Organizational Philosophy Research Articles

Study Literatur: Pengaruh Kepemimpinan Transformasional Terhadap Kinerja Karyawan

Organizations can change their management patterns through transformational leadership to improve optimal performance, especially when facing increasingly complex competition. Human resources, with their unique ideas and mindsets, are an important key in implementing the organization's vision, goals, and objectives. Employees play a vital role in achieving organizational success through their contributions. Employee performance is an important indicator that organizations must consider. Leaders play a major role in creating a positive work environment, and transformational leadership is one of the most popular styles, especially in the digital age. With secondary data collected from relevant articles, this journal uses a literature review method to investigate the effect of transformational leadership on employee performance. Research findings show that transformational leadership style significantly affects employee performance. Employees who actively participate feel more motivated, confident, and committed to following the organization's philosophy, ideology, and vision. Interesting changes more easily influence them and show high dedication while realizing their potential. Employees who are inspired by transformational leadership tend to work harder, improve performance, and display helpful behaviors, which ultimately support organizational growth.

Understanding Agility Unpacking Misconceptions and Embracing a Multi-Layered Approach in Modern Organizations

Purpose: This study aims to clarify the concept of agility in organizational contexts, especially in the wake of the Covid-19 pandemic. It seeks to address prevalent misconceptions and misunderstandings about agility, highlighting its multi-layered nature and its role as a comprehensive management and organizational philosophy. Methodology: The research employs a literature review and analysis of current organizational practices to explore how agility is defined and applied. It examines the three distinct layers of agility and investigates how these layers interact with the hierarchical structures of organizations. The study also considers the influence of labor market trends and generational expectations on the adoption of agile practices. Findings: The analysis reveals that agility is often misunderstood and misapplied due to its complex nature and the lack of clear guidelines for implementation. The study identifies three core layers of agility and shows how it functions as both a management strategy and a philosophical approach to organizational change. Additionally, it highlights the increasing pressure from the labor market and the preferences of Generation Z and Generation Alpha as key drivers for adopting agile methodologies. Implications for Theory and Practice: For theory, the study contributes to a deeper understanding of agility by delineating its components and addressing common misconceptions. Practically, it provides organizations with insights on effectively implementing agility, considering both hierarchical and cultural factors. The findings emphasize the need for clear communication and education about agility to overcome misunderstandings and leverage its benefits fully. Originality and Value: This research is original in its comprehensive examination of agility from both theoretical and practical perspectives. It adds value by offering a structured analysis of agility’s components and its impact on organizational practices in the context of evolving labor market demands and generational shifts. This provides a valuable resource for organizations seeking to navigate the complexities of agility in a post-pandemic world.

Management strengthening strategies for transport cooperatives: a case study in Riobamba

Transport cooperatives face administrative challenges that affect their efficiency and competitiveness. This study focuses on the Interprovincial Transport Cooperative "Transvencedores" of Riobamba, Ecuador, with the objective of designing an administrative strengthening plan to improve its management and service. The research, with a qualitative and descriptive approach, used surveys and interviews with 25 staff members and 384 users, applying tools such as the SWOT matrix and the internal (EFI) and external factor evaluation (EFE) matrices to identify strengths, weaknesses, opportunities and threats. The results revealed significant administrative problems, such as the lack of process automation, poor internal communication and the absence of a clear organizational philosophy. It was concluded that the cooperative requires ongoing staff training strategies, implementation of new technologies to control activities, and improved internal communication. These measures are essential to improve operational efficiency and customer satisfaction, positioning the cooperative as a leader in interprovincial transportation in Riobamba.

Organization philosophy: a study of organizational goodness in the age of human and artificial intelligence collaboration

AbstractThis study challenges the conventional boundaries of philosophy by asserting that organizations can function as legitimate subjects within philosophical discourse. Western philosophy, epitomized by Descartes, has long assumed that individual human beings are the fundamental units of thought and moral agency. However, in a significant oversight, this belief overlooks the idea that organizations can think independently, leading to both virtuous and malevolent results. Epistemology lacks a clear prioritization of morally sound knowledge over potentially harmful knowledge. The advent of artificial intelligence (AI) has also transformed the landscape of cognition from a primarily individual human endeavor into a joint undertaking where humans collaborate with AI entities in collective thinking and decision-making. Nevertheless, AI lacks the innate ability to discern between ethical and unethical actions. This symbiosis creates organizations as fundamental philosophical subjects, marking a significant shift in philosophical emphasis where the organization takes the center stage. Accordingly, within this emerging field, we advance four propositions as the core subjects of organization philosophy: organizations can think, organizations can create knowledge, AI can be part of an organization, and humans in the organization control moral discipline. These propositions guide the ethical coexistence of AI and human agents in organizations, emphasizing the importance of ethical deliberation in knowledge use. Moreover, the malicious use of profound knowledge hinders human progress, as illustrated in this study by an ethical examination of military institutions within organization philosophy.

