Organizational Flexibility Research Articles

The Strategic Role of the HR Department in Increasing the Company's Competitive Advantage (Case Study of Madura Batik Jokotole Collection)

Excellence in competition is greatly influenced by human resource management strategies. By implementing appropriate human resource management strategies, it is hoped that companies can utilize the advantages of their human resources to support the achievement of competitive advantage. In the context of this phenomenon, the author feels interested in conducting research on the Jokotole Collcetion Madura batik company using a qualitative approach. The results of this research indicate that human resource management has a key role in linking company strategy with performance achievement, organizational culture development, innovation, and flexibility.

The Human Rights-Based Constitutionalization of Global Environmental Protection: A Framework for Action and Understanding

Abstract The underlying premise of a global constitutional order is dictated by the singular, unitary nature of the environment, a deeply interdependent whole. This premise aside, international environmental law, as we know it today, is far from constituting an international constitutional order. Rather, it presents a broad set of principles and mixed legal and political commitments of states dispersed in a myriad of international instruments possessing varying degrees of formality, legal status, scope of regulation, and effect. Its unparalleled dispersion, organizational and regulatory flexibility, and overall indeterminate features of normative content and procedure are neither improbable nor inconceivable for a relatively new genre of international legal regulation, namely the environment. Simply put, a consolidated international legal order as it ordinarily exists in other arenas is missing in the case of the environment. In shaping its contents and effects, a new institutional ally is found in national and regional judicial bodies, which instead rely on human rights to ground their decisions in pursuit of climate goals and aspirations. The ensuing result is that framing the order that will govern the global environmental change, resort must be made to the models already fashioned by the practice of national and regional systems. Ultimately, this article proposes the principal parameters of a constitutional order for the environment.

Strategic Agility and Organizational Performance in Selected Manufacturing Firms in South-South Nigeria

This paper focused on the influence of strategic agility on organizational performance in selected manufacturing firms in South-South Nigeria. The general objective of the study was to examine the effect of strategic agility on organizational performance in selected manufacturing firms in South-South Nigeria. The research questions and hypothesis were formulated to work with the research objective. A survey research design was adopted for the study and a sample size of 177 respondents were drawn from the population of 319. The major instrument for data collection was structured questionnaire administered to the respondents using Bowley’s formula for proportionate representation from the population. The data collected were analyzed using simple percentage and Simple Linear Regression Analysis. Results showed that strategic agility dimension of strategic leadership and organizational flexibility had a statistical influence on organizational performance with X1= R2 = 666 and X2 = 763 at 0.05 level of significance. Based on the findings of the analysis, the study concludes that, the dimensions of strategic agility (strategic sensitivity and core competence) are relational aspect that affects organizational performance. Consequently, it is recommended that every organization should be empowered with the dimensions of strategic agility to help them navigate complex and ever-changing business environment successfully.

Key factors influencing the sustained growth of high-tech SMEs in South Korea: the perspectives of founder owner-managers

PurposeThis paper explores key factors influencing high-performing, sustained growth, high-tech small- and medium-sized enterprises (SMEs) in South Korea.Design/methodology/approachA qualitative study is adopted to explore seventeen founder owner-managers of high-tech SMEs who sustained consistent employment growth, greater than the industry average, for seven years. Within the sample, those with higher (10% or over) employment compound annual growth rates (CAGRs) over this period are also compared to those with lower rates.FindingsThe study suggests that proactive approaches, such as flexible organization, risk management, fast decision-making and international market entry, are seen as important contributing factors to sustained growth. These findings contribute to a better theoretical and empirical understanding of sustained high-tech SME growth, in a country with a strong entrepreneurial and internationally competitive information technology sector. Also, collaboration across the SME was perceived as making an important contribution to staff development and growth, consistent with stewardship theory.Research limitations/implicationsThe sample is based on successful high-tech SMEs, so there are limitations in extrapolating results to other types of firms, sectors or countries.Practical implicationsKey factors identified in this study can be considered by entrepreneurs seeking to achieve sustainable business. These also provide improved understanding for policymakers into the complexity of factors related to sustained and high growth of technology-based SMEs, which many countries are keen to foster to aid national economic growth.Originality/valueThe research provides new evidence exploring the diverse perspectives of founder owner-managers, on the sustained growth and failure in South Korean high-tech SMEs, and how these have changed since the inception of their business.

