• Journal of Korea Society of Digital Industry and Information Management
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• v.17 no.1
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• pp.57-73
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• 2021

The purpose of this study is to analyze the diffusion period and productivity of smartwork in an organization. Firms are increasingly interested in smartwork for non contact work and working from home because of the corona 19. The smartwork is a new technology that changes face-to-face work in an organization. It helps the work of individuals and organizations regardless of time and place. The theoretical background describes the complexity, system thinking, diffusion theory, smart work, organizational resistance, and productivity. This study analyzes the diffusion period and productivity of smart work through business simulation techniques. A simulation study progresses four stages. There are problem definition, hypothesis establishment and causal loop diagram, model construction and verification, and policy evaluation. The simulation models contain an individual's resistance variables organizational investment and leadership variables related to the operation of smartwork. The organizational investment variables include organizational culture, legal system, implement systems and technology investment. The individual resistance variables include cognitive, attitude, structure and technological resistance. The leadership includes leadership interest variables and performance linkage variables. The simulation executed the changes of a people number adopting smart work and the organizational productivity monthly. As a result of the simulation, many organization members have accepted the smart work innovation after 20 months. The organizational productivity through smart work showed very high value after 16 months. In scenario analysis, the individuals' awareness and attitude resistance showed very important variables to productivity and a personal change of smart work adoption. Meanwhile, The organizational investment showed that the high driving-force increased not productivity and the low driving-force showed decreased low productivity. Also, leadership variables showed a powerful driver for changing smart work productivity. The implication of the study has suggested extending complexity, diffusion theory and organization resistance theory based on simulation methods.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.89-105
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• 1998

Modern organizations, both complicated and complex, operate in an economic climate of· turbulence and rapid change. And Today's healthcare environment is changing, driven by demographic, environmental. social, political and technological forces. In actual practice, the organization usually depend on several factors such as economic state of organization, managerial strategies, a synthesis of several theories that reflect individual biases, specific circumstances, and practical realities. These rapidly changing healthcare environment and professional nursing practice need a strategy for the organizational development and goal attainment. An understanding of organizational culture could help managers enhance or expand their management strategy, thus increasing the probability of their success in the organization. Organizational culture is an abstract, yet potent managerial concept. With roots in several disciplines, several perspectives and definitions of organizational culture have emerged. The concept of organizational culture has been rapidly introduced into the academic and organizational world, with the much attention to the excellent companies that have continued rapid grow th despite the overall world economic recession in the late of 1970s. Organizational culture is the combination of the symbols, language, assumptions, and behaviors that overtly manifest an organization's norm and values. It is the taken-for-granted and shared meanings people assign to their social surroundings that can have a profound effect on an organizaitonal decision making and performance. For attaining a organizational goal and developing organization, it is necessary to put emphasis on developing organizational culture. It has to set organizational culture well understood by its members as an instrument to achieve the organizational goals. Both Manager and staff can focus and act on the values identified. Also, managers will exhibit better decision making capabilities because they are guided by perception of the organizational values. Therefore, understanding of organizational culture could give a strategy for organizational development that assist hiring personnel, orienting new comers, facilitating organizational change and promoting learning and so on. But their is few study on nursing organizational culture in Korea. Moreover they have not had a clear definition of Korean nursing organizational culture. Therefore, it is necessary to lay down definition of Korean nursing organizational culture and fine out real factor of Korean nursing culture. For defining a definition of Korean nursing organizational culture, this study assessed several definitions of organizational culture, factors of culture, types of culture, and functions of culture through book review.