Integrated agile facility management model for improving performance in construction projects

Facilities management (FM) has many challenges related to facilities requirements, unique services, and a need for actions to achieve customer/end-user/clients’ expectations. There is poor communication among stakeholders, weaknesses, inflexibility in business realities, and difficulty engaging decision-makers and other key partners. Adopting an agile philosophy in facilities management can improve the value and achieve quality and stakeholder satisfaction. The main objective of this article is to explore a guideline on applying agile philosophy in facilities management to achieve flexibility in management and improve performance. The papers published between 2000 and 2022 had been selected. Content analysis was used.to complement the qualitative findings. This article focuses on academic articles including subject areas: engineering, decision-making, and operations. The conceptual model is supported by current theories, literature and previous empirical studies from facilities management, agile philosophy, service quality, and stakeholder satisfaction. The major finding is the disclosure of a framework for evaluating agile philosophy in organizations by linking the agile mindset to facilities management practices. The results also revealed a conceptual framework for using agile philosophy in facilities management to achieve value and stakeholder satisfaction. This study is a review of theories and empirical studies. However, the previous studies were very limited and affected access to information widely. Therefore, it is preferable to conduct research and experimental studies on the application of agile philosophy in facilities management. Ultimately, using an agile philosophy in facilities management helps to achieve value and stakeholder satisfaction.

The need of development a philosophy of organization in the hospitality industry

The article examines the phenomenon of the philosophy of the organization, its main elements, conceptual features of the development of the philosophy of the organization and its implementation in practice in the context of the 14 principles of E. Deming and the lean manufacturing model on the examples of well-known companies such as Hewlett-Packard and Toyota

Lean Manufacturing Assessment: Dimensional Analysis with Hesitant Fuzzy Linguistic Term Sets

Lean Manufacturing has become, in recent years, one of the most important philosophies for improving production and organizational systems. The literature shows that Hesitant Fuzzy Linguistic Terms Sets (HFLTSs) are highly capable of manipulating the uncertainty that the judgments made by evaluators carry and that they are subject to their perception, especially when used in combination with multicriteria decision making (MCDM) for the measurement of indicators in this type of system, as well as their general performance. However, it is still of interest to researchers to develop techniques and instruments that facilitate the measurement of the results obtained after applying this philosophy in organizations. This article proposes a model for the evaluation of the Lean Manufacturing performance through the Analytic Hierarchy Process (AHP) and Dimensional Analysis (DA) using HFLTSs. The results obtained show that the proposed model is a solid tool for the evaluation of Lean Manufacturing systems from a different perspective and that it can be integrated into the issuance of evaluations in a better way by considering human subjectivity. At the same time, it offers a strategy to create priorities in the action plans that Lean system managers propose after evaluating. However, it is important to apply the proposed model to multiple organizations and analyze the results obtained to maximize its benefits.

PHILOSOPHIES OF ADMINISTRATIVE ORGANIZATION THE ADMINISTRATIVE INSTITUTION IN TIMOR-LESTE: PAST, PRESENT AND FUTURE (2024)

Introduction : Starting with the foundations of the old Traditional Philosophy of Administration that was in force in a generalized way in the countries, and about the so-called pure modern systems that emerged after the English and French revolutions, it will also be addressed the evolution that has occurred in these philosophiessince their creation, until the present day, and if this evolution tends to separate them more and more or to bring them closer together, evaluating or appreciating how the philosophy of administrative institutionin Timor-Leste has been established and also influenced up to the present time, and what may be its future, of continued development. Objectives: Tofacilitate public or general understanding of the origins and evolution of existing philosophies of administrative institutions and to frame the organizational philosophy in an administrative system of Timor-Leste to aid its assimilation, facilitating communications and discussions related to the process of development and evolution of the present most appropriate system or philosophy in the country. Research of Methodology: It is elaborated or made deductive, and based on literary and legislative research work, whose sources will be cited in the bibliography of the academic study in consistency the theoretic framework in research guide. Conclusion: To be achieved in order to deepen and improve our knowledge of the main philosophies of administrative institutions and their evolution over time. At the same time, analysing the origins of the philosophy of administrative organisation in Timor-Leste, ascertaining the present state of the same and assessing or appreciating where philosophy is heading in the system of administrative organization in Timor-Leste, is grounded in the public and private institution cited by (Corte Real AG & Faria V.S., 2024).

