger också en handlingsbar bas för "hur man innoverar"-frågor. För det andra kan resultaten användas i praktiken. Individer, team och organisationer kan utbilda sig själva om innovationsbeteenden och anamma dem i sina innovationsprojekt. Den högsta ledningen i företag kan använda dessa innovationsbeteenden för att utveckla en kultur som stödjer innovation och vidta innovationsfrämjande åtgärder för sina organisationer. Innovationsledare kan använda listan med innovationbeteenden som ett verktyg för att stödja sina team i att vidta bättre åtgärder för innovation. Dessutom kan forskare främja förståelsen av faktorer som påverkar innovation och utveckla avancerade vertyg och metoder som vägledning för innovation.

[pt] O objetivo desta dissertação é desenvolver um modelo conceitual de autoavaliação para que instituições científicas, tecnológicas e de inovação (ICT), que buscam a excelência em gestão da inovação, possam verificar em que nível de maturidade se encontram em relação às cláusulas e itens da Norma ABNT NBR ISO 56002:2020. Busca-se demonstrar a aplicabilidade do modelo mediante o desenvolvimento de um estudo empírico em uma unidade de pesquisa do Ministério da Ciência, Tecnologia e Inovações – o Instituto Nacional de Tecnologia (INT). A metodologia compreende: (i) pesquisa bibliográfica e documental sobre os temas centrais da pesquisa; (ii) construção do modelo conceitual de autoavaliação de sistemas de gestão da inovação, considerando o papel das ICT como intermediários de inovação; (iii) definição da estrutura analítica em rede, conforme os itens da referida Norma, e elaboração do instrumento de autoavaliação; (iv) definição dos pesos dos itens da Norma com participação de especialistas convidados; (iv) aplicação do instrumento de autoavaliação junto a gestores da instituição participante do estudo empírico; (vii) identificação dos itens que devem ser priorizados, visando à melhoria do sistema de gestão da inovação da instituição. Destaca-se como resultado principal uma sistemática inovadora de autoavaliação de instituições científicas, tecnológicas e de inovação, criada na perspectiva de apoiar processos decisórios referentes à melhoria contínua de seus sistemas de gestão da inovação. / [en] The objective of this dissertation is to develop a conceptual model of selfassessment so that scientific, technological and innovation institutions (ICT, acronym in Portuguese), which seek excellence in innovation management, can verify their level of maturity in relation to the clauses and items of the ABNT NBR ISO 56002:2020 Standard. To demonstrate the applicability of the model in a real context, an empirical study was developed in a Research Unit of the Ministry of Science, Technology and Innovation – the National Institute of Technology (INT, acronym in Portuguese). The methodology comprises: (i) bibliographic and documental research on the central themes of the research; (ii) design of a conceptual model for self-assessment of innovation management systems, considering the role of ICT as innovation intermediaries; (iii) definition of the analytic network structure, according to the items of the aforementioned Standard, and elaboration of the self-assessment instrument; (iv) definition of the weights of the assessment items with the participation of invited experts; (iv) application of the self-assessment instrument with managers of the ICT participating in the empirical study; (vii) identification of items that should be prioritized, with a view to improving the institution s innovation management system. The main result is an innovative system of self-assessment of Scientific, Technological and Innovation Institutions, created with a view to supporting decision-making processes regarding the continuous improvement of their innovation management systems.

