Organizational Innovativeness

Bu kitap; duygusal ve davranışsal bozukluklara sahip öğrenciler hakkında bilgi sahibi olmak isteyen sınıf öğretmenleri, özel eğitim öğretmenleri ve alanda çalışan uzmanlar için hazırlanmış giriş niteliğinde bir uygulama kitabıdır. Her bir bozukluğun nedeni, tanımlanması, güncel araştırmalar ışığında verilmeye çalışılmış ve okul ortamındaki pratik uygulamalarla da anlatım zenginleştirilmiştir. Bunlara ek olarak belirli bir bozukluğun tüm yönlerine ilişkin temel yaklaşımla birlikte bilimsel olarak geliştirilmiş müdahele yöntemleri de verilmeye çalışılmıştır.

Bu kitabın alanda yeni çalışmaya başlayan öğretmenler kadar güncel verilerle desteklenen tanı koyma ve müdahele stratejilrine önem vermesi nedeniyle alanda uzun süredir çalışmakta olan öğretmenlere ve uzmanlara da yararlı olacağını düşünmekteyiz.

Ünlü eğitim psikoloğu Robert Slavin'in Eğitim Psikolojisi kitabının onuncu baskısı, kuramı uygulamaya aktarma konusunda önemli bir eksikliği gidermekte ve öğretmenlerin sınıfta ihtiyaç duyabilecekleri alanlarda uygulayabilecekleri bilgileri içermektedir.

Kitap, yansıtıcı ve bilinçli bir öğretmenin uygulayabileceği en yeni araştırmaları sunarak, bilinçli öğretmen üzerine odaklanmaktadır. Slavin'e göre bilinçli öğretmen, uygulamasını devamlı surette yansıtan ve bu uygulamaların öğrencileri nasıl etkilediği hakkında net bir düşünceye dayalı olarak öğretim kararları veren kişidir.

Bu kitapta okuyucular alanda önemli ve yeni ortaya çıkan bazı konular ile karşılaşmaktadır. Bu konulardan bazıları; 21. yüzyıl becerileri, ilk yıllarda dil ve okuma yazmanın gelişimi, iki dilli eğitim, nöroloji alanındaki yeni araştırmalar, iş birliğine dayalı öğrenme konusundaki son araştırmalar, okumada sorun yaşayan okuyucular için özel yardım, küçük gruplarla çalışma ve bilişim alanındaki en yeni araştırmalar, gelişmeler ve uygulamalardır. En ince ayrıntısına kadar güncel olan alıntılar, kitabın en güncel araştırmalar üzerine temellendirildiğinin bir göstergesidir. Bu kitapta, 656 yeni ve güncellenmiş kaynak bulunmaktadır. Bu kaynakların % 55'i 2000 yılı sonrasına aittir.

Robert Slavin, akademik derinliğini sergilerken aynı zamanda sanki ders anlatır gibi okuyucuları ile yüz yüze buluşmayı da amaçlamaktadır. Kitap yeni ve farklı bir yaklaşımla pek çok teorik bilgiyi uygulamalı olarak sunan, teorik bilgilerin kavramsal olarak uygulamaya nasıl dönüştürüleceğini göstererek öğretmeyi amaçlayan ve bunda başarılı olduğu açıkça belli olan iyi bir başvuru ve ders kitabı olarak öğrencilere ve eğiticilere önerilmektedir.

Uzmanlar, klinisyenler ve araştırmacılar, yeme bozukluklarının duygusal düzensizliklerden kaynaklandığı vakalarda Diyalektik Davranış Terapisinin etkin olacağı konusunda hemfikirdi. Alanda yapılan pek çok adaptasyon çalışması olmasına rağmen Debra Safer, Christy Telch ve Eunice Chen bunu deneysel bazda yapan ilk kişilerdir. Standart diyalektik davranış terapisinin, tıkanırcasına yeme bozukluğu ve blumia nervoza semptomlarını tedavi etme yollarının yapılandırılmış bir özetini sunan bu kitap ile alandaki ihtiyaca cevap vermişlerdir. Bu alanda çalışan klinik psikologların ve danışmanların mutlaka okuması gereken önemli bir kaynak olmakla birlikte bu alanda okuyan öğrenciler için de farklı bir bakış açısı kazandırmaktadır.
Dokuz bölümden oluşan bu kitapta tedavi kapsamlı olarak ele alınmıştır. Genel çerçevede, olumsuz duygularla başa çıkmanın daha uyumsal yollarını öğreten becerilerin kazanımı ile tıkanırcasına yeme ve boşaltmayı durdurma hedefine ulaşma yolu adım adım çizilmiştir. Blumia nervoza ve tıkanırcasına yeme bozukluğuna sahip insanların karılaştığı sorunlar ve mevcut tedavi yöntemleri ele alınarak okuyucuya genel bir bakış açısı kazandırılır. Standart terapinin detaylı bir şekilde tanıtımından sonra bunun adaptasyonunun neden gerekli olduğu, adapte etmenin mantığı mevcut kanıtlar ile sunulur. Daha sonra, tedavi öncesi ve başlangıç oturumlarından tedaviyi sonlandırmaya kadar olan süreç aşama aşama ele alınır. Nüksetmeyi önleme kısmına değinilir. Son olarak kapsamlı vaka örnekleri ile anlatılanların sağlam temeller üzerine oturması sağlanır.
Amacına uygun şekilde düzenlen bu kitap, diyalektik davranış terapisi adapte edilirken belirli sınırlar çizmek yerine okuyucuya geliştirilebilir bir zemin hazırlar. Bu yönüyle tedaviyi uygulamaya ve geliştirmeye teşvik eder. Açıklayıcı vaka örnekleri ve kanıtlar ile tedaviyi tüm ayrıntılarıyla sunarak farklı alanlardan okuyuculara hitap eden bu titiz çalışma özellikle alandaki uzmanlara klinik psikologlara, danışmanlara ve araştırmacılar için bir rehber niteliğinde olacak niteliktedir.

