Strategic Goals Of Organization Research Articles

DEVELOPMENT OF THE CAPACITY OF TERRITORIAL COMMUNITIES

Urgency of the research. In the conditions of decentralization of power, the formation of the capacity of territorial communities, which are responsible for ensuring the sustainable development of the territory concerned, a creation of conditions that ensure high quality of life of the population is relevant. Target setting. The overwhelming majority of newly created territorial communities do not have sufficient capacity to exercise their powers, therefore, the dissatisfaction of the population with the standard of living and the quality of service delivery is rising. Actual scientific researches and issues analysis. Significant scientific contribution to the formation of effective local self-government in Ukraine has been made by O. Vasylieva, T. Kravchenko, I. Koziura, V. Mamonova and specialists on decentralization: A. Tkachuk, V. Nehoda, M. Pittsyk and others. Uninvestigated parts of general matters defining. The ability of local governments to ensure the capacity of territorial communities requires further research. The research objective. Formation of evaluation criteria for the research of local self-government activities and, on their basis, the creation of practical tools for the formation and development of the capacity of territorial communities. The statement of basic materials. The article analyzes the activity of local self-government bodies at the level of the united territorial communities by studying the evaluation criteria for determining their organizational capacity, parameters of intervention in their activity and readiness for reform. It was revealed that main problems hindering the development of the capacity are: the low organizational capacity of local governments, lack of organizational strategy and organizational processes, low level of interest and awareness of local government reform processes, the weak correlation between organizational structure and strategic goals and tasks, etc. Conclusions. It is proposed to form and develop the capacity of the united territorial communities in Ukraine through the employment of a comprehensive methodology for policy-making based on evidence for the path search and exploitation of practical tools for the formation and development of community capacity.

PLANNING OF BUSINESS CAREER AND PROFESSIONAL EDUCATION OF PERSONNEL ON ENTERPRISE

The article is devoted to the planning of business career and professional training of personnel. It is noted, in particular, that the most important problem of forming personnel potential of employees is their career growth and training. The article emphasizes that the priority tasks of increasing the efficiency of the operation of enterprises is to equip them with workers who have the necessary qualities to successfully own a chosen profession, to create a system that allows them to maintain and develop their working capacity, as well as reliability. To perform such tasks, periodic control of the employee's functional status and the definition of objective criteria characterizing the qualitative composition of such units and bodies are necessary. The peculiarities of career growth and professional training of the personnel are investigated. The efficiency of the existing system at the enterprise level is analyzed. The authors noted that the key to a successful career is a symbiosis of such factors as the employee's inner desire to grow professionally, hard work and charisma. It is also emphasized that personnel training plays an important role. Advanced advanced countries of the world have long been exploring the impact of training on human productivity. Consequently, one of the strategic goals of modern Ukrainian firms and organizations should be to train managers to develop their own development and manage the development of their subordinates in the most effective way. For this purpose it is necessary to create a system of career growth, training of managers of all levels.

Cloud-Based Virtual Organization Framework for Optimizing Corporate Value Chain

The problems, challenges, and benefits of a Virtual Value Creation (VVC) environment and subsequent deployment of requisite infrastructure to cater for same, save the process of digitization, in an Information Communication Technology (ICT) responsive environment, are all connected to the evolving concept of cloud computing. The uniqueness of every organization affects the virtualization of its ICT and applications. However, provisioning the right cloud computing model to match the strategic and operational goals of such organization is an accepted solution. This paper is aimed at evolving an enhanced model that integrates cloud computing model (CCM) with the VVC Framework of Virtual Organization (VO) to assist the virtual organization stakeholders in reducing the huge capital investment, maintenance, technical personnel, etc. requirements often associated with essential ICT infrastructural setup needs, as well as relieve the top management of technical issues thereby enhancing their focus on core business issues while managing a Virtual organization. VO stakeholders could be afforded the opportunity in the resultant integrated model, the “Cloud Virtual Organization (CVO)”, to create better, optimal and customized values in terms of flexibility, cost savings, better scalability, reduced complexity in business processes, increased business focus, advanced technology, better functionality and improved security among others. It is submitted that the foregoing parameters enlisted as features offered by the CVO will immensely propel a Virtual organization towards earning global corporate visibility, competitive advantage, and socio-economic influence in the ever-changing global business environment.

Zarządzanie zasobami ludzkimi w organizacjach komercyjnych i w administracji publicznej. Czego biznes może się uczyć od służby cywilnej?

