Organizational Business Strategy Research Articles

SWOT Analysis and Customer Satisfaction: Laundry Business Optimization Strategy

This research aims to analyse the company's vision, mission, and internal and external conditions while establishing a strategy for the Laundry business to improve the business and meet customer needs. The state of its business greatly influences an organization's business strategy. Organizations can better understand the company's internal and external conditions through SWOT analysis. It also allows companies to create strategies that suit industry competition. After analysing the SWOT, further analysis was carried out using the Internal Factor Evaluation (IFE) and External Factor Evaluation (EFE) methods. It is a foundation for organizations to exploit weaknesses and opportunities to reduce weaknesses and deal with threats. This research uses descriptive qualitative as an analysis method. The primary data for this research comes from interviews with laundry business owners in Kocoran, Caturtunggal, Kec. Depok, Sleman Regency, Special Region of Yogyakarta 55281. In general, the results of this research show that the strategy implemented can increase competitiveness and meet customer needs more effectively.

Do Information Technology and Human Resources Create Business Performance? The Role of Consumer Preferences

AbstractInformation technology is now a key pillar in an organization's business strategy to achieve optimal profits. Consumer changes and preferences play a central role in the development and adjustment of information technology to meet fluctuating market demands. The success of achieving the company's vision and mission is highly dependent on human resources who excel in the IT field. This research aims to review the importance of IT and HR in achieving the ideal vision and mission that has been planned. This research focuses on descriptive qualitative research that explores previous studies on IT, HR, consumer change, preferences, and business performance. Relevant data surrounding these variables were collected, summarized, and analyzed. The results confirmed that IT and HR play a crucial role in improving business performance. These factors must be combined holistically to achieve competitive advantage and sustainable long-term business performance, especially in the face of dynamic consumer changes and preferences. Keywords: IT, HR, business performance, consumer preferences

Defining Strategic Incentives as the Basis for the Company's Long-term Success

Successful business foresees effective disposal and management of scarce resources, which is related to the proper planning of the company's activities, the development of a coherent plan of decisions and actions that should be the basis for achieving the company's goal. The formation of the company's goal depends on the determination of strategic directions and the incentives that shape certain strategic behavior of the firm. The paper "Determining strategic incentives as the basis of the company's long-term success" is dedicated to this issue. The paper discusses the importance of business strategy development and determining factors. Interdependence of organizational structure and business strategy, as well as consistent ways of developing strategic decisions are analyzed. The paper discusses the importance of business strategy development and determining factors. Interdependence of organizational structure and business strategy, as well are analyzed consistent ways of developing strategic decisions. There is emphasized that a successful business is the effective disposal and placement of scarce resources, which is related to the correct planning of the company's activities, the development of a consistent plan of decisions and actions that should be the basis for achieving the company's goal. It is concluded that the public purpose of the company specifies its status, determines the efforts of all organizational levels to achieve the main strategic goal for which the organization was created. Development of business strategy and correct formation of strategy allows the company to: • to develop a concrete business plan; • to define specific business goals; • on the basis of the developed optimal action plan, to focus on increasing efficiency; • to establish a control mechanism of achievable goals and results. Keywords: Company mission and vision, business strategy, organizational structure; strategy incentives;

The effect of carbon regulation initiatives on corporate ESG performance in real estate sector: International evidence

This study contributes to the existing literature by examining how carbon regulation initiatives influence corporations' ESG actions in the real estate sector, with a special focus on Environmental (E) performance. Specifically, it investigates if stringent carbon regulations like emissions trading systems (ETS) enhance corporates' ESG performance by analyzing data of listed real estate across 37 countries rated by MSCI. Our findings indicate that implementing ETS leads to heightened environmental responsibility in the real estate sector. This supports North's (1990) institutional theory, highlighting the impact of regulations on organizational behavior and business strategies. Our channel analysis suggests that listed real estate leverages ETS-driven regulations to participate in green building initiatives. However, the study does not find comparable effects on carbon taxes. This research highlights the pivotal role of carbon regulations in shaping sustainable practices in the real estate sector.

