Purpose: This thesis uses a case study approach. The purpose is to conduct a critical review of the potentiality of intrapreneurship/corporate entrepreneurship to create an attractive workplace that 1) draws Generation Y as potential employees, and 2) retains them by satisfying their demands, unlocking their full potential through motivation. Background: It is now time for Generation Y to enter the workforce and their values and expectations on the workplace is different from the generations before them. This causes difficulties for organisations to attract and retain Generation Y but it is necessary in order to become a competitive performer in the future. In order to attract and retain Generation Y companies need to motivate their employees, foster and encourage creativity, and create an exciting work environment. This can be done through corporate entrepreneurship/ intrapreneurship and it is therefore interesting to see how Generation Y responds to this concept as well as if it contributes in creating an attractive workplace. Method: The authors made use of a mixed method concurrent triangulation strategy within an explorative sequential design. Where qualitative data was gathered through an explorative pre-study and then through case studies with two companies, simultaneously quantitative data was collected through surveys and the study ended with a qualitative confirmatory study where the results of the analysis was tested against a third company. Conclusion: The result of the study indicated that the companies investigated all had a high level of corporate entrepreneurship, it was also confirmed that Generation Y are suited to become intrapreneurs and that they would feel attracted and more likely to retain in an organisation that promotes intrapreneurship. It was furthermore concluded that corporate entrepreneurship contributes in creating an attractive workplace also for non-intrapreneurs.

This thesis aims to propose a policy-relevant science, technology and innovation indicator for developing countries. I firstly develop a model to examine the determination of innovativeness for a sample of 38 developing countries, based on endogenous growth theory and innovation systems literature. From econometric estimation, I find that R&D inputs, technology imports, and international connectedness are influential determinants of innovativeness in these countries. From this finding, I develop the Predicted Innovativeness Index for Developing Countries (INNÔDEX), a composite indicator that ranks countries according to their innovative capabilities.

This research, based on literature discussion related to issues on intraorganizational power, aims to discover the critical factors affecting the power of HR department within a firm and measure their causal relation as well as correlation through questionnaires. The questionnaires, being sent to any possible representative firms within each industry on our lists, were distributed in a convenient way. They mainly contain two sets of items, one for the HR department manager, another three for the line department manager. In the HR manager one, the questionnaires has 10 questions on HR departmental power index as dependent variable in our study; in the line manager one, it has 15, 5 and 5 questions on HR effectiveness, Top Management Support and HR Innovativeness respectively as independent variable. Based on our findings after statistical analysis, we conclude the followings: 1. As the HR effectiveness increases, the power of HR department does in the same. 2. As the Top Management Support increases, the power of HR department does in the same. 3. As the HR Innovativeness increases, the power of HR department does in the same.

The pursuit of beauty in today's society is growing day by day. According to ITIS report about cosmetic industry development trend in 2010, the global cosmetics market in 2009 reached 3,474 billion U.S. dollars, twice as much as nine years ago. Cosmetic industry in Taiwan began to flourish since 1960s. Taiwan cosmetic industry is filled with United States, European and Japanese brands until 1990s. Promoted by government policy, many domestic brands emerge in 2000s. At this point, the Korean cosmetic brands entered Taiwan, making Taiwan cosmetic market more diverse and more competitive. The Korean cosmetic brands became more popular among the youth, and opened lots of stores. This study chose top 3 Korean cosmetic brands: The Face Shop, Skin Food, Etude House to understand what values the Korean cosmetic stores provide, and how the Korean cosmetic stores can survive and grow. So, this study has four major objectives: 1. To understand the correlation between service quality, customer value and customer satisfaction in Korean cosmetic stores. 2. To explore the impact of consumption emotions on customer satisfaction. 3. To understand the effect of country of origin on customer satisfaction. 4. To analyze the influence of different levels of consumer innovativeness on customer satisfaction. This study uses personal interview and online questionnaire to investigate the consumers of The Face Shop¡BSkin Food¡BEtude House.The results include: 1. Customer value is a mediator between service quality and customer satisfaction. 2. Different utilitarian values have no significant influence on customer satisfaction; different hedonic values have significant difference on customer satisfaction. 3. The main effects of country of origin, consumer innovativeness and consumption emotions have significant influence on customer satisfaction.

<p><strong>Purpose: </strong>This thesis uses a case study approach. The purpose is to <em>conduct a critical review of the potentiality of intrapreneurship/corporate entrepreneurship to create an attractive workplace that 1) draws Generation Y as potential employees, and 2) retains them by satisfying their demands, unlocking their full potential through motivation</em>.</p><p><strong>Background: </strong>It is now time for Generation Y to enter the workforce and their values and expectations on the workplace is different from the generations before them. This causes difficulties for organisations to attract and retain Generation Y but it is necessary in order to become a competitive performer in the future. In order to attract and retain Generation Y companies need to motivate their employees, foster and encourage creativity, and create an exciting work environment. This can be done through corporate entrepreneurship/ intrapreneurship and it is therefore interesting to see how Generation Y responds to this concept as well as if it contributes in creating an attractive workplace.</p><p><strong>Method: </strong>The authors made use of a mixed method concurrent triangulation strategy within an explorative sequential design. Where qualitative data was gathered through an explorative pre-study and then through case studies with two companies, simultaneously quantitative data was collected through surveys and the study ended with a qualitative confirmatory study where the results of the analysis was tested against a third company.</p><p><strong>Conclusion: </strong>The result of the study indicated that the companies investigated all had a high level of corporate entrepreneurship, it was also confirmed that Generation Y are suited to become intrapreneurs and that they would feel attracted and more likely to retain in an organisation that promotes intrapreneurship. It was furthermore concluded that corporate entrepreneurship contributes in creating an attractive workplace also for non-intrapreneurs.</p>