Genelde canlıların, özelde ise insanoğlunun nasıl öğrendiğine dair araştırma sonuçları her geçen gün önümüze heyecan verici bilgiler ve bulgular sunmaktadır. Bu araştırma sonuçları öğrenmede yeni stratejiler geliştirilmesinde öncülük etmektedir. "Öğrenme Psikolojisi" adlı bu kitap, alandaki en temel ve güncel araştırma bulgularını da kapsayarak eğitim, edebiyat ve tıp fakülteleri gibi değişik alanların birçok programında lisans ve lisansüstü düzeyde kullanılabilecek şekilde hazırlanmıştır.
Okuyucu merkezli olarak hazırlanan bu kitap, tüm yaşlardaki öğrenicilerin bilgi ve becerileri nasıl edindiklerini ve öğrenme sürecinde etkili olabilen inanç, motivasyon, tutum ve tavır gibi faktörleri kapsamaktadır.
Öğrenme konusunda bilgi sahibi olmak isteyen okuyucunun, temel bir psikoloji bilgisine sahip olması ön koşulu yoktur. Kitapta öğrenme kuramlarının tarihsel temellerinden başlayarak güncel öğrenme yaklaşımlarına rahatlıkla geçiş yapılabilir. Alandaki bir profesör, öğrenme ile ilgili en son araştırma bulgularına bu kitapta ulaşabilirken; üniversite eğitimine yeni başlamış bir öğrenci de öğrenme ile ilgili en temel konulara rahatlıkla erişebilir.

The COVID-19 pandemic created an unprecedented need for innovations in churches around the world. Organizational innovativeness, a precursor of successful innovations in organizational contexts, is rarely studied in churches. This study of American church attenders (N = 244) found that perceived innovativeness of churches (conceived of as the elements of a church’s culture which promote innovation, specifically, creativity, organizational openness, future orientation, risk-taking, and proactiveness) was a very strong predictor of church commitment (conceived of as intentions to stay in the church, r = .60, p < .001). Of the moderators examined in this study (membership tenure, age of participant, church size, and gender), only gender moderated this relationship; the relationship between perceived innovativeness and church commitment was stronger for females than for males. This suggests that innovations that facilitated relationship development and relationship maintenance had th...

This paper aims to review the previous studies in order to collect the effects of innovative behavior on sustainable development. However, there is just a limited research between innovative behavior and sustainable development. This paper provides a collection of prior studies which have been done regarding the relationship among innovative behavior, innovation, and sustainable development. The importance of this paper refers to sustainable development that is usually focused by companies, which are involved in economic, environmental, and social perspectives. Sustainable development and innovative behavior constitute engines of development today. Innovative behavior is related to the human behavior which can be related to problem recognition, idea generation, supporting idea and idea implementation.  This research attempts to review past studies for the purpose of justifying the relation between innovative behavior and sustainable development. Therefore, this paper calls to pay at...

Toplumsal etkileşimin olduğu her yerde, anlaşmazlıkların olması doğal ve kaçınılmazdır. Kişiler, gruplar ve toplumlar arası anlaşmazlıklar; doğru bir biçimde yönetildiğinde gelişimin, ilerlemenin, dönüşümün, barışın ve bütünleşmenin hem enerji kaynağı hem de motoru olabilmektir. Ancak, anlaşmazlıklar yanlış ve yıkıcı yaklaşımlarla yönetildiğinde ise; yıkımın, şiddetin, zulmün ve acının kaynağına dönüşmektedir.

Anlaşmazlıkları ortadan kaldırma, farklılığı ortadan kaldırmaktadır. Doğa ve insanlık, farklılığı ve çoklığı kabul etmeyi ve anlamayı gerektirir. Farklılığı ortadan  kaldırmaya çalışmak yerine; onu anlamaya ve nasıl yöneteceğimizi keşfetmeye başladığımızda, yolumuz anlaşmazlıklarımızı nasıl yöneteceğimizden geçmektedir. Anlaşmazlıkları nasıl yöneteceğimiz üzerine odaklandığımızda, karşımıza en temel yaklaşım ve paradigma olan "dönüşümsel arabuluculuk" çıkmaktadır.Dönüşümsel arabuluculuğun alanyazına en önemli katkısı, anlaşmazlık çözüm sürecinin toplumsal değerlerden ve kültürden bağımsız olmadığı,ideolojimizin ve inanç tarzımızın anlaşmazlıklara ilişkin değerlendirmelerimizi, tutumlarımızı ve anlaşmazlıklarımızı ele alış tarzımızı etkilediği düşüncesidir. Yine, dönüşümsel arabuluculuğun en ayırt edici özelliği, anlaşmazlıkları yönetim sürecinin, kişileri dönüştürebileceğine, geliştirebileceğine ve güçlendirebileceğine yönelik yapıcı ve olumlu duruşudur.