Toward the role of organizational culture in data-driven digital transformation

Data-driven digital transformation is increasingly recognized as a crucial element of unlocking new business value, leveraging data-driven approaches in organizational business strategies and operations. Concurrently, organizational culture emerges as a critical factor in the organizational transformation process and success. However, current literature offers sparse insights into how organizational culture affects data-driven digital transformation. To gain deeper insights, this study leverages two complementary organizational culture frameworks to examine their relationship with data-driven digital transformation. Moreover, we investigate the link between data-driven digital transformation and operational performance in a manufacturing context. Utilizing data from 317 surveys, our findings show that organizational culture significantly affects data-driven digital transformation, which consequently impacts operational performance. This study advances understanding of the critical role of organizational culture in facilitating data-driven digital transformation, addressing a previously underexplored area in Operations and Supply Chain Management literature. By employing a dual-framework approach, it provides a more nuanced comprehension of organizational culture's impact on data-driven digital transformation while clarifying the complex relationship between digital transformation and operational performance within the manufacturing sector. Our study also delivers significant practical contributions, guiding organizations in effectively implementing and benefiting from data-driven digital transformation initiatives.

Keterlibatan High Involvement Management untuk Menjamin Kualitas Manajemen Sumber Daya Manusia

Studies on human resource management (HRM) have been supported by previous research that there are best practices, high-involvement management (HIM) that can guarantee superior organizational performance. However, there are still concerns that contingency theory still applies, namely that the fit between the human resource system and its context, and in particular the organization's business strategy, is important, and thus, High-Involvement Management (HIM) will only outperform other systems in certain circumstances. In the 1990s, there was a spate of research that attempted to test whether High-Involvement Management (HIM) was indeed universally relevant. This journal reviews these studies. This journal first introduces the conceptual dimensions of HRM and performance. This suggests that the issues are more than a simple competition between universalism and contingency theory. There are more complex hypotheses linking human resource practices beneath the surface of the current literature. This journal reviews research based on these hypotheses, and shows that the studies provide an uneven picture. First, there are conceptual differences underlying the studies and, second, the results vary across studies, and the effects of High-Involvement Management (HIM) vary across performance measures, even within particular studies. Although quite a number of studies claim to support universalism, their claims are not always unequivocally supported by their research evidence, and it is premature to conclude that they support universalism. There is more support for the 'lean production' argument which emphasizes the interaction effect between DIA and total quality management on performance.

Perencanaan Strategis Sistem Informasi Sekolah Menengah Atas Menggunakan Ward Peppard

The implementation of the information system requires strategic planning in an organization so that the benefits of implementing an information system can be felt more optimally, this will be applied to high school schools in Jakarta. The problems faced by schools are quite diverse, starting with the management of school data to performance evaluations and the need for an integrated system for each division to support the organization's business processes. Strategic planning is made with targeted targets such as alignment of information systems in academic & non-academic processes and school data management, improving performance in infrastructure management, and increasing competitiveness by creating a website-based system for school promotion. Goals can be achieved by aligning the information system strategy with the organization's business strategy. To determine the information system strategy, the organization's current business strategy is needed. This information system strategic planning research was conducted using the Ward Peppard method. This method helps to be able to understand the organization more deeply before strategic planning is made. It includes SWOT analysis, Value Chain, PEST, Critical Success Factor, and Mcfarlan's Strategic Grid analysis in the form of strategy recommendations from the results of internal and external environmental analysis of school information systems, and application portfolios will be mapped to be applied to school organizations to achieve expected business goals

Taking stock of business strategy and environment (sustainable development): evidence of disparities in research efforts and knowledge gaps - a bibliometric review.