The paper discusses the topic of human resource management – the area whose proper functioning reflects the implementation of strategic goals of contemporary organizations. It aims to identify some of the similarities and differences in managing human resources in business and public administration. The considerations are based on the analysis of the relevant literature, legal acts as well as the author’s experience gained over the years as the scientist working in the field of Human Resource Management, MBA lecturer, consultant and trainer both in business and public administration bodies. Special attention is given to solutions implemented by civil service. The author indicates that inspiration flow should be bidirectional: public administration units may learn and benefit from business, and corporations may learn from administration bodies.

The Relationship of Hospital CEO Characteristics to Patient Experience Scores.

Efforts by hospitals to improve patient experience continue as changes in policy such as the Affordable Care Act of 2010 have made patient experience a cornerstone of promoting greater value in the United States. Hospital CEOs play an important role in promoting positive patient experiences as they set the organizational vision and strategic goals and can execute change to support positive experiences.This study assessed whether three CEO characteristics-education, tenure with the organization, and gender-were associated with patient experience scores of California hospitals in 2013 and 2014. Using a pooled, cross-sectional design with ordinary least squares regression to account for other hospital and market characteristics, the analysis indicated that hospitals with female CEOs and longer-tenured CEOs were associated with more positive patient experience scores. Higher levels of education were not significantly associated with patient experience scores. Overall, the model covariates accounted for approximately 14.0% of the variance in patient experience scores between hospitals, with CEO characteristics accounting for approximately 2.4% of this variation. Such findings highlight the important yet emerging role of CEO characteristics when accounting for patient experience.

Organizational Leadership Designed at Ensuring Employee Commitment

Every organization wants and need employees that perform at their best in each and every aspect of their work. This, in terms, leads to an increase in organizational efficiency and to the development of competitive advantages in relationship with other competitors. But how can organizations develop a working environment in which employees give their full commitment to organizational strategic goals? What are the cultural elements that drive people to develop the necessary beliefs and behaviors in order to fully commit to an organization? In what manner does the leadership of an organization contribute to the increase of individual commitment? The main objective of this article is to identify and analyze possible correlations between certain elements of transformational leadership and employee commitment. One of the main challenges that companies face in present times is the constant shift in the business environment that requires a high level of flexibility and adaptation. Given the fact that employees are the company’s front line by coming in contact with customers, it is paramount that their behavior and commitment is focused on providing the highest value for the market. For this reason, managers need to fully understand how to motivate individuals in order to become completely involved in their work and in offering their contribution to organizational success. The findings presented in the paper can help managers and leaders in their efforts to retain employees and to increase their involvement in the long-term sustainable development of the organization in which they work.

Business Process Reengineering Resources and the Performance of Quoted Brewing Firms in Nigeria

The study examined the effect of Business Process Reengineering (BPR) resources on the performance of brewing firms in Nigeria. Following the Kassahun (2012) BPR perspectives, the study grouped BPR resources into financial, human and technological resources. A sample of 746 employees was randomly selected from a population of 3500 from five brewing firms quoted in the Nigerian stock exchange. The Likert-type instrument of five-point scale used for data collection has a Cronbach alpha coefficient of 0.85. The percentage frequency was used to examine the baseline information of BPR variables in brewing firms in Nigeria while OLS regression model analysed the effect of BPR on the performance of brewing firms in Nigeria. The study results showed that financial and technological resources were in adequate usage while human resources were moderate. Also, the performance of brewing firms in Nigeria at present is scored high in the five-point rating. The regression result indicated that BPR resources have 94% significant effect on the performance in brewing firms in Nigeria. Specifically, a positive influence was established such that financial resources (63%) has more influence, followed by human resources (20%) and then technological (19%). This implies that the use of resources is a veritable strategy to enhancing firm performance. Firms that follow the present wave of technological innovations will enhance their competiveness and survival rate. The study therefore concluded that BPR is a veritable tool to enhancing employee satisfaction, team work and cooperation, quality of service delivery as well as attainment of organizational strategic goals in brewing firms in Nigeria. The study however, recommended that firms in the brewing industry and other allied manufacturing firms should employ its resources in an adequately proportionate manner.