Bush ve P. Folger tarafından geliştirilen "dönüşümsel arabuluculuk modeli" ülkemizde, her sene mahkemelere taşınan yüz binlerce anlaşmazlığı, çekişmeyi ve ayrışmayı yüz yüze müzakere ederek yapıcı ve barışçıl olarak çözme kapasitesini güçlendirmek için bir fırsat ve araç olacaktır. Cezalandırıcı adalet anlayışından, onarıcı adalet anlayışına dönme çabalarına ışık tutacaktır.

Bu eser,içerdiği alternatif paradigma çerçevesinde hukuk sistemimize yeni giren arabuluculuk modelinin doğru ve amacına uygun kullanılması için de referans olacak anlamlı ve önemli bir eserdir. Buna ek olarak, anlaşmazlık çözümü üzerine çalışan hukukçulara, psikologlara, psikolojik danışmanlara, eğitimcilere, psikiyatristlere ve sosyal çalışmacılara hem kurumsal anlamda hem de somut anlaşmazlıkların ve çatışmaların yapıcı ve barışcıl yönetimi konusunda yol gösterecek temel bir başvuru kaynağı olacaktır.

There is widespread acceptance that organizations must innovate in order to prosper. However, research has shown that the processes, personal properties, necessary products and environmental conditions involved in value innovation are often contradictory. Consequently, there is urgent need of a framework for conceptualizing the interactions among the elements in this complex of factors. Differentiating psychological research on the Ps of creativity to encompass six Ps and integrating psychological and organizational research and theory on the phases of creativity provides the basis for a taxonomy of value innovation which resolves the contradictions (different processes, products and press are needed in different phases). A systematic taxonomy offers a theoretical framework for further research, suggests how to assess the innovation-friendliness of organizations, and offers insights into remedial measures.

Tüm yaşamımız duygu ve düşüncelerimiz tarafından yönetilmektedir. Çoğumuz ağırlıkla gerçeğin farkına varmadan yaşadığımızdan düşünce becerilerimizi geliştirmeyi önemsemeyiz. Ancak düşünme, eğitim, psikoloji ve daha birçok alandaki bilim insanının üzerinde çalıştığı ve geliştirmeyi hedefledikleri beceriler arasındandır. Düşünme türleri içinde eleştirel düşünme en temel ve önemlileri arasındadır. Pek çok kişi için düşünme bilinç dışı bir eylem iken bilinç alanına çekip özel eğitim teknikleri ile geliştirmek mümkündür. Bu kitap sayesinde eleştirel düşünme becerilerinin kapsamında kişinin tarafsız düşünür hâline gelme, düşünme seviyesinden haberdar olma, temel akıl becerileri, yetenekleri, içgörülerinin gelişmesine destek olma, sunulan düşüncenin zayıf ve güçlü manasını keşfetme vb. gibi becerilerini geliştirme, kendi düşünme standartlarını bilme, soru sorma ve düşünmedeki yerini anlama, düşünme içeriğini öğrenme, iyi düşünme becerilerini edinme, karar alma, problem çözme, mantık dışı düşünce ile başa çıkma, ulusal ve uluslararası propaganda yolları zihinsel kandırmaca ve manipülasyonun farkına varma, etik akıl yürütme, stratejik düşünme becerileri ve ileri düşünür olma başlıklarında bilgi ve beceri kazandırmayı amaçlamaktadır. Buraya kadar sözü edilen bu becerileri kapsayan kitabın hem bilgi vermesi hem de Türk akademisyen ve düşünürleri tarafından bu konuda yeni eserlerin kaleme alınmasını, araştırma yapılmasını teşvik etmesi hedeflenmektedir. Kitabın hedef kitlesi, matematik bilimlerinde ve sosyal bilimlerde eğitim gören öğrenciler ve akademisyenler, politikacılar, medya mensupları ilk akla gelenler arasındadır. Kitabın, kişisel gelişimi bir yaşam biçimini hâline getirenlere geliştirici bir okuma serüveni olacağına inanılmaktadır. (kim ile, kimin için…)
21. yüzyıl becerileri arasında ilk sıralarda yer alan eleştirel düşünme becerisini stratejik ve sistematik olarak nasıl geliştirilebileceğini anlatan bu kitap, okuyucular için hem günlük yaşamda hem de profesyonel hayatta kullanabilecekleri önemli reçeteler vermektedir. Bilgi çağının getirdiği bilgi bombardımanı içinde hangi bilgiye nerede, nasıl, niye, ne zaman ve kim ile kimin için sorularının cevaplarını çok gelişmiş tablolar ve şekiller ile anlatarak görsel anlamda hatırlanır ve uygulanabilir kılmaktadır. Sol beynin işlevi olan eleştirel düşünceyi çok daha ileriye götürerek bilginin yaratıcılığa dönüştürülmesinde önemli rol oynamaktadır. Basitliğin getirdiği mükemmellik ile değişen ve devrim niteliğinde yaşanan teknolojik gelişimlerde okuyuculara uygulamalı olarak karar verme becerilerini geliştirmekte ve bulundukları ortamda farkındalık oluşturarak fark yaratmalarını sağlayacak donanım vermektedir. Bu kitabın okuyucuları sadece eğitim dünyasındaki değişimi sağlamak isteyen kişiler değil profesyonel dünyada da dönüşümü sağlamak isteyen oyuncular ve liderler olmalıdır.