Despite a spike in publications on business strategies focused on environmental awareness subjects in recent years, business-environment nexus research has recently been criticized for failing to address urgent issues like climate change. Therefore, we endeavored to do a trend analysis to find knowledge gaps in business studies related to the interaction between businesses, the environment, and society using bibliometric. Our study reveals that the area of business sustainability has evolved over the past decade from an internal conquest to include external indices like the environment, such as the debate over the relative merits of social and economic performance and the greening of management. Our findings point to three (3) main conclusions. (1) Many corporations see the urgency of green practices and have distinctive organizational sustainability and business strategies for environmental crises. (2) Business strategy and environment research are concentrated within developed countries to the neglect of developing countries. (3).The literature on business sustainability has not yet given much attention to the managerial implications and effects of climate change. Therefore, scholars must test and develop business-environmental nexuses to aid in sustainable production and consumption improvement.

Sustainable Buying and Buyer Performance: Evidence from a Ghanaian Perspective

Purpose- The purpose of this paper is to examine sustainable buying and its impact on buyer performance using Colleges of Education. This paper is a quantitative analysis based on seven Colleges of Education. Non-probability sampling techniques are used for choosing the unit of analysis. Also, data was collected through a well-structured questionnaire. The study found that the aspects of sustainable buying (Env, Soc, Eco) lead to improved buying performance. The study identified that buying performance is affected by e-buying systems, communication, organizational culture, business strategy, and size of organization, information available and monitoring. The study further discovered that the benefits of sustainable buying are improved quality of products, market expansion, increased intangible savings, reduced harmful emission of gas, value for money and increased efficiency in energy consumption. The study established the challenges of sustainable buying to be ineffective leadership, inadequate buying policies, budgetary constraint, inadequate compliance inspectors, lack of supplier collaboration and lack of capacity. Research limitations- the sample size is still limited and in future a quantitative analysis should be used. The study is limited in terms of the geographical area. The findings of the study are more likely to be held for other schools in all emerging market contexts. However, the applicability of these findings to other contexts needs further investigations. While interest on sustainable buying is increasing in emerging markets, there is little written on sustainable buying and its impact from the perspective of researchers from such market. Therefore, the impact of sustainable buying on buying performance has not been investigated so far.

A lower approximation based integrated decision analysis framework for a blockchain-based supply chain

Organizations and their supply chains generate vast amounts of structured and unstructured data, popularly known as Big Data. This paper proposes a framework in the prescriptive analytics category of big data analytics (BDA) and is especially relevant for organizations on a permissioned blockchain network. The framework integrates the concepts of Artificial intelligence (Case-based reasoning, Interval-valued rough fuzzy set theory, and Value closeness relation algorithm) and blockchain to help decision-makers make accountable and conformable decisions. The framework comprises five stages - the first three stages generate the decisions, while the last two stages enable validation and communication of decisions. Its application is demonstrated on an organizational dataset with 20 supply chain KPIs. The numerical example shows how the organization's business strategy can translate to framework parameters resulting in varying outputs. The proposed framework is compared with the rough set approach through sensitivity analysis, highlighting the differences. The concept of L-Graphs is proposed to facilitate the visual display of prescribing decisions, which can help decision-makers make optimal decision choices. The framework has several unique features: (i) it is one of the first decision-making frameworks proposed for a blockchain-based supply chain that can be a part of the BDA toolbox of an organization; (ii) it uses concepts of artificial intelligence; (iii) the optimal decisions are proposed based on analysis of multicriteria; (iv) it uses multiple approaches to validate the decision rules on blockchain.