Testing Horizontal and Vertical Alignment of HR Practices Designed To Achieve Strategic Organizational Goals

Purpose: The purpose of this paper is to measure the effect of aligning HR practices horizontally and vertically to support organizational strategic goals. Design/methodology/approach: Hypotheses were tested using 85,840 employees’ responses collected from a single, large public organization’s annual employee survey. Factor analysis with principal axis factoring and varimax rotation was used to confirm the variables being studied. The relationships were analyzed using ordered logistic regression. Findings: Results suggest that compensation practices, workforce planning, and work/life balance-focused HR practices can be used to predict job satisfaction and turnover intentions. Additionally, when the combined effects of the three HR practice types are considered together, an increased reduction in turnover intention is indicated. Practical implications: To achieve optimal performance organizations should be diligent in their efforts to align their functional area HRM strategies and practices with each other and with the overall strategic goals and objectives guiding the organization. Originality/value: While the positive effect of alignment has been proposed by many scholars, empirical examinations of the binary approach are rare. This paper contributes to the field by providing a unique empirical examination of an organization’s implementation of HR practices designed to achieve stated strategic objectives through a large-scale study.

Leader’s Motivating Language in National Library’s Internal Communication

Artikel ini merupakan hasil dari penelitian mengenai Bahasa Motivasi Pemimpin dalam komunikasi internal sehari-hari di lingkungan di Perpustakaan Nasional. Penggunaan Bahasa Motivasi Pimpinan tersebut sebagai model dan kerangka kerja. Metodologi dalam penelitian ini dilakukan dengan wawancara mendalam pada staf senior yang memiliki peran penting dalam lembaga tersebut terutama terkait pencapaian visi strategis. Pengamatan dan data sekunder juga dimanfaatkan untuk memperkaya data. Hasilnya menunjukkan bahwa bahasa motivasi digunakan pimpinan dalam organisasi birokratik ini untuk berinteraksi dengan karyawan internal. Bahasa motivasi cenderung digunakan pimpinan untuk memberikan panduan terhadap pekerjaan, dilanjutkan dengan bahasa empati dan bahasa pemaknaan. Kajian ini menyarankan pentingnya pemimpin mengembangkan kemampuan dalam menggunakan bahasa motivasi khususnya terkait bahasa pemaknaan dalam mencapai visi organisasi terutama untuk meningkatkan kebiasaan membaca di Indonesia.

Strategies to Implement the Baldrige Criteria for Performance Excellence

Only a small number of U.S. businesses have adopted the Baldrige Performance Excellence Program. The purpose of this multiple case study was to explore strategies that executive business leaders use to implement the Baldrige Criteria for Performance Excellence. The study population consisted of six business executives and two organizations in the U.S. state of Texas, all with experience in implementing the Baldrige Criteria for Performance Excellence. The theory of high performance work systems provided the conceptual framework for the study. Data were gathered from interviews and record reviews that were conducted within the organizations. Inductive analysis was used to identify words, phrases, ideas, and actions that were consistent among participants and organizations as well as patterns and themes. Triangulation of sources between the interview and record review data was used for consistency. Three main themes emerged from data analysis: organizations embedded the Baldrige Criteria for Performance Excellence into native work models; they also used robust strategy deployment systems with accountability for action plans to spread the Baldrige Criteria for Performance Excellence; and, rather than specifically create goals to align with the Baldrige Criteria for Performance Excellence, they identified actions to reach organizational strategic goals that were molded using the Baldrige Criteria for Performance Excellence as a business model.

Strategies to Implement the Baldrige Criteria for Performance Excellence

Only a small number of U.S. businesses have adopted the Baldrige Performance Excellence Program. The purpose of this multiple case study was to explore strategies that executive business leaders use to implement the Baldrige Criteria for Performance Excellence. The study population consisted of six business executives and two organizations in the U.S. state of Texas, all with experience in implementing the Baldrige Criteria for Performance Excellence. The theory of high performance work systems provided the conceptual framework for the study. Data were gathered from interviews and record reviews that were conducted within the organizations. Inductive analysis was used to identify words, phrases, ideas, and actions that were consistent among participants and organizations as well as patterns and themes. Triangulation of sources between the interview and record review data was used for consistency. Three main themes emerged from data analysis: organizations embedded the Baldrige Criteria for Performance Excellence into native work models; they also used robust strategy deployment systems with accountability for action plans to spread the Baldrige Criteria for Performance Excellence; and, rather than specifically create goals to align with the Baldrige Criteria for Performance Excellence, they identified actions to reach organizational strategic goals that were molded using the Baldrige Criteria for Performance Excellence as a business model.