The overall research objective is motivated by two simultaneous developments. On the one hand, due to globalization and fast changing markets, organizations face increasing pressure to stay competitive and to survive in these fast changing environments. To innovate, organizations rely on recruiting and developing their workforce. As the individual is the source of innovation, an ever increasing emphasis is placed upon individual innovativeness and in particular in the investigation of sources of individual innovativeness. Leaders are essential in the promotion of employees´ innovativeness and leadership is proposed as one of the most influential predictors of individual innovativeness. In the view of innovation pressure and demographic changes, it is important for organizations to shed light on their young professionals, especially on their young professionals’ innovativeness, as they are the future workforce. This is especially important for leaders who aim to support the innovativeness of their young professionals. Nevertheless, the importance of young professionals’ innovativeness in the retail industry is still underestimated. Hence, organizations and especially leaders may benefit greatly from being aware of their young professionals’ innovativeness as one possibility to face the challenges of innovation pressure.

Per pastarąjį dešimtmetį Lietuvos ekonomiką ir ūkį stipriai veikė reikšmingi geopolitinių ir ekonominių veiksnių pasikeitimai (Rusijos ekonominė krizė, narystės NATO ir Europos Sąjungoje ir pan.). Šie pokyčiai negalėjo neatsiliepti verslo sektoriui, kuris pajuto stiprų sukrėtimą ir tiesioginę grėsmę verslo ateičiai. Verslo subjektai privalėjo operatyviai įvertinti naujai susiklosčiusią padėtį ir priimti atitinkamus sprendimus tam, kad perorientuotų savo veiklą tokiu būdu, jog išliktų konkurencingi pakitusioje aplinkoje. Lietuvos ekonomikai didelę įtaką daro šalies pramonės sektorius, todėl šio sektoriaus sugebėjimas sėkmingai konkuruoti tarptautiniu mastu apsprendžia ir valstybės geresnes vystymosi galimybes. Ilgalaikei ir sėkmingai pramonės sektoriaus plėtrai būtina aktyvesnė inovatyvių technologijų plėtra, kuri periodiškai gerintų gaminamos produkcijos įvairias savybes bei pozityviai veiktų įvairius organizacijos struktūrinius elementus, skatindama jų tobulėjimą. Kadangi pramonės įmonių konkurencingumui pakankamai didelę įtaką daro naudojamos inovatyvios technologijos, tai gilesnis inovatyvių technologijų formavimą ir jų adaptavimą veikiančių veiksnių pažinimas, geresnė jų vadyba bei tobulesnis technologinio inovatyvumo vertinimas kaip tik ir apibrėžia svarbią, tačiau mažai tyrinėtą, vadybos ir administravimo mokslo ir praktikos problematiką. Šią problematiką galima būtų analizuoti tiriant, kokie veiksniai tiesiogiai veikia inovatyvių technologijų formavimą ir jų adaptavimą... [to full text] / The researched topic of technological innovativeness has shown that most researchers choose for their subject of research innovations in general, whereas the technological innovativeness they research is just fragmentary and a part of overall innovative activity. The research of innovative technologies adaptation evolution has revealed that the proportion manufacturing of Lithuanian enterprises adapting innovative technologies is declining. It raises worries as to the competitive capabilities of the national enterprises in the international and the EU market. The analysis of scientific literature on evolution of innovations, technologies and technological innovativeness has shown that quantitative estimation techniques of innovative manufacturing technologies mostly are meant to any areas of human activities, but while researching organizations belonging to one particular sector or area this universality has a deficiency – it diminishes the deepness and exactness of the research. While researching manufacturing enterprises of Lithuania by questionnaire method, factors influencing innovative technologies formation and adaptation are identified, also the defining indexes which influence technological innovativeness of enterprises were identified. Realized in practice created evaluation model of technological innovativeness researching national manufacturing enterprises. Taken data using in created model for technological innovativeness evaluation was got result that biggest... [to full text]