The Modified Role of Organizational Flexibility in Influencing Human Resources Re-engineering and Adaptive Performance - An Exploratory Study of a Sample of Employees of the Iraqi Ports Company in Basra

The Modified Role of Organizational Flexibility in Influencing Human Resources Re-engineering and Adaptive Performance - An Exploratory Study of a Sample of Employees of the Iraqi Ports Company in Basra

Research on Curriculum Reform of Physical Education Specialty in Colleges and Universities Based on OBE Concept

Physical Education Major in Colleges and universities is the main force to cultivate excellent physical education reserve talents in China. In order to improve the training quality of compound talents in physical education, this study takes the curriculum of physical education major in colleges and universities as the research object, and studies the curriculum structure, curriculum teaching mode, curriculum practice and curriculum evaluation of the curriculum of physical education major. The research shows that optimizing physical education curriculum based on OBE concept can meet the needs of physical education curriculum construction, deepen the curriculum reform of physical education, and help achieve the goal of training physical education professionals. However, based on the current research results, it is found that there are corresponding deficiencies in the implementation of each part. Therefore, this study puts forward the corresponding reform strategies according to the five contents emphasized by the OBE concept: everyone can succeed, personalized evaluation, proficiency, performance responsibility and ability standard. For the course structure, we should increase the types of elective courses and improve the proportion of technical courses; For the classroom teaching mode, adopt the flexible organization form of the course, update the design structure of the course and enrich the teaching methods of the course; For curriculum practice, we should pay attention to curriculum teaching practice and strengthen educational practice; For curriculum evaluation, comprehensive evaluation content and diversified evaluation methods are adopted.

Organizational flexibility in the faculties of physical education and sports sciences in Iraq from the point of view of members of the college councils and Division officials

Organizational flexibility in the faculties of physical education and sports sciences in Iraq from the point of view of members of the college councils and Division officials

Exploring the Relationship Among Dimensions of Human Resource Organization Flexibility on Employee Engagement

The corporate world is renowned for its structured, scheduled workplace setting, which can pose challenges for workers to succeed. Companies that provide a flexible and positive environment tend to have better staff engagement. Therefore, this study aims to test the relationship between the four dimensions of HR (human resource) flexibility (Resource flexibility in HR practices, and employee skill behavior, and coordination flexibility in HR practices and employee skill behavior) with employee engagement. The proposed study gathered 267 responses from IT (information technology) employees and data were analyzed using AMOS v22 software. Findings revealed employee engagement has a strong positive relationship with the four dimensions of human resource flexibility which account for 92% of the variance, except a negligible correlation discovered between employee engagement and coordination flexibility in human resource practices. the findings of this study act as a strategic tool for HR practitioners to design their organization environment in such a way that fosters employee engagement.

Two cleft palate simulators of Furlow double-opposing Z- palatoplasty: a comparative study

PurposeThis study aimed to evaluate the efficiency of the porcine tongue for palatoplasty simulation compared to 3D-printed simulators and their surgical education role.Materials and methodsA total of 18 senior cleft surgeons participated in a palatoplasty simulation-based workshop conducted using porcine tongue simulators and 3D-printed simulators. This workshop consisted of a didactic session followed by a hands-on simulation session. Each participant independently used both simulators to perform Furlow double-opposing Z-plasty, which was assessed and scored by senior cleft surgeons using a scoring system including organizational flexibility and ductility, anatomical design simulation, proper incision, proper suturing, and convenience of operation. A paired t test was used for data statistical analysis and a P value < 0.05 was regarded as a statistically significant difference.ResultsAll senior cleft surgeons strongly agreed that the simulation-based workshop was a valuable learning experience, and both simulators were useful and easy to manipulate (P = 1.00). The results of this comparative study showed that a porcine tongue palatoplasty simulator had an effectively significant difference in terms of organizational flexibility and ductility (P = 0.04), and suturing was better than the 3D-printed palatoplasty simulator (P < 0.01). There were no significant differences between the simulators regarding anatomical design simulation (P = 0.76) and incision simulation (P = 0.65).ConclusionBoth porcine tongue simulator and 3D-printed simulator have their unique strengths in surgical education for palatoplasty. Thus, the combined use of a porcine tongue and a 3D-printed cleft palate simulators are efficient as an educational model to practice Furlow double-opposing Z- palatoplasty. The porcine tongue simulators are superior in terms of organizational flexibility, ductility, and suturing simulators, while with the 3D-printed simulator, various palatoplasty techniques can be repeatedly practiced with better-simulated face and oral cavity.