Purpose: This article concerns the study of economic effects of procrastination. The research sample consists of 6568 grant applications under EU programs in Poland, collated in order to establish whether the delay in submitting the application is a statistically significant factor affecting the quality of the application and the final financing decision. Design/methodology/approach: The study is based on three logistic regression models in which the dichotomous explained variable was a negative or a positive decision on the application. The most important explanatory variable for the study is the percentile of time in which the application is submitted-it represents the delay of the applicant. Findings: The result is confirmed by previous studies, which have proven that procrastination negatively affects organizations, and that the significant weight of undertaken projects can cause procrastination among leaders. Practical implications: As the study concerns European grants, determining the impact of procrastination on financing decisions can serve to better prepare potential beneficiaries for submitting an application, providing them with knowledge on whether an earlier submission translates into the probability of the application being successful or whether the persons managing the application process should better supervise their timely submission. Originality/value: To date, little research has been devoted to confirming the economic impact of procrastination. Previous studies mainly concern cost estimation caused by delaying employees, however, this study shows that procrastination has a real, significant impact on the economic efficiency of management activities. The methodology is innovative, because procrastination has not been previously analysed in terms of the time orientation of grant applications. Machine learning techniques have never been used in procrastination research. Moreover, the majority of research to date has focused primarily on individuals, on explaining what factors are statistically significantly related to procrastination or can lead to it through modelling, however, no research has been conducted to date in which statistical models would directly examine the economic impact of procrastination.

This study aims to examine the role of entrepreneurial orientation (entrepreneurship orientation) in innovation level among Small and Medium Size Enterprises (SMEs). A questionnaire survey was conducted among 137 firms in the Podlaskie Region. Three hypotheses related to entrepreneurial orientation and innovativeness level were examined by Structural Equation Modeling (SEM). The relation between two constructs of entrepreneurial orientation and innovativeness, that is proactiveness and risk taking were analyzed. The research results show that proactiveness has a significant positive total effect on improving innovativeness. The findings suggest, in contrast to the strategic orientation literature, that risk taking deters enterprises from organizational innovation. The results confirmed the significantly higher impact of the risk taking as an intermediate variable on the innovation through the mediator of proactivity. This work examines the relations between entrepreneurial orientation and innovativeness, thus contributes to the strategic orientation literature.

The impact of the COVID-19 pandemic and the many changes in the present socio-cultural context point to the importance of innovation in churches. A theoretical framework for understanding innovation in churches is presented, featuring 6 key elements. These elements include the cultural context of the church and the church's target audience, a culture of innovation within the church, innovations in church programs, processes, and personnel, social capital (social ties) which permits church members to navigate the changes associated with innovation, program loss (that which is lost when programs change), and progress toward the church's goals. The church's goals and the church's context determine which innovations would be most appropriate. A culture of innovation and strong social ties permit innovations to be implemented successfully. Program losses may reflect aspects of the church's goals that are neglected when innovations are implemented.

[ The original PhD dissertation may be read and authenticated from the website of the University of Newcastle, NSW, at http://hdl.handle.net/1959.13/804346 ]

This thesis argues that foreign and second language teaching productivity can only reach its proper potential when it is accorded priority, second only to language learner productivity, amongst the many competing productivities which are always asserted by stakeholders in educational institutions.

A theoretical foundation for the research is established by examining the historical concept of productivity, and its more recent manifestation as knowledge worker productivity, especially as applied to teachers.

The empirical basis of the thesis is sourced from a chronological series of twenty biographical case studies in language teaching venues in Australia, New Zealand, Oceania and East Asia. The biographical case study methodology, although rare in applied linguistics, is justified by reference to its wide and growing application in other fields of qualitative research. The case studies are analysed for common patterns of productivity, as well as teaching productivity inhibition or failure.

It was affirmed across all of the case studies without exception that external parties could not control or even reliably predict what individual students might learn, and how well, from instances of instructed language teaching. This was regardless of the power of institutional players, external resources, curriculums or the teacher. Student belief in the immediate value of what was to be learned in a given lesson, and personal confidence in an ability to learn it were the most critical factors.

Teaching productivity was found to turn, ultimately, on the teacher's ability to influence the probability of student learning. The teacher could best influence learning probability by enhancing student motivation. The most effective environments for teaching productivity were seen to be those where the teacher was professionally equipped and politically enabled to exercise judgements which maximized opportunities for student language learning productivity. A negotiated pact concerning both curriculum and method often proved effective, especially with mature students, and at times required some deception of institutional authorities.

Empirically, the encouragement of reciprocal learning relationships between teacher and students was found to be powerfully enabling for language teaching productivity in the case studies.

In many venues a small but effective minority of 'intimate learners' were also able to leverage their language learning productivity by forging more personal relationships with the teacher.

