Organizational Excellence Research Articles

A caring leadership model in nursing: A grounded theory approach.

AimThis study aimed to develop a theoretical model of caring leadership in nursing.BackgroundNurse leader's role plays an integral part in complex health care institutions. As a common feature of leaders, leaders' caring leadership can positively influence the stakeholders in health care institutions. Still, little is known about caring leadership in nursing, especially in the Chinese cultural background.MethodsGrounded theory was used to develop the theoretical model of caring leadership. Both semi‐structured interviews and open‐ended questionnaire surveys were used to collect data for constructing the theory model. Ten nurse leaders and 11 nurse staff were recruited for an interview, and 168 nurse leaders and 286 nurses were recruited for an open‐ended questionnaire survey.ResultsA theoretical model of caring leadership was developed using five core attributions: benevolent to others, appreciate the uniqueness, facilitate self‐actualization, maintain mutual benefit and motivate with charisma. Caring leadership in nurse leaders works through the caring and leading process, resulting in nurses' well‐being, patients' healing and organisational excellence.ConclusionA caring leadership model was developed through grounded theory, revealing Chinese nurses' perspectives on caring leadership in Chinese cultural background. According to the model, the concept of caring leadership has been further explained, and it makes contributions to the measurement and leaders' practice in health care institutions.Implications for Nursing ManagementThis caring leadership model developed in our study provides a new perspective and understanding of caring and leadership for nurse leaders. Nurse leaders need to strengthen their responsibilities and personal qualities while caring for nurse staff to improve leadership efficacy based on the theoretical model. And caring leadership can help nurse leaders to balance the interests of stakeholders, leading to positive consequences for nurse staff, patients and health care organisations.

Sustainable HRM Practice and Organisational Excellence: An Empirical Analysis

<p>The paper rethinks the role of sustainable human resource management practices in achieving corporate excellence, using the case of Oman, an emerging Arab Gulf economy currently pursuing an economic diversification strategy tagged Oman Vision 2040. The paper is based on the survey data collected from 212 workers and managers working in the nation’s capital city, Muscat, between December 2020 and February 2021. The respondents were randomly surveyed across Oman Vision 2040’s priority economic diversification agenda sectors: investment management, infrastructure, energy, banking, and telecommunication. The analysis includes 22 data points covering essential HRM practices, including recruitment, compensation, motivation, organisational training, and learning and development. The IBM Statistical Package for Social Sciences (SPSS) was used for the data analysis. Descriptive statistics and hypothesis testing of Karl Pearson’s <em>r</em> correlation, emphasising the p-value < 0.01 interpreted to be highly significant at a 1% significance level, are presented. Adopting HRM as a strategic partner in a business model significantly impact organisational excellence, especially concerning staff training and appraisal system. However, while country-specific factors might influence the HRM practice in the domestic context, the expected association between Omani strategic HRM factors, such as labour laws, expatriate workforce, and foreign education and organisational excellence, may not be supported by the current empirical evidence. The research also found a weak correlation between job performance and employee appraisal systems. This paper used survey data from human beings, workers and HRM managers, whose responses might be open to distortions; further research is required to confirm these results using multiple data sources. The need to encourage creativity and innovation in job performance through continuous on-the-job training and development leveraging technology and data analytics applications is acknowledged. The implications for rethinking SHRM practices and policies towards developing a new intrapreneurial, well-motivated, adaptive, and trained workforce are documented. Human capital’s adequacy and quality have been widely recognised as critical to any organisation's value-creation goal. Still, research to date is somewhat inconclusive on what the priority HRM practices should be in the contemporary fast-paced, technology-driven business environment. This research makes a theoretical and empirical contribution to scholarly discussions on the role of SHRM practices in modern organisations. It also adds value to SHRM research and practice. The present research may be the first Oman-specific SHRM study with empirical perspectives from the Covid-19 pandemic.</p>

EFFECT OF ORGANIZATIONAL EXCELLENCE ON EMPLOYEE PERFORMANCE IN THE INDIAN EDUCATIONAL SECTOR

Organizational excellence is a key factor that determines the success of any organization, including educational institutions. In the Indian educational sector, organizational excellence has become increasingly important due to the increasing competition for students, faculty, and resources. The quality of education provided by educational institutions plays a vital role in shaping the future of the country. This research aims to explore the effect of organizational excellence on employee performance in the Indian educational sector. This study used a cross-sectional research design to collect data from employees working in educational institutions in India. The sampling method used in this study was convenience sampling. The data was collected using a self-administered questionnaire. RIMIT, Mandi Gobindgarh, Punjab, and Amritsar College of Engineering and technology, Amritsar, Punjab were chosen for the study.

