• 마케팅과학연구
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• 제7권
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• pp.71-103
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• 2001

Marketing practice varies among firms. However, the prescriptive literature emphasises a universal view of practice, a 'one size fits all' view. This paper addresses the issue of explaining diversity in marketing practice in competitive space and in time. Diversity in competitive space reflects the existence of different routes to high performance. Diversity in time reflects some combination of change in the individual firm and change in a population of firms. In the former case, diversity is shaped by organisational change; in the latter by the disbandment and founding of firms in the population. In so far as diversity is the norm, the manner in which practice will be shaped by evolutionary processes is considered. Fnally, the role of the academy as one of the forces driving the evolutionary process is discussed. Miles and Snow's (1978, 1986) work is taken as a main point of departure in the search for explanation and ecological and evolutionary concepts are drawn on for support and to suggest an explanation for the nature of diversity over time.

• 산경연구논집
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• 제15권2호
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• pp.19-30
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• 2024

Purpose: This paper provides both quantitative and qualitative literature review on employee engagement in State Owned Enterprises (SOEs) as portrayed in literature and offers more insight into the concept on how it can be optimised. Research design, data and methodology: The study adopted a desktop research methodology. A review and analysis of both theoretical and empirical research and articles which are relevant to employee engagement in SOEs was conducted. Only secondary information gathered through those articles and research was used to analyse and build literature review on employee engagement in SOEs. Results: A literature review of both qualitative and quantitative research on employee engagement in organisations generally and in SOEs particularly was done, and it indicated the positive relationship between employee engagement and organisational performance. From the study, it is evident that employee engagement is not optimal around the world, therefore it is an area which needs more attention. Hence, this study proffered strategies for enhancing employee engagement in SOEs. Conclusions: This study proffers strategies for optimising employee engagement in SOEs. These are brand image, work environment, management and leadership characteristics, training and development opportunities, performance management, work life balance, effective communication and Kahn's three factors of meaningfulness, safety and availability. These strategies are essential in optimising employee engagement as portrayed in the reviewed literature.

• Journal of Information Processing Systems
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• 제6권1호
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• pp.121-128
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• 2010

Using information systems effectively requires an understanding of the organisation, management, and the technology shaping the systems. All information systems can be described as organisational and management solutions to challenges posed by the environment. The advances in information systems have affect on our day-to day lives. As the technology is evolving immensely so are the opportunities in a healthy way to prepare the organisation in the competitive advantage environment In order to manage the IS/IT based systems, it is important to have an appropriate strategy that defines the systems and provide means to manage them. Strategic Information Systems Alignment (SISA) is an effective way of developing and maintaining the IS/IT systems that support the business operations. Alignment of the IS/IT plans and the business plans is essential for improved business performance, this research looks at the key features of SISA in the changing business circumstances in Saudi Arabia.

• 아태비즈니스연구
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• 제14권4호
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• pp.87-113
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• 2023

Purpose - Focusing on Haier, a successful corporate venture in China, we analyse the operating mechanism and success factors of corporate venture, and reveal the necessary factors for the successful implementation of corporate venture. Design/methodology/approach - This study is a single case study centred on Haier, a successful corporate venture in China. Findings - The operational process of Haier's corporate venture includes six key aspects: project selection, team building, resource allocation and support, project implementation, risk control measures, performance evaluation and rewards. In terms of success factors, the support of top management with leadership capability of value creation and sharing is very important for the success of corporate venture. Secondly, a multi reward mechanism can be introduced to motivate employees and improve performance. Thirdly, it is important to integrate corporate culture into the operating mechanism of an corporate venture. Fourthly, flexible operations that break down rigid organisational boundaries and transform the organisation into a more open platform for entrepreneurship can increase the likelihood of success. Finally, empowering employees with operational discretion can also have a positive impact on the success of an Corporate Venture. Research implications or Originality - This study contributes to theory and practice by analysing the success conditions of corporate venture, providing new understanding and drawing new perspectives, especially from the experience of Haier. The results suggest strategies and flexibility for successfully pursuing corporate venture, and provide important experience for international companies to help them gain competitive advantage in global competition. It also helps corporate leaders to promote new directions and innovations and improve their strategies to respond to dynamic environments.