The wider cultural paradigm within each of the countries represented in the case studies sanctioned different paths and limitations for both language learners and teachers, and hence was seen to influence teaching productivity in critical ways. It was found that under certain conditions, notably (but not exclusively) those prevailing in many East Asian educational institutions, that certification of foreign language skills had a higher cultural, employment and monetary value than the actual ability to exercise foreign language skills.

A negative influence on teacher productivity in many of the case studies was an ignorance about language learning and teaching amongst institutional players. The disregard of language teacher professionalism was fed by a belief that being able to speak a language was all that was necessary to teach it, and reinforced by misinterpreting the meaning of test results. Related to this, an imbalance of power relationships between teachers or students with other institutional interests was consistently found to interfere with teaching and learning productivities. Overall, the model of productivity understood in institutions instanced by the case studies tended to reflect a 19th Century economic paradigm of capital, raw materials (students) and labour (dispensable classroom workers) rather than any more sophisticated grasp of knowledge worker productivity.

It was demonstrated in the context of the case studies that productivity, and in particular knowledge worker productivity, is a complex concept whose facets require detailed analysis to arrive at a proper understanding of the role that foreign and second language teachers play in educational institutions.

Anksiyete; kaygı veya başka bir deyişle endişe insanların deneyimlediği bir korku ve gerilim halidir. Bazı görüşlere göre yaşanan iç çatışmaların sonucudur. Bazılarına göre ise öğrenilmiş davranışlardır. Denetim dışına çıkıp kişinin işlevselliğini aksattığında rahatsızlık olarak adlandırılır.

Eskiden insanların ortalama ömürleri otuz beş yılken ve kendi küçücük dünyalarında yaşarken çoğu kez endişeli olmaya fırsatları olmazdı ve anksiyeteden söz edilmezdi. Oysa, globalleşmenin dünyayı adeta kocaman bir ülkeye dönüştürmesi , mobil teknolojilerin ve sosyal medyanın günbegün hayatımıza sirayeti, bilgisayarların gitgide insan gücünün yerini alması, rekabetin hızla artması, stresli yaşam koşulları ve tarihte hiç olmadığı kadar çok sayıda seçenek arasından karar verme mecburiyeti günümüzde anksiyeteyi en yaygın zihinsel rahatsızlık konumuna getirmiştir. Günümüzde sadece ABD'de yılda 40 milyon kişi anksiyete rahatsızlığından muzdarip olmakta, her dört kişiden biri ise hayatının bir noktasında onunla mücadele etmektedir.

Aksiyete Çağı'm adlı kitapta The Atlantic adlı derginin editörü olan yazar Scott Stossel, kendi yaşadığı ve hayatını etkileyen anksiyete sorununu keşfetmek üzere çıktığı cesur yolculuğu okurlarla paylaşmaktadır. Bu yolculukta Stossell, insanlara büyük ısdırap veren , ancak çoğu kez zayıflık olarak görülen bu illeti; arka planda yıllardan beri incelediği genetik ve sinirbilimi bulguları ve anksiyete tarihi olmak üzere kendisinin ve yakın aile bireylerinin şaşırtıcı hayat hikayesi eşliğinde esprili bir dille ve büyük bir içtenlikle anlatmaktadır.Kitapta ayrıca, anksiyete kıskacına sıkışmış dünyaca ünlü kişilere ve onların hikayelerine de yer verilmektedir.

Despite increasing research on public sector innovation in recent years, the organizational and demographic contextual variables that affect innovation implementation are not well known. Utilizing two datasets (2012 and 2017) from the Australian Public Service Commission (APSC), this study tests how organizational and demographic contextual variables affect innovation in public organizations. The results reveal that both organizational and demographic contextual variables are associated with the implementation of innovation in public organizations. In particular, employees working in larger organizations and policy agencies tends to be less innovative whereas men, more educated employees, more experienced employees, and organizational managers are more innovative.