Prediction of the competitiveness dynamics of pharmacy chains

In market economy, one of the main tasks of any enterprise (organization) is to defeat rival competitors. It should not be single or random victory, but it should be natural result of effective management of this process. Aim of the present study was development of the methodical approaches for the pharmacy chains competitiveness dynamics modelling under volatile market situation conditions.Methods. Multivariate correspondence analysis method was used for research.Results. 53 indexes influencing on the resulting indicator level were analyzed initially for prediction of the pharmacy chains competitiveness dynamic. Using a multiple correspondence analysis, a mathematical model was developed; the model allows predicting the pharmacy chains competitiveness dynamics on the basis of the "competitiveness index" calculation - a numeric index taking positive values in case of increasing competitiveness and negative ones - in case of the absence of its positive dynamics. Conclusion. Methodical approaches to the pharmacy chains competitiveness prediction that allow making management decisions aimed at negative external influences resisting and leadership achieving according to the organization's strategic goals were offered

Abstract TP278: Positive Impact of a Stroke Bundle Program

Introduction: There are limited comparative data on the impact of a stroke bundle program on patient outcomes. We aimed to assess the magnitude of change that could occur during transitions of care process by implementation of a stroke bundle program. Methods: Six skilled nursing facilities (SNF) participated with a Joint Commission certified Comprehensive Stroke Center to implement a Bundled Payment Care Initiative (BPCI) program. The stroke leadership developed a charter and additional support teams (care coordination and SNF). Three smart goals were identified and reflected organizational strategic goals: reduction of the number of stroke patients that are admitted to a SNF by 5% (baseline 27.9%); reduction of preferred provider SNF days for stroke patients by 10% (baseline 35.5%) and reduction of hospital readmissions for stroke by 5% (baseline 31.5%). A strong infrastructure supported the care coordination teams including the hiring of a full time stroke nurse navigator. The kick off for the program was October 1, 2015. Several strategic and operational initiatives were developed and successfully implemented at SNFs: utilization of stroke clinical practice guidelines: stroke education programs; stroke summit for all SNF administrators, physicians and staff; bi-monthly, face to face/conference call meetings with SNF administrators and bundle team leadership; case reviews between caregivers at acute setting and SNF; SharePoint site to enhance communication; stroke nurse navigator interaction with patients, families, SNF staff, 90 day follow up and readmission case reviews. Results: Smart goal achievement over a 6 month period demonstrated: reduction of the number of stroke patients that were admitted to SNF by .4% (21.9%); reduction of preferred provider SNF days for stroke patients by 16% (16%) and reduction of hospital readmissions for stroke by 7% (23.3%). Comparison of hospital length of stay variance between bundle (3.78) and non-bundle patients (5.08) patients was 1.3%. Conclusions: A stroke bundle program impacts positively on transitions of care at preferred provider SNF facilities. Standardization of care and a unified care team attributes to stroke patients returning to their life at home in a much more efficient and timely manner.

The design of production systems at the enterprises of agroindustrial complex

Food and beverage industry is one of the leading sectors of the economy. Stable operation of the sector contributes to the growth of production volumes and investments in the modernization of enterprises, the creation of new industries. Before the management of the enterprises in the manufacturing sector there is a need in addressing improvement of its processes and procedures to fulfill the quality objectives, improve performance, reduce losses, improve product competitiveness, and so on. To date, to ensure consumer confidence in the quality of the resulting product occurs the need for the organization of management systems. Methodology of improvement “Six Sigma” helps to improve the financial efficiency of the organization by preventing the occurrence of errors and uncontrolled deviations from the normal functioning of the processes. This makes it attractive for enterprises of processing industries. The main tool of the method is to analyze the distribution laws of the raw material quality indicators, semi-finished products, technological modes, a comparison of their fields scattering with regulatory requirements. Testing of the methodology “Six Sigma” at one of the Voronezh region can help solve the problems identified, the search for and implementation of activities to achieve the target values of indicators of processes, and accordingly the organization's strategic goals. With the introduction of Six concept have been used a variety of tools, ranging from the collection and statistical methods of data analysis tools to generate ideas and organize information. Proper use of analytical tools is critical to achieve the desired result. Thus, based on an analytical approach to work with processes, “Six Sigma ” leads to a maximum level of customer satisfaction and reduce the cost of production, can achieve almost zero-defect production thanks to the synthesis of powerful data analysis and systematic staff training.