The organizational culture formation training program as a tool for maintaining the psychological health of employees in the service sector

Introduction. The problem of psychological health and personal safety of employees in the service sector is of particular importance nowadays. An important factor in promoting employees' psychological health is organizational culture and psychological well-being. Aim: to develop a training program for the formation of organizational culture as a tool for maintaining the psychological health of employees in the service sector. Methods: theoretical analysis, generalization, systematization of scientific literature on the problem of organizational culture formation and its role in maintaining psychological health. Results. Organizational culture is defined as a set of norms, rules, and programs aimed at creating a strong team of employees, as well as a set of common values, views and ideas typical for managers. Psychological safety in organizations is a complex social phenomenon, which includes factors that affect organizational culture, in particular, the organization's philosophy and mission, common values and their bearers, organization management's interest in the formation of organizational culture, and compliance of management's actions with the declared values. The author analyzes the main approaches to the formation of organizational culture and the role of experience technology in the designing the organizational culture formation training. Conclusions. The obtained findings can be helpful in promoting employees' psychological health in the service sector by means of organizational culture development.

Identifying the communication of burnout syndrome on the Twitter platform from the individual, organizational, and environmental perspective

Addressing the escalating prevalence of burnout syndrome, which affects individuals across various professions and domains, is becoming increasingly imperative due to its profound impact on personal and professional aspects of employees’ lives. This paper explores the intersection of burnout syndrome and human resource management, recognizing employees as the primary assets of organizations. It emphasizes the growing importance of nurturing employee well-being, care, and work-life balance from a human resource management standpoint. Employing social media analysis, this study delves into Twitter-based discourse on burnout syndrome, categorizing communication into three distinct dimensions: individual, organizational, and environmental. This innovative approach provides fresh insights into interpreting burnout syndrome discourse through big data analysis within social network analysis. The methodology deployed in this study was predicated upon the enhanced Social Media Analysis based on Hashtag Research framework and frequency, topic and visual analysis were conducted. The investigation encompasses Twitter communication from January 1st, 2019, to July 31st, 2022, comprising a dataset of 190,770 tweets. Notably, the study identifies the most frequently used hashtags related to burnout syndrome, with #stress and #mentalhealth leading the discussion, followed closely by #selfcare, #wellbeing, and #healthcare. Moreover, a comprehensive analysis unveils seven predominant topics within the discourse on burnout syndrome: organization, healthcare, communication, stress and therapy, time, symptoms, and leadership. This study underscores the evolving landscape of burnout syndrome communication and its multifaceted implications for individuals, organizations, and the broader environment, shedding light on the pressing need for proactive interventions. In organizations at all levels of management, the concept of burnout should be included in the value philosophy of organizations and should focus on organizational aspects, working hours and work-life balance for a healthier working environment and well-being of employees at all levels of management.

Assessment of Communication as a Crucial Tool in Organizational Management

Communication is a vital tool in organizational management, as it helps employees understand the organization's mission, philosophy, and objectives. However, challenges such as the use of a chain or vertical channel, disregard for informal means, poor communication skills, illiteracy among junior workers, and inability to operate modern communication systems pose significant obstacles to effective communication. This paper recommends adopting multiple channels of communication, ensuring information flows vertically, horizontally, and laterally across the organization. Informal communication should be considered important and not relegated to the background. Regular training for management and staff is necessary to enhance performance and avoid incorrect interpretation of information. Lastly, management should avoid using high-sounding words when passing information to illiterate junior staff. Keywords: Communication, Organizations management, Employees

Improving relative performance evaluation process of employees within a peer group