Leadership Ethos: Addressing Leadership Dilemma in the 21st Century Business Environment

The purpose of this study is to examine the significance of vision, virtues and values—attributes of leadership ethos in shaping a framework to fulfill ethical duties owed by leaders. The paper begins by highlighting examples of some types of modern leadership associated with selected macro environment forces namely political, religious and cultural. It then identifies leadership ethos as a leadership perspective that can guide leaders toward fulfilling their ethical duties through vision, virtues and values as premises of trust. The study discusses compliance-based and integrity-based leadership as indication of the level of trust followers have in their leaders based on the nature of ethical duties owed by leaders. Following are four action steps for the implementation and practice of leadership ethos with a view of enhancing the fulfilment of ethical duties owed by the leaders. By incorporating the three key elements of LE (vision, virtues and values), leaders should inspire others to transcend their own self-interests in the pursuit of a higher purpose, pursue organizational excellence while honouring duties to employees/followers to keep them informed, provide them with the resources to achieve individual goals, and seek their highest potential.

Strategi Untuk Meningkatkan Mutu Pendidikan: Studi Kasus di SMK Al-Washliyah 13 Kota Tebing Tinggi

Strategic management is a process of integrating planning, implementation and evaluation which leads to organizational decision making that has an impact on organizational excellence. Quality education can be implemented if schools implement the right strategic management to be implemented. The purpose of this study is to describe how strategic management is to improve the quality of education at SMK Al Washliyah 13, Tebing Tinggi City. This study uses descriptive qualitative methods and data collection techniques are interviews and observations. Strategies to improve the quality of education at SMK Al Washliyah 13 Tebing Tinggi City are through improving the quality of teachers, curriculum, increasing human resources, increasing student academic achievement, and building the image of the institution.

A Guide for Leaders in Higher Education: Core Concepts, Competencies, and Tools by B. D. Ruben, R. de Lisi and R. A Gigliotti