The advancements in Artificial Intelligence (AI) have received large attention in recent years and increased awareness has led to massive societal benefits and new opportunities for industries able to capitalize on these emerging technologies. The pulp and paper industry is going through one of the most considerable transformations into Industry 4.0. Integrating AI technology in the manufacturing process of the pulp and paper industry has shown great potential, but there are uncertainties which direction companies are heading. This study is an investigation of the pulp and paper industry in collaboration with IBM that aims to fill a gap between academia and the progress companies are making. More specifically, this thesis is a multiple case study of the current state and barriers of AI technology in the Swedish pulp and paper industry, the future trends and expectations of AI and the way organizations are managing AI initiatives Semi-structured interviews were conducted with 11 participants from three perspectives and the data was thematically coded. Our analysis shows that the use of AI varies, and companies are primarily experimenting with a still immature technology. Several trends and areas with future potential were identified and it was shown that digital innovation management is highly regarded. We conclude that there are several barriers hindering further use of AI. However, continued progress with AI will provide large benefit long term in areas such as predictive maintenance and process optimization. Several measures taken to support initiatives with AI were identified and discussed. We encourage managers to take appropriate actions in the continued work toward AI integration and encourage further research in the area of potential reworks in R&D. / Framgångarna inom Artificiell Intelligens (AI) har fått stor uppmärksamhet de senaste åren och ökad medvetenhet har lett till stora fördelar för samhället liksom nya möjligheter för industrier som tar vara på dessa nya teknologier. Pappers- och massa industrin genomgår en av de mest omfattande transformationerna mot Industri 4.0. Integreringen av AI-teknologi i industrins tillverkningsprocesser has visat stor potential, men också osäkerhet kring vilken riktning företag är på väg mot. Denna studie är en undersökning av den svenska pappers- och massaindustrin, i samarbete med IBM, som syftar till att minska gapet mellan akademin och framstegen företag inom industrin tar. Mer specifikt är denna uppsats en kombinerad fallstudie av det nuvarande läget, barriärerna till AI-teknik i den svenska pappers- och massa industrin, de framtida trenderna och förväntningarna på AI och metoderna företag använder för att stötta AI-initiativ. Semi-strukturerade intervjuer genomfördes med 11 deltagare från tre olika perspektiv och datan var tematiskt kodad. Vår analys visar att användning av AI varierar och företag experimenterar huvudsakligen med omogen teknik. Flera trender och områden med potential för framtiden identifierades och det visades att digital innovationshantering är högt ansedd. Vi sammanfattar med att det finns flera barriärer som hindrar fortsatt användning av AI. Fortsatt arbete med AI-tekniken kommer leda till stora fördelar på lång sikt inom områden som prediktivt underhåll och fortsatt processoptimering. Flera åtgärder för att stötta AI-initiativ var identifierade och diskuterades. Vi uppmuntrar industrin att genomföra lämpliga åtgärder i det fortsatta arbetet mot AI-integration och uppmuntrar fortsatt forskning inom potentiella omstruktureringar inom FoU.

<p dir="ltr">Today's leaders must manage sophisticated global value chains, navigate rapid technology shifts, strategize to stay ahead of competitors, and thwart attacks from cyber criminals while keeping their diverse, aging workforce engaged and innovating. Creativity and innovation result from people's work and are now business assets paramount in the change process. Understanding how to foster these skills in working professionals has implications for education, business, and governments around the world. The problem addressed by this study supported both practical challenges and research limitations to fills gaps in existing research while expanding the understanding of growth mindset, interest in AI, and innovative thinking to support addressing the shortage of working professionals with innovative thinking skills. These are often called durable skills, required to compete in the rapidly changing global marketplace and to ensure long-term employability. Thinking skills such as flexibility, creativity, and innovation are attracting global attention as leaders face international competition and rapid technological change.</p><p dir="ltr">The purpose of this study was twofold: (a) to explore if growth mindset is related to innovative thinking in working professionals, and (b) to explore whether a growth interest in artificial intelligence impacts innovative thinking in working professionals. An exploratory research field study of working professionals participated in the research. Participants were recruited via LinkedIn. A total of 298 responses were included in the analysis. A weak positive correlation, though not significant (p=.05) was found for growth mindset and innovative thinking. The strongest, significant relationship found a moderate positive correlation between interest in AI and innovative thinking. Another significant finding was that individuals with a high interest in AI generally ranked higher in innovative thinking than those with a solely a high growth mindset or low in both. Individuals high in both had the highest overall innovative thinking.</p><p dir="ltr">This study provides researchers and practitioners with a new understanding of innovative thinking, growth mindset, and interest in AI in working professionals while contributing to research literature topics, including leadership, human resource development, business, talent management, psychology, and technology. It has practical implications in teaching and learning and skills development of working professionals in business. Applying a survey tool that could be used in the workplace in 10 minutes, a practical, cost and time-effective tool has been demonstrated to provide valuable individual insights on innovative thinking and mindset. Further, as organizations strive to improve competitiveness and integrate artificial intelligence, this study found that individuals with growth mindset and growth interest specifically in AI demonstrated higher innovative thinking scores than those low in both, suggesting that growth mindsets matter in innovative thinking - a component vital for long-term employability and global competitiveness - and may offer insights into future hiring. One of the fundamental aspects of using GenAI is the ability to formulate solid questions and be willing to experiment. These are two critical aspects of innovative thinking. This study found that questioning had the strongest significant positive correlation with a growth mindset while experimenting had the strongest significant positive correlation with growth interest in AI.</p>