Analisis Perbandingan Devidend Payout Ratio (DPR) Terhadap Pt Gudang Garam Tbk Dan Pt Hanjaya Mandala Sampoerna Tbk

According to (Mangkunegara, 2015), performance is the result of work in terms of quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. Similarly, (Sedarmayanti, 2011), says that performance is the result of a worker's work through the management process in the organization as a whole. Furthermore, (Fahmi, 2016) states that performance is the results obtained from organizations that have profit-oriented and non-profit-oriented characteristics that are produced within a certain time. To achieve the vision and mission of an organization or agency, the importance of supervising regional administration, as well as the need for human resources who have good performance, it is necessary to improve employee performance by developing human resources because the availability of human resources is the main factor that influences the achievement of professional performance. , to achieve this, organizations or agencies are required to provide quality human resources so that in carrying out their main tasks and functions achieve optimal and useful results, efforts must be made to involve their employees in education and training. According to (Krismiyati, 2017) Human Resource Development is an effort to improve the knowledge, abilities, attitudes of members, organizations, and provide career paths that are supported by organizational flexibility in achieving goals. According to (Budiarti, 2018), human resource development is an effort to improve the technical, theoretical, conceptual and moral abilities of employees in accordance with the needs of the job or position through education and training.

Isotopic and proteomic evidence for communal stability at Pre-Pottery Neolithic Jericho in the Southern Levant

As one of the key, long-term occupied sites in the Southern Levant, Jericho was one of the most important early Neolithic centres to witness social and economic changes associated with the domestication of plants and animals. This study applies strontium (87Sr/86Sr), oxygen (δ18O) and carbon (δ13C) isotope analyses to the enamel of 52 human teeth from Pre-Pottery Neolithic (PPN) layers of Jericho to directly study human diet and mobility and investigate the degree of consolidation and the flexibility of social organization of Jericho society in the PPN period. The results indicate only two non-local individuals out of the 44 sampled inhabitants identified by strontium isotope analysis and are consistent with the presence of a largely sedentary community at PPN Jericho with no evidence for large-scale migration. We also construct strontium spatial baselines (87Sr/86Sr map) with local 87Sr/86Sr signatures for the sites across the Southern Levant based on systematic compilation and analysis of available data. In addition, we apply proteomic analysis of sex-specific amelogenin peptides in tooth enamel for sex estimation of the sampled individuals (n = 44), the results of which showed a sex-biased ratio (more male than female detected in this sample pool) in Jericho society during the PPN period, which may be due to the limited sample size or selective ritual practices like particular burial zones used for specific groups. We also pretreated a batch of human bone samples recovered from PPNB Jericho for stable carbon and nitrogen isotope analyses for dietary investigations. However, the extracted collagen showed poor preservation and no valid δ13C or δ15N data were obtained.

New Tactics for the Rapidly Changing Business Environment: How Cognitive Flexibility Can Help Small Business Withstand the Next Storm

Emotional intelligence is often touted as one of the most important leadership skills, and with good reason. According to Goleman, emotional intelligence refers to the ability to identify, understand, and manage emotions in oneself and others. Researchers John Mayer and Peter Salovey initially coined the term “emotional intelligence” in 1990 (Salovey &amp; Mayer, 1990) but became popularized later in 2005 by psychologist Daniel Goleman (Goleman, 2005). Researchers today define emotional intelligence as the ability to understand and manage your own emotions, as well as recognize and influence the emotions of those around you. Research, however, increasingly points to the importance of cognitive flexibility during rapidly changing conditions, such as the COVID-19 pandemic. Cognitive flexibility provides us with the ability to adapt our behavior to achieve goals under new environmental conditions. In this paper, the authors introduce cognitive flexibility as a critical business skill and offer ways to implement cognitive flexibility in your business or organization.

Nurse leaders’ perceptions of future leadership in hospital settings in the post-pandemic era: a qualitative descriptive study

PurposeCoronavirus disease (COVID-19) has challenged leadership in hospitals worldwide. The experiences of leadership during the pandemic changed leadership significantly. This study aims to describe nurse leaders’ perceptions of what future leadership in hospital settings in the post-pandemic era needs to be like.Design/methodology/approachA qualitative descriptive study was used. A total of 20 nurse leaders from the Finnish central hospital were interviewed from June to October 2021. The data were analysed using inductive content analysis.FindingsThe analysis revealed five main categories describing nurse leaders’ perceptions of future leadership in hospital settings in the post-pandemic era: digitalisation and hybrid working culture, development of sustainable working conditions, moving smoothly to the post-pandemic era, dissolution of traditional regimes of organisation and flexibility in leadership.Practical implicationsIn the post-pandemic era, the constantly changing demands and challenges currently facing healthcare systems have significantly increased the complexity of hospital organisations. This requires critical evaluation and change to traditional leadership. Enhancing flexibility and authenticity in leadership, strengthening competencies, implementing a wide range of digital resources and increasing the appeal of the nursing profession to build the next generation of nurses – all of these are needed to provide sustainability in future healthcare.Originality/valueThe results identify the critical points of leadership that need to be developed for future challenges and for maintaining a sufficient supply of qualified professionals. Acting on this information will enhance flexibility in organisations and lead to acceleration of changes and the development of new kinds of leadership in the future