Reviewed by: A Guide for Leaders in Higher Education: Core Concepts, Competencies, and Tools by B. D. Ruben, R. de Lisi and R. A Gigliotti Tori Amason A GUIDE FOR LEADERS IN HIGHER EDUCATION: CORE CONCEPTS, COMPETENCIES, AND TOOLS RUBEN, B. D., DE LISI, R., & GIGLIOTTI, R. A. STERLING, VA: STYLUS PUBLISHING, LLC, 2016. 463 PAGES PAPERBACK: $39.95. ISBN-13: 978-1620363928 [End Page 130] A Guide for Leaders of Higher Education: Core Concepts, Competencies, and Tools by Brent D. Ruben, Richard De Lisi, and Ralph A. Gigliotti is both a conceptual piece on the state of higher education and a practical guide for higher education leaders. The premise of the book describes higher education as an ever-changing sector that leaders must navigate. Issues at the forefront of the book are affordability and declining funding, access and diverse student populations, accountability and performance measures, and alignment and college readiness. “It is extremely important for those working in higher education to view these sector-wide issues as highly personal and relevant to their everyday work” (p.6). This text provides rich examples and tangible strategies that higher education leaders can follow to be more effective and successful in their roles. Far too often, the complexities, gaps, and changing nature of higher education overshadow those doing the work. It is important for leaders to understand themselves, the context in which they lead, and how to lead more effectively for progress and change. This book encompasses two perspectives typically addressed separately, general leadership and the intricacies of and practices in higher education. As an easily digestible read, this book can be used for current leaders in higher education, aspiring leaders in the field, and graduate students in higher education programs. There are many examples and ways to actively engage with the material through questions and activities, as it is both an informational and workbook style text. Each chapter begins with guiding questions that give a preview of the chapter’s content and can also be used as a reflection supplement as leaders are reading. The authors present realistic and tangible perspectives of the topics discussed (e.g., managing your reputation in the crisis leadership or measuring organizational excellence, which are modeled after accreditation standards). Within the chapters, the authors also offer recommendations for action when addressing issues discussed. Context setting begins in the foreword by Doug Lederman, as he conducts an analysis of higher education identifying strengths, weaknesses, opportunities, and threats. Grounding leadership in higher education as a sector, Ruben et al. present critical information for the field of higher education. Beginning the book with higher education context and the addition of the analysis allows for the reader to understand the chapters that proceed with the necessary lens of higher education to better conceptualize leadership in these terms. Part One: Leadership in Higher Education: A Critical Need in a Complex and Challenging Landscape sets a strong foundation for understanding the context of higher education as chapters in this section were written with the nuances of higher education in mind. “Higher education engages numerous internal and external stakeholders; has nonsingular, complex, and sometimes contradictory missions; and employs an academic work-force that enjoys a unique status in organizational governance…[The] aim of this book is to focus on concepts, competencies, and tools that allow leaders to blend and benefit from these tensions” (p. 4). Chapters in Part One cover topics of leadership in higher education, the higher education landscape--which discusses the scrutiny higher education is currently under with rising costs, changing demographics, and a call for better completion rates, the mission of higher education institutions, and the many stakeholders of higher education. This section of the book grounds leadership in the context of higher education and sets the foundation for future chapters to be read through that lens. Part Two of the book, Leadership Concepts and Competencies discusses knowledge and skills leaders need in higher education such as, understanding campus cultures, different approaches to leadership, leadership roles, communication as a necessary skill, and how to measure leadership. Part Two expands on defining leadership, how it can be measured through competencies, and highlights the unique opportunity members of the campus community to...

A ‘Dark Side’ of Humane Entrepreneurship? Unveiling the Side Effects of Humane Entrepreneurship on Work–Life Balance

Humane entrepreneurship postulates an innovative strategic posture assuming that entrepreneurs should concomitantly focus on the enterprise, the human and the societal cycles of the firm to achieve organisational excellence. Scholars have stressed the economic and societal gains triggered by humane entrepreneurship. However, little is known about its implications for work–life balance (WLB). The article fills in this gap, shedding light into the dark side of humane entrepreneurship on the entrepreneurs’ ability to handle the interplay between work and life. Adopting a humane entrepreneurship posture negatively affected the ability to achieve a WLB, paving the way for work-to-life conflicts. Work engagement and subjective well-being moderated the side effects of humane entrepreneurship on WLB. Tailored initiatives are required to address the overlapping between work and life generated by humane entrepreneurship. Inter alia, employees’ empowerment and the improvement of organisational culture are needed to foster the effective implementation of humane entrepreneurship.

Thriving information system through business intelligence knowledge management excellence framework

In the current digitalization dilemma of an organization, there is a need for the business intelligence and knowledge management element for enhancing a perspective of learning and strategic management. These elements will comprise a significant evolution of learning, insight gained, experiences and knowledge through compelling theoretical impact for practitioners, academicians, and scholars in the pertinent field of interest. This phenomenon occurs due to digitalization transformation towards industry revolution 5.0 and organizational excellence in the information system area. This research focuses on the characteristic of a comprehensive performance measure perspective in an organization that conceives information assessment and key challenges of Business Intelligence and Knowledge Management in perceiving a relevant organizational excellence framework. The dynamic research focusing on the decision-making process and leveraging better knowledge creation. The future of organization excellence seemed to be convergent in determining the holistic performance measure perspective and its factors towards industry revolution 5.0. The research ends up with a typical basic excellence framework that will mash up some characteristics in designing an organizational strategic performance framework. The output is a conceptual performance measure framework for a typical decision-making application for organizational strategic performance management dashboarding.