Bu kitap, girişimci olarak yeni bir işe başlayan ya da girişimci olup işlerini sistemli ve stratejik olarak büyütmek isteyen kişilere girişimciliğin tüm yönlerini kapsayan pratik bir rehberdir. Özellikle 21. yüzyılda girişimciliğin kaçınılmaz gerekliliği olan fırsatların hızlı olarak geliştirilip, karlı şirketlere dönüşmesinde gerekli olan stratejiyi sistemli olarak okuyucuları adım adım yönlendirmektedir. Başarılı bir işletme oluşturmak için gerekli tüm prosedürler bu kitapta mevcutdur:
Düzgün yasal altyapıyı,
İş modelleri ve planları,
Organizasyon modelleri,
Pazarlama stratejileri,
Güçlü finansal alt yapı,
Fikri Sınai Mülki Haklar
Patentleme ve Lisanslama
Müşteri ihtiyaç analizleri ve müşteri memnuniyeti.
Günümüzde piyasaları büyüten küçük işletme ve girişimcilerin haberleriyle dolu. Girişimcilik özellikle de küçük işletmelerin girişimcilik hareketi küresel ekonomide büyük bir güç haline geldi. Dünya çapında politika yapıcılar artık küçük ama dinamik girişimcilerin, ekonomik gelişme ve refahın artmasında oynadıkları önemli rolden haberdarlar. Yaratıcı, müşteri odaklı, yeni ürün ve hizmetler sunan,kendilerini başarılı olmaya adamış, dinamik, kararlı kadın ve erkek girişimcilerin ellerinde yeni bir girişimcilikten söz edilmekte. İste bu kitap, bu yeni girişimcilik için okuyuculara yol haritası vermekte. Girişimciliğin öğretilebilecek önemli sırlarını vererek, empati yoluyla küçük değerlerden nasıl fark yaratabileceğine vurgu yapmaktadır. Ayrıca kitap sosyal inovasyon ve sosyal girişimcilik ile ekonomik refah sağlamanın ötesinde dünyayı daha yaşanılası bir yer haline getirmedeki sistemi de sunmaktadır. Kitabın en önemli vurgusu ise bu yeni girişimcilik ruhuna sahip olanların daha kolay bir şekilde pek çok insanın yaşam standartlarını artırma becerisini kanıtlayan sosyo-ekonomik-kültürel-çevresel devrime liderlik etme üzerine kurgulanmıştır. Küçük işletmelerin yönetiminde ve/ya girişimcilik derslerinde bu kitabı kullanarak yaşadığımız toplumda ya da dünya çapında kısa-orta-uzun süreli olumlu değişiklikler meydana getirmek mümkün olacaktır. Sosyo-ekonomik-kültürel-çevresel değişim ve dönüşüme katkı sağlayan bu kitap ile iş başarısı ve finansal zenginlik elde etmek ve yeni girişimcilerden olmak için düşünme şeklini değiştiren ve stratejik hedefleri koyarak gerçekleştirmeyi sağlamak kolay olacaktır.

„Coworking as alternative business model and innovation catalyst” is a research addressing the relation between coworking and innovation. Starting with basic definitions of innovation, innovativeness and its selected factors it introduces the reader with the formal background. Second chapter is dedicated to coworking itself – research for its background, principles, objectives and business models based on the input from worldwide coworking community. Three coworking spaces based in Kraków and Ljubljana were examined and compared in third chapter in order to verify hypotheses of the paper. Coworking business models are far beyond sharing desks and space. Research proves that coworking spaces support innovativeness mostly indirectly, through innovative culture and strong emphasis on collaboration and sharing. Following paper is an introduction to coworking in Central & Eastern Europe and Poland in particular.

Written in Polish. Interview with Marko Orel of Poligon was handled in English. Transcript available.

Bu kitapla ilk seanstan son seansa kadar, yardım ilşikisini yapılandırmanın yollarını gösteren bir haritaya sahip olacaksınız. Kitap boyunca ilişki kurma konusunda ilişkinin yapısını ve danışmanlık sürecini; anlama konusunda problemi analiz etmeyi, duyguları, düşünceleri iletişim ve eylemleri değerlendirmeyi; değişim konusunda ise tüm bu alanlarda yapılan müdahaleleri ve belirli teknikleri öğreneceksiniz. Her bir bölümdeki etkinlikler ile ilgili becerileri uygulama yoluyla edinme ve kitap sonunda kazanımlarınızı yeniden değerlendirme imkânı bulacaksınız.

İnsanoğlunun hayat serüveninde belki de en fazla zorlandığı evre ergenlik evresidir çünkü bu evrede yavaş yavaş çocukluktan çıkıp yetişkinliğe geçiş yapmakta olan bir birey, artık ne çocuktur ne de tam anlamıyla bir yetişkindir. Bu evre sadece ergenler için değil aynı zamanda ergenlik çağında çocuğu olan anne babalar, ergen öğrencileri olan öğretmenler ve hatta ergenlerle çalışan psikolojik danışmanlar için de oldukça zorludur.
Bu nedenle ergenler ve gençlerle çalışan psikolojik danışmanların bu evrenin doğasını iyi tanımaları, ergenlerin ve gençlerin karşı karşıya kalabilecekleri temel zorlukları iyi bilmeleri ve bu özel gruba yardım ederken hangi teknik ve stratejileri kullanmaları gerektiği konusunda iyi yetişmiş olmaları gerekir.
İşte hem kuram hem de uygulamada engin deneyime sahip Kathryn Geldard ve David Geldard tarafından kaleme alına bu kitap, ergenler ve gençlerle çalışan okul psikolojik danışmanları, psikologlar ve psikiyatristlerin ihtiyaçlarına göre hazırlanmıştır. Kuşkusuz kitabın, anılan mesleklere hazırlanan öğrenciler için de bir başvuru kitabı olduğu gözden kaçırılmamalıdır.
Kitapta, gençlerin ihtiyaçlarına yanıt verecek beceri ve stratejilere ayrıntılı bir biçimde yer verilmiş, bu beceri ve stratejiler örneklerle zenginleştirilmiştir. Her bölümün sonunda yer alan "Önemli Noktalar" o bölümde yer alan konuları sade bir biçimde özetlemektedir. Kitapta ayrıca, gençlerle çalışan danışmanlar için etik konulara da yer verilmiştir.

Danışmanlar ve yardımcılar kimlerdir?
Temel danışmanlık becerileri nelerdir?
Yardım etme süreci nasıl işler?
Alandaki etik meseleler ve ikilemler nelerdir?
Çok kültürlü ve cinsiyete duyarlı yardım nasıl olmalıdır?