Analisis Kompetensi Human Resource Business Partner (HRBP) dalam Mencapai Kesuksesan Organisasi Perguruan Tinggi

<p><em>Human Resource Management (HRM) is one of the most strategic parts in organization. HRM is the art and science of managing the relationship and role of the workforce effectively and efficiently to achieve organizational goals. The development of human resource management changes every time. Currently the role of HRM is becoming more complex and full of challenges. Therefore, the preparation of a strategy in human resource management must be in line with the organization's business strategy. The management of the organization has now realized that employees are a strategic asset and must be developed in order to provide opportunities that the organization can take advantage of. Employee potential development programs that are currently being carried out are by increasing employee competencies. This also applies to educational institutions like University. This study uses a literature study that analyzes the role of Human Resource Business Partner in achieving higher education success. Competency improvement and development programs for lecturers and students have often been held with various activities such as seminars, training, competency tests, etc. It is intended that universities can produce professionals in their respective scientific fields. The employee management model that is considered capable of assisting higher education institutions in improving the competence of academics is to use the Human Resource Business Partner (HRBP). HRBP positions HR practitioners to be partners for organizational managers and as consultants in selecting employee competency development programs. In implementing HR management activities in University HRBP is the right model, especially for lecturers and students who want to improve their competence and develop their knowledge. This HRBP management model is also very helpful in the implementation of the Merdeka Belajar Kampus Merdeka (MBKM) program by Higher Education, where the goal of MBKM is in line with HRBP, namely to increase the competence of academics and be able to produce academics who are professional in their fields.</em></p>

ANALISIS PERENCANAAN STRATEGS SISTEM INFORMASI DAN TEKNOLOGI INFORMASI MENGGUNAKAN FRAMEWORK WARD DAN PEPPARD STUDI KASUS: FAKULTAS KOMPUTER UMITRA INDONESIA

AbstractThree main objectives of the application of IS / IT in an organization. First, improve work efficiency by automating various processes that manage information. Second, improve management effectiveness by satisfying information needs for decision making. Third, improve competitiveness or improve organizational competitive advantage by changing the style and way of doing business. These three goals can be achieved optimally if there is a guarantee of alignment between the IS / IT strategy and the organization's business strategy, where later the business strategy will provide direction for achieving an organizational goal, and the IS / IT strategy will provide support to the achievement of the organization's goals through the preparation of IT infrastructure in accordance with the organization's business strategy. To determine IS / IT strategies that can support the achievement of the organization's vision and mission, it is necessary to understand the organization's business strategy through IS / IT strategic planning, which will be explained through the stages of IS / IT strategic planning based on the Ward and Peppard methodology.

Organizational Factors Influencing the Sustainability Performance of Construction Organizations

Construction projects contribute significantly to the growth of countries in terms of GDP and employment opportunities. However, construction organizations are often criticized for not adopting sustainable practices in delivering their projects. Underpinned by the resource-based theory (RBT) this research aims to investigate the organizational factors influencing the sustainability performance of construction organizations. This study used a mixed method approach in which the data was collected from the top management of Australian construction organizations. PLS-SEM was used to analyze the data. The findings revealed that, among the five key factors, business strategies, technological capabilities, and organizational culture are found to have a significant positive impact on the environmental sustainability performance of construction organizations. Also, it is found that the organizations’ social sustainability performance is positively influenced by their organizational culture and business strategies. The research findings have several practical implications, such as the construction companies could use the operationalized measurement items of each determinant (i.e., organizational resources and capabilities) to self-assess and improve their organizational practices, which will help them develop strategies for improved sustainability performance.

Green Human Resource Management for Organizational Sustainability: Policies and Practices

