•Developing innovation culture is one the principle company competitive advantages.•Thus, leaders should seek to foster a culture of innovation within their companies.•Internal Crowdsourcing ...initiatives: one of the best ways to develop such a culture.•This, in turn, encourages employee commitment to act as true agents of innovation.
Leading companies point out that their main competitive advantage is an innovative organizational culture. However, not all organizations have a strong and effective culture by default, so it is useful to analyze the initiatives followed by those that do, and their contribution to cultural change. We explored the effects of internal crowdsourcing (IC) on the development of an innovation culture in large organizations. A partial least square-structural equation modeling (PLS-SEM) with the 244 observations obtained from three large organizations from Spain – Madrid City Hall, Sabadell Bank, and Endesa – was applied to test the framework proposed. Our study contributes to the literature due to the paucity of empirical studies on the influence of IC on the development of an innovation culture. The findings confirmed previous qualitative results and supported the important role of these types of initiatives for business managers who need to revitalize their organizational culture.
Purpose Cloud computing, a dominant technology, significantly impacts organizations, necessitating talent management strategies for sustained growth. This study aims to explore the impact of cloud ...adoption on large French organizations through a “learning organization” perspective. Design/methodology/approach Interviews were conducted with business and IT stakeholders from 35 multinational organizations in France. Findings Cloud services have a high impact on large organizations, leading to a demand for cloud-related skills, a power shift from IT to business departments and increased shadow IT activities. Effective utilization requires organizational learning and a change management project, transforming organizations into productive and innovative learning organizations. Originality/value This paper contributes to cloud computing, organizational learning and talent management literature, offering managers a novel approach to handling cloud services.
Purpose
The purpose of this paper is to identify the critical challenges in the implementation of cloud enterprise resource planning (ERP). The challenges identified were customization, ...organizational change, long-term costs, business complexity, loss of information technology competencies, legal issues, integration, data extraction, monitoring, migration, security, network dependency, limited functionality, awareness, performance, integrity of provider, perception, and subscription costs. Here the small and medium enterprises (SMEs) and large organizations were differentiated with respect to the challenges identified. This paper also suggested ranked lists of challenges both for SMEs and large organizations.
Design/methodology/approach
An online survey was conducted and data of 93 respondents were analyzed. Exploratory factor analysis and one-way analysis of variance (ANOVA) was used to statistically test the data. Here the SMEs and large organizations were differentiated with respect to the challenges identified.
Findings
This study shows that SMEs and large organizations differ from each other for most of the challenges except business complexity, integration, monitoring, security, limited functionality, performance, and integrity of provider. Also from the ranked list of challenges in cloud ERP, security was the top concern for both SMEs and large organizations.
Originality/value
The findings may help organizations to get a broad idea about the challenges which are critical for the implementation of cloud ERP.
Corporate social responsibility (CSR), as a concept that tackles economic, social, and environmental dimensions of business, becomes more and more implemented in companies all around the world. There ...are different effects that CSR can have on business performance, but it is generally accepted that CSR is related to positive outcomes in business organizations. Also, CSR is a concept that can be understood as a way of reaching sustainable development in the future. This paper aims to investigate the level of the implementation of CSR in Serbia, concerning large companies in the processing industry. The methodology used in the paper obtains exploration of theoretical sources, but also the analysis of primary empirical data gathered in Serbia, in the period from November 2019 until June 2020. The authors designed a questionnaire to explore the state of the art of CSR in Serbia, in business organizations, based on previous successful empirical research. Descriptive statistics, factor analysis, Mann-Whitney, and Kruskal Wallis tests were used to investigate the CSR on the sample of 73 large companies in Serbia’s processing industry. The analyses were made in SPSS software. The results point to the relatively high level of CSR activities in Serbian processing companies, and to the fact that modern companies understand the need of reaching more diversified goals than just economic ones in their business.
A continual debate surrounds the effectiveness of agile software development practices. Some organizations adopt agile practices to become more competitive, improve processes, and reduce costs. Other ...organizations are skeptical about whether agile development is beneficial. Large organizations face an additional challenge in integrating agile practices with existing standards and business processes. To examine the effects of agile development practices in large organizations, we review and integrate scientific literature and theory on agile software development. We further organize our theory and observations into a framework with guidelines for large organizations considering agile methodologies. Based on this framework, we present recommendations that suggest ways large organizations with established processes can successfully implement agile practices. Our analysis of the literature and theory provides new insight for researchers of agile software development and assists practitioners in determining how to adopt agile development in their organizations.
Corporate entrepreneurship is defined as entrepreneurs within the organization, thus corporate entrepreneurs play an imperative role in the growth of organizations. A booming trend in researching the ...concept of corporate entrepreneurship stimulated the performance of the business lexicon during the past two to three decades. This research focused on the exploration of influencing factors in the development of corporate entrepreneurs in large organizations within the context of Sri Lankan. The study focused on developing a framework following the narrative strategy, qualitative approach to explore the first-hand contemporary knowledge in relation to business development. Corporate entrepreneurs are identified as the driving arms for business knowledge of the organization and initiate the required implementation aligned to the prevailing market trends. Hence, influencing factors imperatively contribute to the development of corporate entrepreneurship in the process of decision making, creativity, innovation, and strategic renewal. The study revealed answers to the question of how corporate entrepreneurship develops within the organization and how that effects on organizational growth. The study conducted in-depth interviews selecting the fifteen most prominent corporate entrepreneurs in the large-scale organizations in the context focused to purposive sampling and the analysis conducted based on narrative inquiry associating the software NVivo 12. The literature enabled to converge the findings into three areas of individual, organizational, and contextual. Important themes derived throughout the study as major findings that enabled to achieve expected research objectives.
Purpose
Scrutiny of staff turnover in large organisations is traditionally reactive, involving benchmarking against peers at institution level. Not being an outlier tempts the inference that turnover ...is “satisfactory”. However, individual departments exhibiting varied, counterbalancing patterns might be masked; meaning situations that present challenges and require action could be missed. The purpose of this paper is to investigate the degree to which headline staff turnover can mask internal variations in a large post-1992 English university with over 2,000 staff.
Design/methodology/approach
The methods scrutinised related mainstream benchmarking sources, and analysed turnover for both new recruits and staff leaving, as well as net turnover. The inverted Nomogramma di Gandy helped highlight overall patterns and identify outliers. Staff categories and characteristics examined included: age, gender, diversity, staff type and contractual status.
Findings
It was found that (wide) internal variations were masked between university departments and between different gender and age groups, with Generation Y presenting issues for future recruitment and retention. Localised high turnover rates were found, with particular issues involving research staff. A proactive approach is essential, analysing local data to reflect internal structures, and staff categories and characteristics. Understanding internal and external staff dynamics supports organisations to meet strategic aims and objectives, and target local action.
Originality/value
The approach and findings provided lessons for staff management relevant to universities, which are critical to many, if not most large organisations in the UK and internationally, particularly in times of uncertainty.
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