Investigating the status of knowledge dissemination and transfer among the managers of the Ministry of Health and Medical Education in the process of coping and disease management especially COVID 19

Background and Aim: The importance of developing a strategy at the organization level in the face of complex environments has been discussed in various researches but the need to pay attention to them is so great that it will be very effective in achieving organizational excellence. The purpose of this study is to select the top strategy in the Ministry of Health based on the model of the strategic planning process based on prescriptive attitudes. Methods: The present study is an applied study. The study conducted in 2017-2018 in the operational planning headquarters of the Ministry of Health with a statistical population of 33 planning managers. In terms of collecting data, is descriptive and the field study. Research method is library based, Scrolling data and interview studies. Results: Among the four strategies outlined: increased access to services, trained staffing, improved awareness and increased community health literacy, and appropriate infrastructure for equally benefiting from services, the strategy for increasing access to services, with 136 points in the Strategic planning Stakeholder Model Matrix and 4.6 in the Quantitative Strategy Planning Matrix (QSPM), designated as the top strategy in the Ministry of Health and medical education. Conclusions: The results of this research can improve performance in today's complex organization environment. The selection of the Ministry of Health's best strategy is one of the findings of this study that helps university directors and affiliated organizations to formulate their own plans based on this strategy.

The impact of developing leadership capabilities in achieving organizational excellence – A field study on King Abdulaziz University employees –: أثر تنمية القدرات القيادية على تحقيق التميز التنظيمي لدى موظفي جامعة الملك عبد العزيز: دراسة ميدانية

This study aimed to study the impact of leadership development on achieving organizational excellence at King Abdulaziz University, knowing the reality of organizational excellence at the university from the point of view of the study sample, and investigating the reality of leadership capacity development at the university from the point of view of the study sample, and providing scientific recommendations based on the results. The study helps in knowing the effectiveness of leadership development programs and how they affect the achievement of organizational excellence. To achieve the objectives of the study, the researcher used the descriptive analytical approach, and data was collected by means of a questionnaire, and a simple random sample of (230) was taken from the study population, which numbered (537) leaders. Academic and administrative staff at King Abdulaziz University, and the data were treated statistically using the statistical package for social sciences program. The study reached many results, the most important of which is that there is interest and knowledge of the dimensions of organizational excellence within the university, and there is an application and interest in developing leadership human capabilities to a very high degree, while the development of intellectual capabilities leadership to a high degree, and this indicates the university’s interest in developing leadership capabilities in a way that achieves its goals, and that there is agreement from the majority of the study sample to know ways to solve the problems facing the administration, by relying on the various experiences and skills and benefiting from them in the decision-making process. Brainstorming, which helps in developing the intellectual leadership capabilities of leaders, and there is a need to provide employees with the scientific methods used at work, and to conduct workshops to develop their organizational capabilities, and it is necessary to enhance the benefit of proactive studies in the field of business, analyze strengths and weaknesses, and identify Opportunities, challenges and risks facing management, by knowing the appropriate analytical tools.

The Role of Job Engagement in Achieving Organizational Excellence: A Field Study at the Iraqi Residency Affairs Directorate

The current research aims to define the role of job engagement in achieving organizational excellence, as the job engagement variable, depending on the (Rich, 2010) model, included the dimensions (cognitive engagement, emotional engagement, physical engagement), while organizational excellence the researcher relied on the model (Baldrige, 2011- 2012) dimensions (organization leadership, strategic planning, customer focus, information and method of analysis, human resources, operations management, business results),These variables have been studied in the Directorate of Residency Affairs, which is one of the specialized directorates in the Iraqi Ministry of Interior, and the research was relied on the questionnaire as a main tool for measurement and data collection, relying on the method of random sample in its distribution, as it included (45) questions, as well as the method of the personal interview. To support the results of the questionnaire and achieve the greatest degree of realism in data collection, the sample included (206) individuals out of a total of (400) and were selected according to the sample calculation formula (Stephen Thompson) and were distributed directly to the respondents as (190) were retrieved and the number of the questionnaires were valid for analysis. Statistical (180) questionnaires, and in order to analyze the research data, the researcher used ready-made statistical programs (SPSS v.25 AMOS v.25), and among the most important statistical methods used in the analysis are "Alpha Cronbach scale, Spearman-Brown correlation coefficient, confirmatory factor analysis, the mean." Arithmetic, standard deviation, coefficient of variation, relative importance, Pearson correlation coefficient, simple regression coefficient, multiple linear regression. The research reached a number of results and recommendations, including that the Iraqi Residency Affairs Directorate showed interest in organizational excellence, so it directed job engagement to enhance it well in addition to directing emotional absorption, cognitive engagement and physical engagement directly to improve the required organizational excellence, as these results were in conformity with the hypotheses, Where there is a statistically significant relationship between job engagement and organizational excellence.