Malaysia is a transition economic country that aims to be a developed country by 2020. In realising this mission (Vision 2020), the cluster concept has been an interest and adopted by the central authorities. There are few years ahead to reach the targeted year and it interest of this study to investigate the relevant development on its own engineered cluster of the Multimedia Super Corridor (MSC) that was put forward on the success of Silicon Valley in the US. This thesis focuses on the development of the MSC cluster in the Malaysia context. It examines and measures the state of the cluster, the role played by its core actors (from Triple Helix perspective) and their relationship in the MSC. The role of collaboration has been used to measure the relationship among actors with the key determinants of cluster formation. A mixed data collection method was used to answer the research question and objectives involved. A conceptual model for analysing the MSC cluster is proposed, bringing together insights from the literature on clusters, role of actors, collaborative relationship and the complex systems of innovation approach. This conceptual model uncover the weaknesses of social dimension (social infrastructure) in Porter’s diamond model and the general approach of Triple Helix model in the cluster development. The cluster lifecycle model is used to add the depth to the analysis on the condition of cluster development.

Product development is more complex than ever. Industries all over the world face intensified competition, forcing firms to improve their innovation performance. This involves integrating software development to a greater extent. As an effort to cope with such progression, agile project management methodologies have been adopted. These include methodologies that are tailored to fit large organisations, made to enhance communication and speed up decision-making. Moreover, such methodologies allocate time for joint planning sessions (such as Program Increment Planning) to foster coordination between teams. The need for extensive coordinating capabilities increases with firm size and product complexity, meaning that large, multinational manufacturers with integrated software- and hardware development face the greatest challenges. With difficult coordination challenges comes a demand for prominent organisational coordination capabilities. This includes capabilities to identify dependencies between agile teams in time, to avoid delays, budget overruns, and quality issues. Hence, firms must adopt sufficient project management procedures, as well as shape organisational artefacts, processes, and culture to maximise their organisational coordination capabilities. In this project, these artefacts, processes, and the organisational culture were defined as factors. Furthermore, the project aimed at (1) – identifying factors that positively contribute to organisations’ capabilities to find inter-team dependencies, and (2) – investigating how to favour those identified factors. The research was conducted at Volvo Car Corporation, a Swedish car manufacturer that undergoes a transition towards being a large-scale agile organisation. Theories concerning coordination, communication, and knowledge management were jointly deployed to construct a state-of-the-art theoretical framework. Thereafter, the conceptual model was the guiding lens for collecting and analysing empirical evidence. Consequently, this project was able to assess 26 factors for identifying inter-team dependencies. Furthermore, several of these factors are proven to be interconnected as they fuel each other and exist in symbiosis. Thus, this project advocates that large-scale agile organisations must understand these factors and their connection to each other — that is when incorporating coordination mechanisms to better identify inter-team dependencies.

