• Title/Summary/Keyword: organisational change

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Organisational Change, Learning and the Usage of Space: the Case of Samsung Electronics Company (기업의 조직변화와 학습의 공간성: 삼성전자의 사례)

  • Lee, Jong-Ho
    • Journal of the Korean association of regional geographers
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    • v.8 no.3
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    • pp.396-411
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    • 2002
  • This paper aims to explore organisational change and learning involving spatial processes and outcomes. In particular, it focuses on the context specific nature of corporate learning and organisational change that can be found in the case of a large Korean firm facing radical economic change. Drawing on the case study of a large Korean firm, the Samsung Electronics Company, three main claims can be followed. First, territorial sources of learning influence the way in which the firm makes use of space/place. Second, corporate learning practices, however, are not based merely on specific localised sources or geographical proximity but on bringing together the local and the global sources by harnessing the properties of relational proximities. It reveals that firms are concerned less on specialising specific local knowledge than promoting organisational knowledge and competences by integrating a variety of knowledge distributed in and out of the boundaries of the firm. Finally, to learn and innovate in a continual basis, firms would attempt to combine codified knowledge with tacit knowledge.

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THE APPLICATION OF INSTITUTIONAL THEORY: A CASE STUDY ON TWO GOVERNMENT-LINKED COMPANIES INVOLVED IN HOUSING DEVELOPMENT (GLCHD) IN MALAYSIA

  • Shuw Wei Lai;Abdul Rashid Abdul-Aziz;Mastura Jaafar
    • International conference on construction engineering and project management
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    • 2007.03a
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    • pp.593-600
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    • 2007
  • This paper presents the preliminary observations of an ongoing study that is looking into organisational changes that are externally imposed using the institutional theory. The study population are the government-linked companies involved in housing development (GLCHD) in Malaysia. For the purpose of this paper, only two are highlighted. From secondary sources, elements of changes that have exerted on these two GLCHD over the last six years and the internal changes that have taken place during the same time period were identified. The tentative conclusion is that external environment contributed to organisational change in the two GLCHD.

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Custom Officers' Readiness for Sales and Service Tax Implementation in Malaysia: An Organisational Readiness for Change Perspective

  • GHANI, Erlane K;MOHAMMAD, Nurulhuda;MUHAMMAD, Kamaruzzaman
    • The Journal of Asian Finance, Economics and Business
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    • v.8 no.3
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    • pp.459-468
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    • 2021
  • This study examines the factors influencing custom officers' readiness for the Sales and Service Tax (SST) implementation in Malaysia. Specifically, this study examines the factors stipulated in the Theory of Organisational Readiness namely, change valence, task knowledge, and resource availability on the customs officers' readiness in terms of change commitment and change efficacy for SST 2.0 implementation. This study utilizes the questionnaire survey distributed to employees of the Royal Malaysian Customs Department (RMCD) that have undergone a significant change of tax regime from Goods and Service Tax (GST) to SST 2.0. The results show that all three factors significantly and positively influence the customs officers' readiness in terms of change commitment and change efficacy for SST 2.0 implementation in Malaysia. The findings in this study indicate that to ensure smooth SST 2.0 implementation, it is important for the customs department to give attention to the perception of the officers and provide the necessary resources. The findings of this study could assist RMCD and other custom agencies to take into account factors that influence readiness for change which indirectly affect job responsibility and performance of the organization.

A Quality Strategy and Self-Assessment Method for Organizational Excellence

  • Dahlgaard, Jens-J.;Park, Mi-Su
    • International Journal of Quality Innovation
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    • v.4 no.1
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    • pp.20-39
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    • 2003
  • Based on a combination of theories, experiences and cases a sustainable change strategy and self-assessment method with a focus on the human dimension in TQM are suggested and discussed. The Post Denmark TIQ (Total Involvement in Quality) case will be used to illustrate how breakthrough in people attitudes and organisational culture happened and became the foundation for a new culture focusing on change, continuous improvements and everybody's participation.

Diversity, Evolution & Marketing Practice

  • Murray, John A.;Torres, Ann M.
    • Journal of Global Scholars of Marketing Science
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    • v.7
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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.

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The Implementation of a Quality System in the Care Sector for Elderly and Handicapped People: A Swedish Case Study

  • Anbacken Owe;Dahlgaard-Park Su Mi
    • International Journal of Quality Innovation
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    • v.6 no.3
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    • pp.1-18
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    • 2005
  • This paper presents the empirical research results conducted in a Swedish care organization for elderly and handicapped. The objective of the research was to empirically assess the implementation and practices of a quality system (ISO 9000) from an organizational change and development perspective. The empirical data were collected through multiple methods; interviews were carried out with key-persons and leadership in the organisation and surveys were conducted to all employees. Interactive methods have been applied to various groups in the organisations e.g., directors, supervisors, and the leadership of the quality project and the local politicians. The empirical findings indicate, among others, that the implementation processes were received and perceived differently in the different parts of the care organisation due to different leadership strategies and employee involvement policies. Other critical factors such as acceptance, resistance, motivation, commitment, the role of leadership, learning possibility, etc. have also been investigated, analysed and discussed. Finally some recommendations on how to approach organisational change as well as strategies for implementing a quality system in the care sector are presented.