Recently, our environment is heading in a very bad direction. This is a very dangerous thing. It is the duty of all of us to rectify this bad situation. A few countries and some social organizations have realized this. It is not enough. We all need to realize the importance of going green first. As the corporate world moves globally, business is experiencing a transition from a regular financial structure to a modern capacity-based economy that is ready to explore the lush economic aspects of the business. Raise awareness within the business community about the importance of going green and adopting various environmental management techniques. Green Human Resource Management (GHRM) has become an important business strategy for significant organizations, not just as a business strategy but as an obligation to all. This article focuses on the various green human resource practices followed by many organizations around the world and excludes the future significance of GHRM. Finally, the article suggests some rich human resource initiatives for green companies. References Hewapathirana, R. A., Opatha, H., & Gamage, P. N. (2021, February 22). Identification of Some Research Gaps in Green Human Resource Management. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3747887 Kar, D. A., & Praharaj, L. (2020, January 24). Green HRM: An Innovative Practice for Organisational Sustainability. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3511614 Mukherjee, S., Bhattacharjee, S., Paul, N., & Banerjee, U. (2020, March 26). Assessing Green Human Resource Management Practices in Higher Educational Institute. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3546928 Noronha, L., Manjush, H., & Monteiro, M. (2017, April 28). A Study on the Green Human Resource Management at Gateway Hotel, Mangalore. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2959200

Exploring the black box of competitive advantage – An integrated bibliometric and chronological literature review approach

Competitive advantage has been a perpetual area of research in strategic management in different forms. Business strategies in organizations have been underpinned to the objective of attaining competitive advantage. This study explores the academic literature to track the theoretical and chronological evolution of the notion of ‘competitive advantage’. This study also examines the emerging themes with insights obtained from a bibliometric analysis of the area. The insights generated from the bibliometric mapping and decadal conceptual evolution are integrated. The results indicate that although competitive advantage has been manifested in different forms over time, the newer areas of exploration are inclined in the direction of achieving social advantage along with superior financial performance. The findings from this study would facilitate in identifying the trajectory of themes in the study of competitive advantage and isolate potential areas of explorations for future research.

Stages of Using Ward and Peppard Methods in Information System Strategic Planning

In an organization, there are three main targets for the application of information systems and information techniques that will be applied. In the information management process, automation is needed. This will help work efficiency. It is necessary to fulfill the need for information that will be used in decision making in management to increase effectiveness. There needs to be a change in the style and way of doing business in the company in order to increase competitiveness with competing companies. The goals or goals of a company and strategies in IT will enable us to achieve the 3 targets above, therefore it is necessary to have the right organizational business strategy that leads to the company's goals, as well as support that comes from designing IT infrastructure that is in accordance with the organization's business strategy in IT strategy.An understanding of the organization's business strategy needs to be mastered in order to be able to develop an appropriate IT strategy so that it can be a supporter of achieving the company's vision and mission. The ward and peppard methodologies will be used in the explanation of the following IT/IS strategic planning stages. 

Impact of GHRM on Organization’s Environmental Performance: Mediating Role of Green Employee Empowerment

Green Human Resource Management (GHRM) practices are increasingly considered a crucial business strategy for organizations in environmental management and have impact on environmental performances of organization. Though much attention has been given on GHRM practices, very few studies exist relating to this issue in developing country context. Purpose: The purpose of this study is to assess the effect of different GHRM practices on the Organization's Environmental Performance (OEP) through Green Employee Empowerment (GEE). Methodology: The PLS path modeling technique is used to test the hypotheses of the study based on a questionnaire survey of 340 responses from the manufacturing sector. Findings: The empirical finding shows that the GHRM practices have significant effects on OEP and GEE was found positively mediate the impact of GHRM practices on OEP. Originality/Contribution: This research has theoretically contributed to the green HRM/HRM literature by discovering the relationship between various green practices and their results related to EP in manufacturing organizations. This paper extends the literature by exploring the indirect effects of GHRM on OEP via GEE. The results recommend that GHRM practices may lead employees toward green empowerment to achieve environmental performance.