PurposeRelative performance evaluation (RPE) is a widely practiced employee appraisal process in the services industry. In a global delivery model, teams are spread across different geographical locations. The team members work on various tasks under the guidance of different managers and at times under more than one manager for performing the same task. Such complexities make RPE of the team members quite challenging. The paper proposes a methodical step-by-step approach to simplify the evaluation process without compromising on the rigour.Design/methodology/approachRPE has followed three different approaches. First is the traditional way, wherein evaluators had a common meeting to discuss and arrive at relative evaluation and ranking of members of the peer group employees. In the second, the number of evaluators and employees in a peer group were split in to 2 subgroups. The evaluators provided independent ratings and rankings. Simple mathematical tool then derived the combined ranking. In the third approach, each evaluator evaluated each employee in the peer group and provided the relative ranking for each employee. Again, mathematical tools provided the final ranking considering inputs from all evaluators. All the three evaluation approaches were analysed through an inter-rater agreement method.FindingsAll the three approaches for evaluation provided similar results giving confidence that less time-consuming methods could be adopted by evaluators without compromising on the rigour of the evaluation. The outcome of the exercise proved effective as the complaints reaching the ombudsmen reduced as compared to the earlier years. Considerable evaluation time was also saved. The study described in this paper is carried out in a non-unionized, Indian private sector services firm. Its effectiveness in other set ups is yet to be tested.Research limitations/implicationsThe research is carried out in the Indian Engineering services firm operating in the Knowledge based sector. Though study results are encouraging, the adaptability of methodology across different sectors and geographies is yet to be tested. More broad based studies are needed to evaluate suitability across firms and regions.Practical implicationsRelative evaluation exercise is challenging for evaluators. Although openness in evaluation is desired, it also makes evaluators uncomfortable in appearing to be taking sides or being opposing a candidate's ranking. The proposed approach brings in anonymity to each evaluator without scarifying individual evaluation.Social implicationsThe proposed methodology can be deployed across different services industries as the proposed methodology is business domain agnostic. It can be easily ported and tailored to align with an individual organization's evaluation philosophy. The suitability and effectiveness of the method can be studied under various types of firms like manufacturing, private, public, NGO, labour oriented, etc. As the proposed method reduces efforts, the stake holders can focus on understanding the relation between employee performance measurement, employee engagement, and long-term outcomes related to employee performance evaluation.Originality/valueThe proposed employee evaluation method leverages inter-rater reliability and agreement tool as a consensus approach to the relative performance ranking exercise. Such an approach to relative performance ranking is original as no prior studies with such an approach are found in the existing Literature.

Rethinking Semantic Image Compression: Scalable Representation With Cross-Modality Transfer

This article proposes the <italic xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">scalable cross-modality compression</i> (SCMC) paradigm, in which the image compression problem is further cast into a representation task by hierarchically sketching the image with different modalities. Herein, we adopt the conceptual organization philosophy to model the overwhelmingly complicated visual patterns, based upon the semantic, structure, and signal level representation accounting for different tasks. The SCMC paradigm that incorporates the representation at different granularities supports diverse application scenarios, such as high-level semantic communication and low-level image reconstruction. The decoder, which enables the recovery of the visual information, benefits from the scalable coding based upon the semantic, structure, and signal layers. Qualitative and quantitative results demonstrate that the SCMC can convey accurate semantic and perceptual information of images, especially at low bitrates, and promising rate-distortion performance has been achieved compared to state-of-the-art methods. The code will be available online https://github.com/ppingzhang/SCMC.

Human dignity in organisations: the cooperative ideal

Abstract This paper critically evaluates the liberal-humanist critique of neoclassical microeconomics and shareholder-driven corporate governance to articulate a more realistic cooperativist–humanist organisational philosophy of practice. Through an engagement with pluralist heterodox economics, it attempts to reconcile with contemporary concerns and philosophical developments around social ecology and care ethics. Our specific contribution is to develop a microfoundational complement to the macro-relational analysis of leading radical philosophical and political-economic thinkers on the Latin American left. In particular, the worker-inclusive multistakeholder cooperative (MSC) form is arrived at as the ideal firm-level organisation through which to promote diverse human (and non-human) dignity, understood through the lens of an affective-relational ethics of care.

Post-Islamism and the Rise of Sharia Laws in Contemporary Indonesia: Aspirations of Implementing Islamic Laws in a Democratic Era

Islamism is an ideology and a movement that seeks to build an Islamic order in the form of an Islamic state and the enforcement of sharia law. However, in Indonesia during the democratization period in the early 2000s, many Islamic organizations, including Islamic parties and Islamic movements, liberated themselves from hiding and even opened their organizational philosophies to accommodate wider issues and concerns. While retaining their Islamic identity, some Islamic groups are turning towards the secularization of their goals and objectives as a means of adapting to the changing political environment. Political analysts refer to this development as post-Islamism. This change in attitude is to some extent due to the fact that Islamic legal institutions have become more prominent since the reform era. While retaining their Islamic identity, Islamic groups are turning towards the secularization of their goals and objectives as a means of adapting to the new political environment and changing the agenda of most Islamic political movements by way of Islamizing Indonesian values. That's why the color of legislation in Indonesia is more Islamic.