Pengaruh Pengembangan Sumber Daya Manusia Dan Disiplin Kerja Terhadap Kinerja Pegawai Pada Kantor Dinas Sosial Kabupaten Bima

According to (Mangkunegara, 2015), performance is the result of work in terms of quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. Similarly, (Sedarmayanti, 2011), says that performance is the result of a worker's work through the management process in the organization as a whole. Furthermore, (Fahmi, 2016) states that performance is the results obtained from organizations that have profit-oriented and non-profit-oriented characteristics that are produced within a certain time. To achieve the vision and mission of an organization or agency, the importance of supervising regional administration, as well as the need for human resources who have good performance, it is necessary to improve employee performance by developing human resources because the availability of human resources is the main factor that influences the achievement of professional performance. , to achieve this, organizations or agencies are required to provide quality human resources so that in carrying out their main tasks and functions achieve optimal and useful results, efforts must be made to involve their employees in education and training. According to (Krismiyati, 2017) Human Resource Development is an effort to improve the knowledge, abilities, attitudes of members, organizations, and provide career paths that are supported by organizational flexibility in achieving goals. According to (Budiarti, 2018), human resource development is an effort to improve the technical, theoretical, conceptual and moral abilities of employees in accordance with the needs of the job or position through education and training.

Research and Application of Digital Classroom Teaching Development in the Post-Pandemic Era

With the continuous development of information technology, digital classrooms are becoming more adapted to the demands of talent cultivation in the modern era. The digital classroom teaching model is a reform of traditional teaching methods, and constructing a digital classroom allows for more flexible organization of instructional design, fostering students' creative thinking and enhancing their overall qualities. Seizing the opportunity for the development of applied universities, our school is constructing a locally distinctive path of information technology. This article takes higher mathematics as an example to elaborate on the practical application experience of digital classroom teaching development. In conclusion, this article summarizes the shortcomings in the process of digital classroom construction, which holds certain reference value and significance for future work.

Achieving competitive advantage through technology-driven proactive supply chain risk management: an empirical study

AbstractWhilst there has been previous work focused on the role of technologies in enhancing supply chain risk management and, through such an enhancement, increased competitive advantage, there is a research gap in terms of understanding the links between external institution pressures and internal adoption factors. We use institutional theory (IT) and the resource based view (RBV) of the firm to address this gap, developing a framework showing how a proactive technology-driven approach to supply chain risk management, combining both external with internal factors, can result in competitive advantage. We validate the framework through analysis of quantitative data collected via a survey of 218 firms in the manufacturing and logistics industry sectors in India. We specifically focus on the technologies of track-and-trace (T&amp;T) and big data analytics (BDA). Our findings show that firms investing in T&amp;T/BDA technologies can gain operational benefits in terms of uninterrupted information processing, reduced time disruptions and uninterrupted supply, which in turn gives them competitive advantage. We add further novelty to our study by demonstrating the moderating influences of organisational culture and flexibility on the relationship between the technological capabilities and the operational benefits.

Experiences of nurses managing parenthood and career: A systematic review and meta-synthesis.