<p>U radu se iskazuje potreba za obavljanjem reinţenjeringa preduzeća (RP), kao radikalno novog totalnog procesnog organizovanja preduzeća sa tendencijom ostvarivanja TQM-a (totalno procesno organizovanje preduzeća po prvi put je inţenjering preduzeća (IR)). Takođe, u radu se daje odgovarajuća metodologija za obavljanje inţenjeringa I reinţenjeringa preduzeća i iskazuje ĉinjenica da obavljanje svakog inţenjeringa i reinţenjeringa preduzeća, kao i funkcionisanje TQM-a podrazumeva postojanje menadţmenta u preduzeću koji se stalno inovira.<br />Rad istiĉe ĉinjenicu da u procesnom organizovanju preduzeća treba da se razlikuje selekcionistiĉki pristup koji prvenstveno odgovara naprednim preduzećima u razvijenoj svetskoj privredi i totalistiĉki pristup, koji rad obrađuje, a koji prevashodno odgovara svim ostalim preduzećima. Osnovni kriterijum koji odreĊuje kad koji pristup treba da bude upotrebljen je kvalitet posedovanne marketin&scaron;ke organizacione culture. Ako je posedovana marketin&scaron;ka organizaciona kultura zadovoljavajuća onda za ostvarivanje procesnog organizovanja treba da bude upotrebljen postojeći selekcionistiĉki pristup, dok u suprotnom sluĉaju, koji je daleko rasprostranjeni, treba da bude primenjen totalistiĉki pristup, koga rad obrađuje.<br />U radu je obrađen model za identifikaciju kvaliteta postojeće marketin&scaron;ke organizacione kulture preduzeća i iskazan naĉin pokretanja reinţenjeringa na primeru konkretnog preduzeća sloţenog karaktera i naĉin kako se identifikuju koristi od njegovog obavljanja u poĉetnoj fazi obavljanja (prve dve godine od njegovog pokretanja).<br />Obavljeno istraţivanje je prevashodno analitiĉko deskriptivnog karaktera u okviru kog se dokazivanje postavljenih operativnih hipoteza vr&scaron;ilo po odgovarajućim radnim poglavljima koja nose njihove nazive. Takođe, u sklopu obavljanja istraţivanja data su odgovarajuća razja&scaron;njenja pojmova: vizija, misija, op&scaron;ti cilj, strategija ostvarivanja op&scaron;teg cilja, identifikovanje radne strukture i strukture radnih procesa, modeliranje poslovne strukture i strukture poslovnih procesa, i definisanje procesne organizacione strukture preduzeća sa uspostavljanjem novog baziĉnog marketin&scaron;ki orjentisanog organizacionog modela. Ostvarivanje ovakvog organizacionog poduhvata definisano je odgovarajućom specijalnom grafiĉkom interpretacijom. Na primeru jednog sloţenog preduzeća dokazano je, kroz poĉetne rezultate, da jedan ovakav pristup daje zadovoljavajuće rezultate.</p> / <p>The paper shows the need for the re-engineering of the company (RP), as performing a radical new process of organizing the total tendency of TQM implementation, called Enterprise Engineering (IE). It also provides an appropriate methodology for their performing and reflect the fact that the performance of each engineering and re-engineering enterprises, as well as the functioning of TQM, implies the existence of management in a company, that is constantly innovating.<br />The paper highlights the fact that in the process organizing the company we shoulddistinguish differ process selection approach (that is suitable for advanced enterprises in developed world economy) and totalistic approach (which mainly corresponds to other companies). The main criterion that determines when that approach should be used, is the quality of subsumed marketing organizational culture. If the marketing possessed organizational culture is satisfactory then for the process of organizing should be used selection approach, while in the opposite case, which is far distributed, should be applied totalistic approach, which this paper deals with.<br />The paper describes a model for identification the quality of the existing marketing organizational culture, of the company and shown the way to start re-engineering through example of a particular complex company and find way how to identify the benefits of its performance in the beginning phase (the first two years of its launch).<br />Conducted research has primarily analytical-descriptive character, within which is done proving the set of operational hypotheses through relevant chapters which take their names. Also, through research performing are given adequate clarifications of terms: vision, mission, objective, strategy for achieving public goals, identifying the labor structure and structure of work processes, modeling the business structure and the structure of business processes, defining process organized structure of the company to establish a new base market oriented organizational model. The exercise of such organizational enterprise defines appropriate special graphical interpretation.</p>

Derzeitige Ansätze des Supply Chain Risikomanagements (SCRM) sind überwiegend dem speziellen Risikomanagement mit operativ-logistischer Prägung zuzuordnen, d. h. sie fokussieren auf reine Risiken, in deren Folge es zu Störungen innerhalb eines logistischen Netzwerks kommt. Wechselwirkungen zwischen Risiken, Chancen und Innovationen werden gegenwärtig nicht berücksichtigt. Ziel der Arbeit ist es, Gestaltungsempfehlungen für eine Weiterentwicklung der bestehenden SCRM-Ansätze von der operativen (überwiegend logistisch geprägten) zur strategischen Managementebene aufzuzeigen. Auf der Grundlage einer mechanismenorientierten Forschungsstrategie werden Thesen entwickelt und anhand von sechs Fallstudien aus unterschiedlichen Wirtschaftssektoren überprüft. Den konzeptionellen Rahmen für die Gestaltung eines Risiko- und Innovationsmanagements für strategische Netzwerke bilden die Wirkungszusammenhänge zwischen Innovationsmanagement, strategischen Erfolgspotentialen und strategischem Management. Innovationen und Erfolgspotentiale strategischer Netzwerke (Kooperationskompetenz und Prozessmanagement) beeinflussen sich wechselseitig. Gleichzeitig ist der Aufbau, die Nutzung und die Weiterentwicklung von Erfolgspotentialen eine Kernaufgabe des strategischen Managements. Das Management der strategischen Erfolgspotentiale beeinflusst wesentlich die Chancen- und Risikosituation eines strategischen Netzwerks und damit die Erreichung strategischer Netzwerkziele. Prozessmanagement als Erfolgspotential gilt in Kombination mit Wissen als dynamische Kernkompetenz und damit als Kernprozess. Kooperationskompetenz als Erfolgspotential ist insbesondere geprägt durch die Dimensionen des organisationalen Wissens und Lernens. Durch Kooperationskompetenz werden mithin die Voraussetzungen geschaffen, um Prozessmanagement und Wissen zu koordinieren. Folglich ist auch das Management von Kooperationskompetenz als Kernprozess strategischer Netzwerke aufzufassen.