Constructing the transformative wellness service framework: A phenomenological study

Transformative Service Research (TSR) advocates shifting the lens on services from profits to well-being of both employees and customers, which is prominently important in contemporary post-COVID times. Engaging TSR in the wellness service context, we explore initial wellness offerings and how such services can be successfully delivered, using a case of Le Monastère des Augustines, in a wellness hotel in Québec, Canada. Emerging from the lived experiences of 13 employees, we advance the TSR framework by constructing a Transformative Wellness Service (TWS) framework. Those employee experiences not only reveal the essence of wellness, but also generate rich managerial implications regarding the ubiquitous organizational philosophy of healthcare, the maintaining of employee well-being, and the continuous role of customers in conveying the benefits to society of the holistic wellness ecosystem. The TWS framework is a holistic concept promoting hospitality, healthcare, and any service industry that aims to improve individual and societal well-being.

Who dismantled nursing mentorship systems and how do we get them back?

Who dismantled nursing mentorship systems and how do we get them back?

Pedagogical Philosophy as a New Independent Scientific Theory

The challenges of the modern, global, fast-changing world require that theoreticians and practitioners in the sphere of education should focus their efforts not only on finding innovative forms, methods and technologies of teaching, but also on reconsidering the entire philosophy of organization and functioning of the educational space, which inevitably leads to the need of developing a new independent scientific and pedagogical theory – pedagogical philosophy. Comparing pedagogical philosophy with the philosophy of education (teaching), defining the subject and object of the new pedagogical science, the author formulates its main elements: a) the leading ideas; b) the basic concepts and categories; c) the fundamental laws and regularities; d) the main principles and rules of application of the theory in practice during the organization of educational processes in real time. The main ideas of the new theory of pedagogical philosophy are as follows: The idea of recognizing the life of the younger generation and each individual person as the main and leading value of the entire educational space that has been built or is currently being built; The idea of showing an essential and constant concern of the adult generation for the conditions, development and strengthening of the comprehensive health of the younger generation at all the stages of their maturation; The idea of introducing psychological and pedagogical, socio-pedagogical and philosophical-pedagogical favoring for a free development and maturation of the younger generation and each individual person in real time in the educational space; The idea of the imperative of restricting, at all levels of educational administration, permissive, prohibitive and controlling functions and expanding organizational and search-and-creative ones, focused on the protection of comprehensive health of the younger generations and the introduction of constructive processes in their real life by fully suppressing and limiting the destructive ones.

Community Organising in the Social Distancing Era of Pandemic

Community organisation is one of the social work methods striving towards creating a self-reliant community built on community action promoting a collaborative and cooperative attitude facilitated by collective consciousness. COVID-19 pandemic created constraints on social work practice, especially community organisation. The pandemic affected the world irrespective of class, creed, race, and sex, and the possible remedy suggested is social distancing and social isolation. Social isolation prevents an infected person from accessing community services and communication. Social distancing is a measure that promotes community members to physical distancing and later restricts all interaction with the assistance of virtual platforms. This challenges the practice of community organisation that promotes sustainable development incorporating balanced growth of four capitals that have interplay among economy, society and environment. The practice of social distancing nurtured a distancing consciousness against the human nature of communitarian living, which demands addressing issues related to mental health, public health, economic life, and a safe environment. These challenges pave the way for community organisation’s creative and constructive practice, forming a virtual community rooted in volunteerism built on an existential approach. It thus facilitates meeting the needs of individuals and communities in the distanced era, and resource mobilisation both internally and externally, and networking serves as the best tool for the same. However, this requires revisiting and re-reading the current philosophy, principles and values of community organisation and adapting new strategies where the community organiser is challenged to opt right approach that blends micro, meso and macro, which aims at collective consciousness enhancement. The key to this positioning of individuals and community is to focus on its strength, i.e., a strength-based approach, but without ignoring that the situation is the determinant of the approach. Nevertheless, the challenge to the community organiser is to remove social isolation or social distancing barriers by enhancing the knowledge horizon of both society and profession, improving skills, understanding the suitable approaches required in the situation and thus becoming a hub as a community facilitator.

Ethical Compass: Navigating Industry Challenges Through Apple's Organizational Philosophy and Christian Morality

Ethical Compass: Navigating Industry Challenges Through Apple's Organizational Philosophy and Christian Morality