Who pays attention to the moral aspects? Role of organizational justice and moral attentiveness in leveraging ethical behavior

PurposeAlthough there have been several studies on corporate justice and employee ethical behavior, little is known about the conditions in which this link develops. The purpose of this study is to investigate the direct effect of organizational justice and moral attentiveness toward employee ethical behavior. Importantly, this study also considers the moderating role of moral attentiveness on the links between organizational justice and employee ethical behavior.Design/methodology/approachThe data was collected from 350 employees who were assessed directly to supervisors in 12 manufacturing companies placed in Malaysia, operated full-time, and had regular interaction with their direct supervisors. In particular, using two-wave survey data obtained from 270 employees working in the manufacturing industry in Malaysia.FindingsResults showed that organizational justice and moral attentiveness positively impact the employee ethical behavior as predicted. New to the literature, findings disclose that moral attentiveness strengthens this relationship. Importantly, the positive impact of organizational justice is sharply positive under high than low moral attentive employees and ceases to be significant among low morally attentive personnel.Research limitations/implicationsThis research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society.Practical implicationsThe findings of this study send a clear signal to managers that “failing to ensure that their employees perceive organizational justice” may undermine every effort made by them to improve their organizations’ ethical quality. Importantly, the findings emphasize the role of moral attentiveness in improving the ethical behavior of employees both directly and by strengthening the effectiveness of organizational justice to impact such a behavior positively. So, given the advantages of moral attentiveness in terms of improving employee ethical conduct, businesses should make every effort to hire and choose people who meet this requirement because it is not easy to spot this personality trait. Human resource managers may assess candidates’ moral attentiveness using a range of methods such as group debate, an in-basket exercise, organized interviews and business games that concentrate on specific ethical concerns.Social implicationsThis research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society.Originality/valueThe results of this study demonstrate how the eye is put to attain organizational moral excellence; the outcomes have shown that acutely attentive employees to the moral cues offered by the organization is vital.

Case Study: Leadership strategies to achieve organizational excellence

Case Study: Leadership strategies to achieve organizational excellence

Organizational Excellence Models Failure and Success Factors of Organizational Excellence and Challenges Mitigation

This article seeks to explain the concept of organizational excellence when did it begin, and the reason why organizations strive to apply organizational excellence, and seek continuous improvement. It also identifies the most famous global models for the quality of organizational excellence. The study touched on the Saudi national model for quality and organizational excellence and how to face challenges to apply standards of quality and organizational excellence. It also explains the objectives of the evaluation process to reach organizational excellence and the effectiveness of implementing the organizational excellence system, and the success and failure factors for implementing organizational excellence systems in addition to identifying challenges and opportunities.

Examining the mediating Effect of Strategic Agility in the Relationship between Organizational Learning Mechanisms and Organizational Excellence: The Case of Kafrelsheikh University’s Employees

This study aims to investigate and deliberates the relationship between Organizational Learning Mechanisms, strategic agility, and organizational excellence in Employees of Kafrelsheikh University. Moreover, it examined the effect of strategic agility as a moderator of this relationship between Organizational Learning Mechanisms and organizational excellence. A total of 325 questionnaires were collected from respondents who were chosen from a stratified random sampling. The findings indicate that Organizational Learning Mechanisms and its dimensions, Knowledge recognition mechanisms, Knowledge assimilation mechanisms, and Knowledge exploitation mechanisms have a significant impact on strategic agility as well as organizational excellence. Moreover, the results indicate that strategic agility partial mediates the relationship between Organizational Learning Mechanisms and organizational excellence. The findings of this study can have significant implications for Employees of Kafrelsheikh University. The study observes that there is a critical shortage of Strategic Agility, Organizational Learning Mechanisms and that a greater understanding of the factors that influence the Organizational Excellence is needed, Therefore, Organizational Learning Mechanisms can lead to Organizational Excellence and Strategic Agility.