The researched topic of technological innovativeness has shown that most researchers choose for their subject of research innovations in general, whereas the technological innovativeness they research is just fragmentary and a part of overall innovative activity. The research of innovative technologies adaptation evolution has revealed that the proportion manufacturing of Lithuanian enterprises adapting innovative technologies is declining. It raises worries as to the competitive capabilities of the national enterprises in the international and the EU market. The analysis of scientific literature on evolution of innovations, technologies and technological innovativeness has shown that quantitative estimation techniques of innovative manufacturing technologies mostly are meant to any areas of human activities, but while researching organizations belonging to one particular sector or area this universality has a deficiency – it diminishes the deepness and exactness of the research. While researching manufacturing enterprises of Lithuania by questionnaire method, factors influencing innovative technologies formation and adaptation are identified, also the defining indexes which influence technological innovativeness of enterprises were identified. Realized in practice created evaluation model of technological innovativeness researching national manufacturing enterprises. Taken data using in created model for technological innovativeness evaluation was got result that biggest... [to full text] / Pramonės sektorius daro didelę įtaką visai šalies ekonomikai, todėl šio sektoriaus sugebėjimas sėkmingai konkuruoti tarptautiniu mastu apskritai apsprendžia ir valstybės geresnes vystymosi galimybes. Pramonės įmonių konkurencingumui didelę įtaką daro naudojamos inovatyvios technologijos, todėl gilesnis inovatyvių technologijų formavimo ir jų adaptavimo veikiančių veiksnių pažinimas, geresnė jų vadyba bei tobulesnis technologinio inovatyvumo vertinimas kaip tik ir apibrėžia svarbią, tačiau mažai tyrinėtą, vadybos ir administravimo mokslo ir praktikos problematiką. Ilgalaikei ir sėkmingai apdirbamosios pramonės sektoriaus plėtrai būtina aktyvesnė inovatyvių technologijų plėtra, kuri periodiškai gerintų gaminamos produkcijos įvairias savybes bei pozityviai įtakotų įvairius organizacijos struktūrinius elementus, skatindama jų tobulėjimą. Šie siekiai įgyja ypatingą reikšmingumą suvokiant, jog be efektyvaus inovatyvių technologijų formavimo ir jų adaptavimo, taip pat tobulesnio technologinio inovatyvumo įvertinimo, neįmanomas kryptingas pramonės įmonių, o kartu ir viso šio šalies sektoriaus konkurencingumo didinimas tarptautiniame lygmenyje. Tuo būdu galima būtų konstatuoti, jog dabar egzistuoja gana didelis patikimo modelio poreikis, kuris padėtų didžiajai daugumai pramonės įmonių atlikti technologinio inovatyvumo kiekybinį vertinimą, paremtą inovatyvių technologijų formavimą ir jų adaptavimą veikiančių veiksnių analize.

The general aim of the study was to determine the influence of entrepreneurial orientation on the perceived success of the pipeline gas company. This type of study has not been conducted previously for such a pipeline gas company and as such, a valuable contribution could be made to a more effective entrepreneurial orientation in the business environment. Two questionnaires were administered, which focused on entrepreneurial orientation and perceived success of business respectively. A response rate of 87.63% was obtained from a sample of 97 employees at management level in the pipeline gas company concerned. The results showed a statistically significant positive relationship between entrepreneurial orientation and business development as variable of business success. The data also revealed correlations among the dimensions of entrepreneurial orientation, some with significant differences for various demographic groups and their level of entrepreneurial skills. Limitations within the study were discussed and recommendations were made for future research. / MBA, North-West University, Potchefstroom Campus, 2014

The aim of this research was to determine the role of the school principal in fostering the creativity and innovativeness of educators. This aim was explored by: determining the nature of creativity and innovativeness; determining the role of the principal in fostering the creativity and innovativeness of educators at schools; and investigating how the creativity and innovativeness of educators is currently fostered at schools. The literature survey on the nature of creativity and innovativeness revealed creativity as the generation of novel and useful ideas and the ability to combine them in a unique way, while innovativeness is the ability to be innovative, i.e. to implement creative outcomes to benefit an organisation or the practical application of ideas towards the organisation's objectives. Creativity and innovativeness can thus be fostered by creating a stimulating work environment that advocates enriched jobs and supporting management practices, an organisational culture that supports innovativeness and an environment that provides adequate resources. Therefore, creativity and innovativeness are a function of an organisational climate that promotes nine dimensions, namely, challenge and involvement, freedom, trust and openness, idea time, idea support, debate, risk-taking, conflict management and humour and playfulness. The empirical survey found that school-organisational climates generally foster educators' creativity and innovativeness in terms of the dimension thereof.-How it was found that some dimensions enjoy more prevalence at schools than others. It was also found that some aspects of these dimensions were inconsistent with the general finding that schools portray climates conducive to educators' creativity and innovativeness. For instance, the involvement of educators in vision review as a way of setting standards or as a pace-setter for performance, and educators having to seek permission before implementing their creative ideas were seen as not fostering creativity and innovativeness at schools. Although there were statistical differences in responses between principals and educators on all creativity and innovativeness dimensions, it was found that these were of no practical significance and thus could be attributed to chance or coincidence. This study therefore recommends that principals should adopt a holistic approach to school organisational creativity and innovativeness. In this way, all the dimensions will be fostered, thus creating school organizational climates that engender the creativity and innovativeness of all educators and focusing on all aspects of their work. Principals should also receive capacity building exercises, initiated both at school and at departmental levels. These exercises should focus on staff development that relates creativity and innovativeness to the achievement of teaching and learning outcomes. / Thesis (M.Ed.)--North-West University, Vaal Triangle Campus, 2005.