• Journal of Information Technology Services
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• v.10 no.3
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• pp.251-264
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• 2011

Recently, interests in IT Service Management(ITSM) are increasing internationally as well as domestically. In order to realize the benefits from ITSM, it is necessary to institutionalize it as a culture of the organization through effective change management. One of the most promising approach of effective change management is the change management framework of ITSM. In this study, we analyze a success case in which the change management framework of ITSM was applied to IT Service company which has introduced ITSM. Through the analyses, this study aims to propose a feasible and specific approach to institutionalize ITSM. To accomplish the objective, the study is designed to analyze specific methods for applying ITSM's change management framework to ITSM organizations, performance of projects and future directions based on interviews and review of project documents/deliverables. This study could not provide detailed performance measures due to lack of previous research on this topic and difficulty of obtaining quantitative data. However, this study has contributed to proposing a direction to institutionalize ITSM in organizations by analyzing a feasibility of ITSM's change management framework in implementing ITSM.

• Journal of the Korea Institute of Building Construction
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• v.8 no.2
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• pp.121-129
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• 2008

Domestic exoteric construction market by opening of world construction market with recent FTA of rapidly change. On these time, need quality increase of construction to possess government official and international competitiveness of customer satisfaction by offering consumer building of good quality. Therefore, must establish direction to inspects and must advance forward formation government official's present actual conditions for building company's QI. This study is as following if summarize studying result of formation government official to improve quality in construction spot. First, formation's CEO will for QI need side improvement the formation government official enemy by important thing. Second, at checking activity and systematic action that participate of responsible persons cooperation enterprise space-time by complete charge department organization should be achieved. Third, complete charge department for quality control operation large size construction firm substantially formation Organizational well operate, but heavy hydrogen building company was construed by greatly unprepared misgovernment. AHP analysis result complete charge department is serious necessity, and the CEO under direct control organizational structure was construed by thing which can bring excellent effect in operation management side of quality business side and formation. Therefore, heavy hydrogen building company should does to occupy competitive power high position with tissue at active quality complete charge deputy.

• Management & Information Systems Review
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• v.17
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• pp.135-160
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• 2005

In the 1990s, university environment is changing rapidly(especially, difficulty of student registration which are originated student's decrease and various deregulation) and university get ready for the new ways of management culture. This new ways are management innovation strategies. The purpose of this study is to suggest the direction of effective innovation(to search application possibility of management innovation strategy), solving the problems occurred by the enlargement and change in the environments of universities. From early in the 1990s, korean corporations perform actively many management innovation strategy including benchmarking, restructuring, downsizing, zero-based budgeting, BPR, learn organization and total quality management. But korean most universities performed hardware management innovation strategies such as corporate portfolio restructuring(including outsourcing, M&A, MBO etc.) and organization restructuring. Therefore korean universities have got to concerns about more software management innovation strategy such as total quality management and learn organization. Also we have seen another problems such as that universities try to merely duplicate certain management innovation strategies which are used by another university. rather than to make various effort to adequate their own organizations. In conclusion, korean universities are to play an important roles in the development of knowledge society. The management innovation and individual competence development in the university are required to overcome crisis of university.

• Asian Journal of Business Environment
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• v.2 no.2
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• pp.35-39
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• 2012

Purpose - Today's world is rapidly changing due to swift changes in organization's infrastructures and supply chain is becoming an important factor which affects the organization's global competitiveness. Research design / data / methodology - Researchers indicated that environment uncertainty is considered an external driving force to establish a unique supply chain. Market competition, reducing the gap of performance and quality between the products are compelling the practitioners and researcher to change the paradigm of managing the business processes effectively and efficiently. Results - In old times, supply chain of any organization was measured on the basis of inventory turns, defect rats, lead times, stock buffering and service level. But, Lee H.L. in 2004, published an article in Harvard Business Review who proposed three A (Adaptable, Agile and Aligned) termed as "Triple-A" of successful supply chain. Conclusions - He claimed that organizations can compete through the creation of Triple-A supply chain. Hence, the basic aim of this review paper is to develop basic insights regarding what is Triple-A of supply chain, its importance and functioning in today's competitive world.