Measurements of Organizational Excellence – Development of Holistic Excellence Practices for Free Zones in Dubai

The implementation of excellence in organizations is often subjected to different evaluation when completed since organizations may decide to use different excellence model. The problem of uneven evaluation for all sectors have motivated this paper which aims to review measurements of organizational excellence in order to determine a holistic excellence practice for the Free Zones in Dubai and potentially in the UAE. In this context, organizational excellence is reviewed as a concept with different dimensions that are important for high performing organizations. A total of 50 published articles from 2014 to 2020 in journals have been collected listed on the SCOPUS database and google scholar. It aims to address the gaps regarding organizational excellence in Free Zones and to determine areas of future research that may enhance organizational excellence in Free Zones in Dubai. The study adopted the systematic literature review approach to identify articles relating to organizational excellence. The findings indicate that certain dimensions of organizational excellence such as leadership, people or staff, processes and policy, and resources may help an organization to achieve excellence. The implication of this finding is that these four dimensions may be further investigated in Dubai Free Zones to determine the status of excellence, and the impact of organizational excellence in Free Zones in Dubai may be assessed against other organizational factors.

Knowledge sharing and its role in Organizational excellence

The current research aims to diagnose the extent of interest in knowledge sharing and its role in achieving organizational excellence at the level of the Iraqi environment Primary data through descriptive statistics (arithmetic mean, standard deviation, coefficient of variation, percentages, frequencies) and hypothesis testing using appropriate statistical methods for inferential statistical analysis (Pearson correlation coefficient, simple linear regression, multiple regression, path analysis) and checking the quality of the data from During (normal distribution, confirmatory factor analysis, structural modeling method, and exploratory factor analysis), after collecting data from (358) observations from the company’s leaders, as the sample was random for a community that included (4300) of the company’s leaders from workers in the Asia company in Iraq, The current research used a number of statistical methods through (SPSS V.26) and (AMOS V.25), and the statistical analysis concluded The most prominent result was the effect of knowledge sharing on organizational excellence.

Method to integrate management tools aiming organizational excellence

Paper aims The main objective of this article is to present and validate a method to integrate multiple management tools aiming for organizational excellence in medium and large enterprises. Originality There is a scarcity of methods to integrate management tools to support companies in their operations. This study aims to fill this gap, proposing a manner for companies to perform this integration. Research method The method was developed considering tools and concepts well-established in the literature, such as Lean Thinking, Six Sigma, Balanced ScoreCard, among other management tools. The mentioned method was validated through a survey with managers and directors who are experts in organizational strategies. They were carefully selected considering their professional background. Main findings The proposed method provides an alignment between strategy and execution, presenting a cyclical characteristic to be continuously reviewed method, considering market needs. The survey verified the adherence of the method and to conclude that it is a feasible alternative to reach organizational excellence. Although integration of management methods is fundamental for companies to reach organizational excellence status, this kind of guidelines is scarce in the literature. Implications for theory and practice This method can be used to increase companies’ performance and competitivity.

The Impact of Strategic entrepreneurship on Organizational Excellence in Jordanian Telecommunications Companies

The Impact of Strategic entrepreneurship on Organizational Excellence in Jordanian Telecommunications Companies

Updating the factors adjusting economic growth rate as interpreted by M. Kalecki

The main goal consists to update the factors correcting the economic growth rate by M. Kalecki, in the context of revisions to it made by K. Łaski. The author undertook a detailed analysis of both the original and the revised economic growth model. This enabled him to identify several problematic areas. On their basis, an attempt was made to present the final model of economic growth, which optimally describes the mechanism of GDP dynamics. Therefore, it seems that the thesis has been put forward that the economic growth rate, determined by the level of investment, is very realistically corrected by the degree of production capacity utilisation, the level of capital intensity and the level of organisational and production excellence. The conclusions drawn can be regarded as valuable for the practice of economic policy and economics as a science dealing with social and economic phenomena.