Contemporary HRM Solutions as a Way of Fostering the Pro–Innovation Influence of Remuneration

The article presents evidence that it is possible to bolster the pro–innovation influence of remuneration by applying certain human resource management solutions currently being developed. The conducted research shows that the effectiveness of pro–innovative remuneration systems is determined not only by the structure of the system, but to a great extent by the solutions that support it and are found in the sphere of company management. Empirical evidence and statistical analyses demonstrate that the effectiveness of pro–innovation remuneration systems grows when the company strongly supports worker innovation by way of a pro–innovation organizational culture, structure, and business strategy. Important conditions determining the effectiveness of a pro–innovation remuneration system include its cohesiveness with the HRM system as well as the comprehensiveness of pro–innovation HRM remuneration solutions. Moreover, it was shown that monetary compensation is a very important instrument in motivating workers to be innovative. However, its effectiveness increases when it is supplemented by intangible motivation—i.e. recognition.+

Toward a conceptual framework of reflexivity and practices in knowledge management

PurposeIn the present paper the research respects a specific steps regarding to the specificities of the study. The first step is compiling data into formal set which calls for the careful and methodic organizing of the original data. The second phase is disassembling the data in the base which calls the formal coding procedure. This phase supposes the use of a type of coding (axial coding). The authors combined three sources of information; nonparticipating observation of employee practices, techniques of semi-structural Biographical Interviews and explanations to collect data.Design/methodology/approachThis paper aims to report one-case study approach in a knowledge-based multinational to propose a framework that explores the role of reflexivity as determinant and the KM practices base of organizational changes and interpretations. The practice theory of Bourdieu and Giddens is mobilized to explain the individual behavior and the effect on the organizational structures. The paper assigns the role of team reflexivity as antecedent and emphasizes the individual and organizational practices to KM assessment.FindingsThe results showed the value of considering individual practices and team reflexivity on the learning stock of groups and knowledge sharing. Also, organizational learning, capability and social interactions are promising to build a practice-based framework of individual-organization duality of KM and for understanding changes in organizational structure and management modes.Research limitations/implicationsThe results showed the value of considering individual practices and team reflexivity on the learning stock of groups and knowledge sharing. Also, organizational learning, capability and social interactions are promising to build a practice-based framework of individual-organization duality of KM and for understanding changes in organizational structure and management modes.Practical implicationsThe organization's business strategy should identify and assess knowledge within the company's targets based on practice related concepts. The development of KM and HRM strategies must be embedded in business strategy which enables and support the organizational learning through practice community formation. Also, the direction should facilitate interpersonal knowledge sharing through certain forms of social interaction like establishing trust between new team's projects, team reflexivity and individual practices. Moreover, in the managerial issues, the study values the transformational leadership, participative management and commitment within the working group.Originality/valueAs any organizational phenomenon, KM can be addressed in different ways. The authors’ objective is to present an original and global approach leading to understanding different dimensions of this phenomenon. The proposed framework stipulates that knowledge is formed in practice through social interactions (Bourdieu, Giddens) and presents itself as a solution to the duality individual-organization. The originality of the paper is presumed in building a theory about KM effectiveness to develop its literature in terms of determinants and practices.

A TISM approach for the analysis of enablers in implementing mass customization in Indian manufacturing units

Mass Customization is a generic business strategy for organizational excellence and organizations striving for competitive advantage are incorporating MC into their business model. Though research has been done to identify enablers of mass customization, there has been an associated degree of study in conceptual papers while theory-building articles are less in number. Also, less study has been done in the Indian market scenario. The literature show that organizations are apprehensive of their technological potentials and are not taking initiative to transform themselves from conventional mass manufacturing companies to mass customization for emerging market needs. As a response to this research gap, a systematic literature review is conducted on enablers for MC and Total Interpretive Structural Modelling (TISM) and MICMAC analysis is used to develop a framework that illustrates how enablers are placed at different levels and how a particular enabler influences the other or getting influenced. Supporting this insight, a theory for accomplishing mass customization in manufacturing units is established. The theory is verified from experts by structured questionnaire from three Indian manufacturing companies where Mass customization is being practiced. This paper renders a summary of the methodology and specifies its validation in three case study companies. Practices are suggested to reinforce the attainment of mass customization in organizations aspiring to implement mass customization.