Consolidate and synthesize evidence on working nurse-parent experiences of parenthood. Demands in healthcare strain the workforce, causing burnout and high turnover rates, especially among nurses. Balancing work and family responsibilites is even more challenging for nurse-parents. Nursing is highly stressful, and the experiences of nurse-parents are under-researched highlighting the need to better understand and support nurse-parents in their dual roles. Seven databases (PubMed, Embase, CINAHL, PsycINFO, ProQuest, Scopus, and Web of Science) were systematically searched for published and unpublished primary qualitative studies. Extracted data were meta-summarized and synthesized using Sandelowski and Barroso's approach. Twelve peer-reviewed studies, conducted between 2007 and 2022, investigated the challenges faced by 339 female nurse-parents across various countries. The meta-synthesis revealed two main themes: (a) Clashes of dual roles, and (b) Accept, adapt, and compromise, which were supported by six subthemes. Nurse-parents struggled with dual roles, often neglected self-care, and experienced work-family conflicts. However, they learned to accept their situations, adapt by seeking help from family, friends, and colleagues, and compromise on career aspirations to prioritize their families. The importance of organizational support and flexibility in accommodating their dual roles was emphasized. Female nurse-parents face challenges in balancing their dual roles, resulting in fatigue, compromised self-care, and limited social interactions. The culture of self-sacrifice in nursing contributes to these challenges, impacting patient safety. Supportive interventions like mindfulness programs and exercise classes can promote well-being. Staffing shortages and shift work further affect the work-life balance for nurse-parents. Creating a supportive work environment for nurse-parents is crucial. Family-friendly shifts revised parental leave policies, and improved childcare support are needed. Supporting nurse-parents benefits their well-being and enhances patient care. Collaboration between healthcare organizations and policymakers is essential to address workforce shortages and implement changes.

Human Resources Management in Trouble Time: Strategy to Increase Organization Agility for Digital Transformation in University

Digital transformation has become an urgent need for higher education in this contemporary era. In facing emerging challenges and opportunities, human resource management (HR) plays a central role in ensuring the successful adaptation of educational institutions to technological change. This research aims to identify key strategies in HR management that can increase the resilience of higher education organizations during periods of crisis, especially in the context of digital transformation. The research method used is a combination of literature study and empirical research. Through an in-depth analysis of theories and practices related to HR management, as well as case studies of several universities that have successfully adapted to digital transformation, this research identifies various effective strategies. The research results show that effective HR management in the context of digital transformation requires a holistic and adaptive approach. A strategy that includes developing digital skills and competencies, organizational flexibility, increasing employee engagement, and building a culture of innovation is the key to success. In addition, cross-departmental collaboration, transparent communication, and visionary leadership have also proven important in facing digital transformation challenges. This research provides a theoretical and practical basis for universities to design effective HR management strategies to increase organizational resilience in the face of technological change. The practical implications of this research can guide higher education leaders and HR practitioners to face challenges and take advantage of opportunities in the rapidly changing era of digital transformation.

The art of (self)legitimization: how private museums help their founders claim legitimacy as elite actors

This article explores private art museums’ role for elite legitimization processes. Based on interviews with founders, directors, and curators of Germany-based private museums, I explore the discourses participants invoke to legitimize museum founders as actors in the artworld and as elites generally. I draw out a two-pronged legitimation strategy. First, respondents posit private museums’ increasingly important role for today’s art ecosystem, implying logics of discursive innovation and organizational flexibility vis-à-vis public museums. Second, interviewees construct intra-group status hierarchies via notions of the autonomous and ethical collector-founder versus other ostentatious private collectors and unethical wealth elites more widely. Together, these narratives effectively conflate seemingly opposite discourses of private entrepreneurialism and authenticity, allowing interviewees to signal legitimacy for founders over both public and other private actors. This elite legitimation work is performed by both founders and those institutionally connected to them, showing how legitimization can be a complex and institutionally mediated process.

Knowledge Management in Enhancing Organizational Flexibility in Manufacturing Enterprises

In today's market conditions, enterprises operate in times of uncertainty, constant pressure from competition, increasing quality requirements, and rapidly changing technologies. The speed and intensity of changes mean that enterprises are forced to look for the most effective flexible actions to meet market conditions. The dynamic capabilities of enterprises are reflected in the dimensions of flexibility, which have different speeds and are conditioned in different ways, e.g., through the level of knowledge management in the enterprise. The article is based on the review of international literature using the science mapping method in the area of knowledge management and organizational flexibility, as well as the results of the research conducted on a group of manufacturing companies. The aim of the article is to indicate the level of knowledge management in manufacturing enterprises and its impact on selected dimensions of flexibility in the areas of organizational activity. The study is based on the results of the research on a group of 355 Polish enterprises, which was carried out in 2022. The author's questionnaire was used during the study. The results of the study were the basis for the analysis, which indicated the level of knowledge management and the level of organizational flexibility in manufacturing enterprises. The analysis also made it possible to indicate whether there are dependencies between the level of knowledge management and the level of flexibility in the organizational dimensions of companies' operations. The novelty of the article is the indication of recommendations for the increase in the level of knowledge management in order to enhance the flexible actions necessary in an extremely turbulent organizational environment.