Tüm bu sorulara cevap bulabilceğiniz kılavuz niteliğindeki bu kitapta, danışmanlık becerileri kapsamlı bir şekilde ele alınıyor. Bu becerilerin kazanımını ve geliştirilmesini en kolay şekilde öğretme yolunu hedefleyerek uygulamacılara yardım ilişkisini nasıl kuracağına, geliştireceğine ve sonlandıracağına dair bir yapı sunuyor. Teorik bilgilendirmenin ardından verilen vaka örnekleri, diyaloglar ve etkinlikler ile danışman ve yardımcıların eğitimini ve pratiğini destekliyor.

İlk bölümde, psikoterapistler ve danışmanlık önceliği olmayan diğer mesleki rollerdeki yardımcıların çalışma alanları, becerilerin tanıtımı ve yardım süreci ele alınarak kapsamlı bir giriş bölümü oluşturulmuştur. Daha sonra her bir beceri detaylı olarak incelenmiştir. Sürecin başlangıcından önce anlama, ilgi gösterme gibi beceriler verilip bunun üzerine süreci yapılandırmanın yolu çizilmiştir. Soru sorma, dirençleri yönetme, problem çözümünü kolaylaştırma, ev ödevi verme gibi becerileri tanımlamanın ötesinde etkin kullanımını sağlayacak uygulamalar sunulmuştur. Bu aşamaların ardından yardım ilişkisini nasıl sonlandırmak gerektiğine ilişkin bilgi ve pratik bir arada verilmiştir. Son bölümde, bütün bu uygulamaların etik bir çerçevede yapılmasını destekleyecek konulara değinilmiştir. Etik meseleler ve ikilemler, çok kültürlü ve cinsiyete duyarlı yardım konuları tamamlayıcı nitelikte ele alınmıştır.

"The first publication in which a concise outline was made of the author’s theory of water self-purification. A short list of physical, chemical, and biological processes of water self-purification is given. One of the conclusions is: ‘living organisms are the core component of the multitude of processes of the ecological machinery working towards improving water quality’. Innovative and multifaceted conceptualization of how almost all aquatic organisms (biological community) work together toward making water clear and clean. In the title of the paper, the word ‘polyfunctional’ means the same as the word ‘multi-functional’.
              Title: Polyfunctional role of biodiversity in processes leading to water purification: current conceptualizations and concluding remarks.
Author: Ostroumov S.A.
Source: HYDROBIOLOGIA, 2002,  Volume: 469;  Issue: 1-3;  Pages: 203-204;  DOI: 10.1023/A:1015555022737;  Published: FEB 2002;
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Ostroumov S.A. Polyfunctional role of biodiversity in processes leading to water purification: current conceptualizations and concluding remarks. -
HYDROBIOLOGIA, 2002,  Volume: 469;  Issue: 1-3;  Pages: 203-204.
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Today’s society looks to universities for solutions to broad-based issues that require cross-disciplinary expertise. Yet, the organizational structure of our institutions remains locked in academic and administrative silos that have little genuine ability to communicate or to recognize the interdependence of knowledge. Why does the capacity to communicate between disciplines and units remain limited? How do formalizations of our experience create barriers? What kind of reflection would it take to subject our mental models of knowledge and learning to critical inquiry? This discussion highlights one of the most entrenched ‘group identity myths’ that underlie the structure of modern academic institutions, the ‘triviality of integration’ thesis.

This study examines the relationships among learning orientation, firm innovativeness and financial performance in the context of the Norwegian wood industry. A questionnaire based survey was sent to the CEOs of firms in the wood industry in Norway (241 usable replies, response rate of 49 percent). Learning orientation and firm innovativeness were conceptualised and analysed as latent second-order constructs by using structural equation modelling. The findings show that learning orientation has a positive effect on firm innovativeness in the traditional manufacturing industry. In addition, learning orientation was found to positively affect financial performance via the full mediating effect of firm innovativeness. Furthermore, firm innovativeness was also found to have an independent positive effect on financial performance. No direct effect of learning orientation on financial performance was found. According to the data, firm age also does not appear to affect the relationship between learning orientation and firm innovativeness.