• Journal of Distribution Science
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• v.15 no.5
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• pp.5-15
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• 2017

Purpose - This research identified the factors to be considered when CEOs establish small companies and improve their businesses by analyzing the effects of their entrepreneurship and marketing activities on the business performance of small companies and suggested measures to utilize them strategically. Research design, data, and methodology - The research conducted a survey for companies located in Busan, and Gyeongnam area in Korea. To verify the model and hypothesis mentioned above, relevant items were allocated to each variable. Results - the research found that the innovation of entrepreneurship negatively affects formalization and centralization along with the propensity for risk-taking which negatively affects all the characteristics of an organization's structure. It was also found that the pro-activeness which was rejected in the selection and verification of hypothesis is the CEOs characteristics which positively affect all of the organization type are contrary to the initial hypothesis. Conclusions - The results of these efforts will positively contribute toward developing a start-up strategy helpful for small companies CEOs, to change the business environment proactively, to operate their organization efficiently and to develop market-oriented marketing activities and objectives. This research found the role of market-oriented characteristics demanded by the CEO to overcome organizational structure, business innovation and bad business situations.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.2
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• pp.111-117
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• 2017

Getting evidence in to practice tends to focus on strategies, theories and studies that aim to close the gap between research knowledge and clinical practice. The evidence to practice gap is more about systems than individual clinician decision making. The absence of evidence for administration and management in the organization of healthcare is persistent. Teaching nurses and providing evidence as the solution to evidence-based healthcare is no longer axiomatic. Previous studies have concluded that unit level strategies integrate multi-professional teams with organizational needs and priorities. This 'best fit' approach that characterizes how healthcare is structured and delivered. The published literature shows that increased readiness for change is aligned with integrated approaches informed by conceptual models. The Joanna Briggs Collaboration is the largest global collaboration to integrate evidence within a theory informed model that brings together academic centres, hospitals and health systems for evidence synthesis, transfer and implementation. The best approaches to implementation are tailored to local culture and context, benchmark against international evidence, combine a theory informed model and stakeholder perspectives to improve the structure and processes of health care policy and practice.

• Journal of Korea Society of Digital Industry and Information Management
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• v.14 no.1
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• pp.103-120
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• 2018

Global conglomerates in the late 2010s are seeking changes from the existing method of financial growth into that of sustainable growth, as they are facing the age of 4th industrial revolution. In preparation for this change of the times and to stay competitive, small businesses are required to produce creative knowledge, and systematically share and store it by means of implementing voluntary and specific changes in their convictions and actions. This study aims to empirically examine how the ICT small businesses' organizational learning participants' self-leadership affect their job satisfaction through organization orientation and Leader-Member Exchange(LMX). The research sample consists of the first to third-year employees that have previously participated in the small businesses' organizational learning support project, and of learning leaders, group leaders, and group members from companies that have previously concluded the project. The results are as follows: First, the self-leadership at the ICT small businesses' organizational learning project has been shown to have a positive effect on job satisfaction. The same positive results are shown in learning orientation and LMX. Second, the learning orientation has been shown to have a positive effect on job satisfaction. Third, the LMX has been shown to have a positive effect on job satisfaction.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.1
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• pp.53-62
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• 2018

The study aims to conduct organizational diagnosis at Infosys and to suggest measures of improvement of the same wherever necessary. Data was collected with the help of a structured questionnaire. Respondents were selected with the help of random sampling technique. The sample size is 19. The employees are not much clear about their goals and the purpose of the organization. The employees are not satisfied with the current structure and the division of the work in the organization, and also with the current reward mechanism of the organization. However the employees are satisfied with their leaders and their leadership styles. The employees feel that they share a good relationship with their peers. The employees of Infosys have full confidence in the management and they believe that the management is helping them in their career growth. Some of the interventions suggested are as follows: Role Analysis Technique can be used so that the employees get clarity of their goals. As the score suggests that the employees are not happy with the current structure and distribution of the work, mentors can be assigned to the employees who can guide them and can also help the employees to understand the structure and processes better.