Lessons from Haitai Distribution Inc's experience in Korea

  • Cho, Young-Sang
    • Journal of Distribution Science
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    • v.9 no.3
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    • pp.25-36
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    • 2011
  • Owing to the rapid growth of hypermarket/discount store formats since 1996, Korean retailing has suddenly attracted the significant attention from researchers. Before the emergence of large scale retailers such as E-Mart, Lotte Mart and Tesco Korea, there were the two retail formats who led the Korean retailing in the modern retailing history: department store and supermarket formats. Nevertheless, there has been little literature concerned about the two retail formats as a case study, while some authors have paid their attention to hypermarket/discount store formats. In addition, when mentioning the development process of retailing history, it is less likely that authors have made an effort to illustrate supermarket retailing history. In order to regard supermarket retailing as part of the Korean retailing, it is interesting to look at a representative supermarket retailer, Haitai, who was one of the subsidiaries of Haitai chaebol. Based on supermarket retailing, the company which was established as a joint venture in 1974 led a supermarket retailing in the Korean modernised retailing history. Before analysing whether Haitai failed or not, the definition of failure should be illustrated. With regard to the term, failure, in the academic world, authors have interchangeably used the following terms: failure, divestment, closure, organisational restructuring, and exit. To collect research data as a case study, the author adopted an in-depth interview method. The research is based on research interviews with 13 ex-staff who left after Haitai went bankruptcy, from store management department to merchandise department. By investigating Haitai's experiences through field interviews, the research found that Haitai restructured organisational decision-making process at the early stage when companies started to modernise organisational charts, benchmarking sophisticated retailing knowledge through the strategic alliance with a Japanese retailer. In respect of buying system, the company established firmly buying functions by adopting central buying system, and further, outstandingly allocated considerable marketing resources to the development of retailer brands with the dedicated team of retailer brand development. In the grocery retailing, abandoning a 'no-frill' packaging concept, the introduction of retailer brand packaging equal to, or better than national brand packaging design, encouraged other retailers to change their retailer brand development strategies. In product sourcing ways, Haitai organised for the first time the overseas sourcing team with the aim of improving the profit margins of foreign products and providing exotic products for customers, followed by other retailers. Regarding distribution system, the company introduced the innovative idea which delivered products ordered by stores directly to each store withboth its own vehicles and its own warehouse in which could deal with dry foods, chilly foods, frozen food, and non-foods, and even, process produce. In addition, Haitai developed many promotional methods to attract more customers like 'the guarantee of the lowest price', and expanded its own business to US in 1996, although withdrew, because of bankruptcy in 1997. Together with POS introduction in 1994, Haitai made a significant contribution to the development of the Korean retailing, influencing other retailers in many aspects. As a case study, the study has provided a number of lessons from Haitai's experiences for academicians and practitioners, suggesting that its history should be involved in the Korean modernised retailing.

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The Impact of Technology Adoption on Organizational Productivity

  • LAKHWANI, Monika;DASTANE, Omkar;SATAR, Nurhizam Safie Mohd;JOHARI, Zainudin
    • The Journal of Industrial Distribution & Business
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    • v.11 no.4
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    • pp.7-18
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    • 2020
  • Purpose: This research investigates the impact of technology adoption on organisation productivity. The framework has three independent variables viz. technological change, information technology (IT) infrastructure, and IT knowledge management and one dependent variable as organisational productivity. Research design, data and methodology: An explanatory research design with a quantitative research method was employed, and data was collected using a self-administered questionnaire using online as well as an offline survey. The sample consisted of 300 IT managers and senior-level executives (production as well as service team) in leading IT companies in Malaysia selected using snowball sampling. Normality and reliability assessment was performed in the first stage utilising SPSS 22, and Confirmatory Factory Analysis (CFA) was performed with maximum likelihood estimation to assess the internal consistency, convergent validity, and discriminant validity. Finally, Structural Equation Model (SEM) and path analysis are conducted using AMOS 22. Results: The research findings demonstrated that technological change and IT infrastructure positively and significantly impact the organisation's productivity while IT knowledge management has significant but negative impact on organizational productivity of IT companies in Malaysia. Conclusion: The research concludes that all three factors plays important role in deciding organizational producvity. Recommendations, implications, limitations and future research avenues are discussed.

Study on the Impact of use of Technology on Work Environment and the Health of Workers (기술사용이 근로환경과 근로자 건강에 미치는 영향력에 대한 연구)

  • Kim, Young Sun;Rhee, Kyung Yong;Jin, Ju Hyeon;Kim, Ki-Sik
    • Journal of the Korean Society of Safety
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    • v.29 no.5
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    • pp.146-153
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    • 2014
  • This study looks at the impact of psychological and physical factors of the working conditions on the health of workers depending on whether technology is used by such workers. The data used for the study is the third work environment survey. Out of 50,032 respondents, a total of 29,711 paid workers were used as analysis subjects. Although it was anticipated that the use of technology was a factor that hindered job autonomy and teamwork autonomy. However, the analysis results showed low levels of job autonomy and teamwork autonomy in the group that did not use technology. The study assumes a regression analysis model about work environment and work organizational practices of workspaces that have an impact on musculoskeletal complaints, stress symptoms and level of work satisfaction by controlling the social demographic variable that represents the level of individual sensitivity. As a result of the study, ergonomic risk had a significant effect on both groups that did or did not use technology with respect to stress symptoms, musculoskeletal complaints and level of work satisfaction. In particular, as workspace practices and work environment had an effect on the development of musculoskeletal complaints in the group that used machines, there is a need to improve such situation. The autonomous team work or level of job autonomy within the group that used technology may act as a risk factor to the health and welfare of workers. However, because it may also act as a buffer factor, there is a need for a change to reduce stress symptoms and increase the level of work satisfaction by improving autonomous team work and the level of job autonomy.