Links between strategic goals, information technology and customer satisfaction during business process reengineering

The purpose of this study is to determine underlying constructs that predict customer satisfaction during business process reengineering, with focus on organisation strategic goals and information technology as key enabler. Literature review leads to development of a structural equation model (SEM) illustrating links between strategic goals, information technology compounded of behaviour/performance of the utilised IT solution, customer perceived ease of use and attitude, as well as customer satisfaction. The model was tested using survey data from a sample of 236 students who used a new service as result of the process reengineering project. The strategic goals were significantly correlated with both utilised IT solutions and customer satisfaction, while IT solutions had direct effect on customer perceived ease of use and attitude towards the introduced change and utilised technology. Customer attitude also influenced customer satisfaction, while customer perceived ease of use of the IT solution failed to predict their satisfaction.

Модель та метод управління інтеграцією програми на основі її декомпозиції на проекти

The modern concept of program management is the idea to create the organizations, develop and change activity, and sometimes it is the activity itself which can be presented as a set of different projects ensuring achivement of organization's strategic goals in total. Such project-oriented organizations become more competative in relation to the vertically integrated companies with their functional organization. A key subsystem in program management is the management of the project integration within the framework of program. Program management is a centralized coordinated management of related projects to achieve strategic benefits and objectives of the program. Availability of strategic benefits, shared resources, interdependence as well as the need for coordinated planning are the factors which determine whether the management of multiple projects as a program is necessary. A model and method which allow to formulate the process of program de-coupling on projects, choose rational architecture of the program which satisfies accepted criteria, and promote efficiency of integration management of the program, is offered in the article. Thus, the program will consist of individual projects each of which is represented in the form of structures and descriptions of business processes implementation which will be collectively used to implement the program mission.

CRM Adoption in a Higher Education Institution

More and more organisations, from private to public sectors, are pursuing higher levels of customer satisfaction, loyalty and retention. With this intent, higher education institutions (HEI) have adopted CRM – Customer Relationship Management. In order to analyse some of the interesting aspects of this phenomenon n, we conducted an action research in a European Institute. The main research question we answered is “how to adopt a CRM strategy in a Higher Education Institution?” Some of the main findings of this study are (1) even though HEI’s main customer is the student, there are others stakeholders that a CRM project must consider; (2) universities can use their internal resources to implement a CRM project successfully; and (3) using Agile software methodology is an effective way to define clearer, more objective and more assertive technical requirements which result in a CRM software that meet send user’s expectations and organizational strategic goals. These findings can help other HEIs planning to adopt CRM as a strategic tool to improve their relationship with the stakeholders´ community and expand their student body.

Capital project selection using an integrated AHP-LP model: a case study in a developing economy

An integrated analytic hierarchy process (AHP) and linear programming (LP) model that considered both quantitative and qualitative factors in choosing the best capital project options from a list of competing projects is presented. The prioritised (ratios) weights of the individual projects obtained from AHP were used as the pre-emptive weights of the decision variables of the resulting LP model that maximises the profitability of the organisation. The integrated model is applied in a developing country within the Nigerian National Petroleum Corporation (NNPC) in selecting capital projects that meet the organisation's strategic goals. A comparison between the integrated model and the traditional capital budgeting technique shows that the integrated model outperformed the traditional capital budgeting method in choosing the projects that best meet the organisation/s overall goals.

Going global in small steps: E-internships in SMEs

Technological developments over the last thirty years increasingly shaped the means by which we recruit, select and appraise employees. Today, technology supports more flexible and geographically dispersed working modes: From teleworkers, to virtual workers, to e-interns (also known as virtual interns). The current article describes how developments in e-HRM and changes in employment forms contribute to the development and increasing popularity of e-internships (better known as virtual internships) amongst small and medium-sized enterprises. In this paper, we reflect on the rise of e-internships across different countries and relate this to e-HRM and technological advances. We explore the opportunities and challenges. These include developing effective global talent and knowledge management practices, managing diversity as well as intellectual and social capital. We furthermore link the employment of e-internship practices to strategic organizational goals and learning. In the final section, we also critically reflect on the high investment required for e-internships to succeed. The discussion on e-internships is set in the literature on e-HRM, virtual teams and knowledge management, which is furthermore supported by interviews conducted with e-interns or internship managers. Keywords: e-internships, virtual internships, computer-mediated communication

The interdependence between Lebanese higher academic institutions' goals and its faculty members' commitment

Organisational commitment continues to be one of the most commonly researched subjects, as it has substantial effects on job performance, turnover, and consequently on organisational performance. This study delineates the notion of faculty members' organisational commitment in the Lebanese higher education sector, and how faculty members can exert more commitment and devotion towards their academic institutions. It is attested that committed faculty members show enormous work motivation and loyalty, hence this study will decrypt the nexus between the organisational strategic goals and how it is echoing on the faculty members' commitment.