This study aims to articulate the students' perception about cyber bullying, particularly on social media. Even though ICT technology provides a large number of benefits, particularly those who are young, as Campbell (2005) has pointed out that it has also a "dark side" (p. 68). Particularly after the intensive and extensive use of the social media, the impact of the cyberbullying has dramatically increased, but it is rarely discussed and prevented. Hence, in this study, the forty-five participants were selected from two different universities and by using phenomenological analysis (Moustakas, 1994), eight research questions were answered in the semi-structured interviews, which were approximately 45 minutes in length. By gathering theoriginal data were gathered from 'naive' descriptions the experiences related to cyber bullying were taken into account based on reflection and interpretation of the participant's different stories. The collected data were analyzed in Atlas.ti 6 in order to make depth study. Additionally, there were limitations in terms of selecting the participants since a few students wanted to share their personal experiences. As a result, the data showed that the students had inevitably affected by the cyber bullying in the social media in many ways. Among ali these students, the female students had been influenced to a greater degree comparing to male students. Most (96%) of the participants agreed that social relations had changed a lot and they had to have connections with their friends through the social media. The students— particularly females—viewed cyber bullying as a problem, but no one rarely discussed at the university. More importantly a large number (89%) felt loneliness and they did not know how to behave properly. Most (91%) students did not see any helpful resources when dealing with cyber bullying. Students (82%) were currently experiencing the majority of cyber bullying instances outside of the school day, but they had direct relationship with the events at the university. Students (84%) were not able to suggest some basic strategies in order to deal with cyber bullying. They (79%) agreed that they did not know how to respond to cyberbullying. Additionally, a large number of the (94%) participants agreed that the effects would be different on the elite environments comparing to the socially disadvantaged environments. They (96%) pointed out that the future of social media had been changing in terms of education and learning so that they did not have any chance to ignore the social media. Most (85%) of the participants clarified that the university social environment, centres and counselling offices would develop a better network and understanding in order to decrease cyber bullying. Most (88%) participants articulated that cyber bullying on the socail media would develop particuiar problems and would change the culture of social life. Most (81%) claim that social media are important not only for their social life but also for their Professional life so that they did not want to see their private photographs on the walls of their friends. These (61%) participants strongly pointed out that
privacy was remarkably important for the individuals but it was not controlled. Furthermore, most (92%) participants mentioned that the autonomy in the social media would make the individulas aggressive due to the fact that there was not any law and regulations to.

For the past decade innovativeness, as opposed to innovation, has received considerable attention in the academic literature as well as the corporate arena because it is considered to promote a competitive advantage. This study examines the link between innovativeness and performance of SMEs in the Swiss watch industry, in terms of customer orientation, competition orientation and inter-functional coordination. It uses performance measures such as market share, percentage of new product sales to total sales and return on investment (ROI), and has developed a new research scale of innovativeness. The results show that customer orientation has a positive effect on performance as well as the level of innovativeness in each company. There are also strategic implications for CEOs and managers as far as the methodological limitations and future research directions are concerned.

Mid-level managers often face complex tasks when they are implementing strategic plans at the local level and monitoring related change initiatives. Yet, little is known about how these middle managers navigate such complexity and how their interactions within their local organizational networks create innovative responses to unforeseen turbulence during plan implementation. One challenge is that middle managers confront daily competing priorities such as how to tease out new local efficiencies, improve quality, leverage new technology, enter new markets, and comply with new regulations. We examine which specific elements influence adaptability in local settings, in the face of overarching strategic imperatives, and the bottom-up process of the middle-managers’ initiation and/or participation in adaptive responses to turbulence. Understanding these elements can contribute to better implementation of strategies that facilitate organizations’ successful responses to emergent opportunities. We conduct three studies to examine such factors. We focus specifically on their effects on individual mid-level managers’ decision effectiveness, as the managers seek to balance formal plan implementations with environmental turbulence. The first qualitative study conducts 33 interviews of managers, employees and union representatives which solicit two factors that contribute to managers’ local adaptive responses to turbulence. These are: (a) dynamic actions facilitating feedback and collaboration with stakeholders, and (b) adaptability facilitating informal interactions and related informal knowledge exchange. The second study (quantitative) validates a model which posits that middle managers’ networks of interactions, conflicting constraints, and dynamic actions, with planned change implementation as a moderator, have positive effects on perceived organizational innovativeness. The analysis is comprised of 510 self-reported surveys collected from mid-level managers. The third study sharpens the focus on adaptability during change. It quantitatively tests the extent that middle managers’ networks of interactions, conflicting constraints, technology turbulence, and market turbulence are mediated by planned change and perceived organizational innovativeness, and the extent of positive impact on adaptability. Adaptability is defined on the individual level as a second order factor comprised of feedback orientation, collaboration, informal knowledge dynamics and coordinated actions. The study is comprised of 794 self-reported surveys collected from a new sample of mid-level managers. The integrated results empirically demonstrate that: (a) middle managers’ participation in formal organizational networks significantly increases adaptability during change, implementation success of plans of change and perception of organization’s innovativeness, (b) middle managers’ level of exposure to conflicting agendas significantly decreases their positive influence towards adaptability, implementation success of plans of change and perception of organization’s innovativeness, (c) middle managers with a higher awareness of nascent technologies can significantly contribute to adaptive outcomes and cause these managers to perceive their organization as more innovative, (d) middle managers with higher awareness of market shifts possess more positive perception of their organization’s innovativeness, and (e) middle managers with a deeper understanding of the organization’s plans for change can better incorporate unplanned adaptive responses resulting in more adaptive outcomes. The results identify several research directions and generate new recommendations for middle management. More importantly, it validates the idea that organizations should invest in ways for middle-management to discover new and alternative ways of fostering an adaptive “space” to heighten: feedback orientation, collaboration, informal knowledge dynamics and coordinated actions. Better understanding the bottom-up flow from mid-level managers, throughout the complex process of change can improve their willingness to participate and/or initiate innovative responses. By routinizing middle managers’ decision-making activities into the strategic plans of change and allowing them to contribute to local disruptions through experimentation and adaptation for emergent outcomes, increases the resiliency of the entire organization. These findings should interest scholars and practitioners in competitive environments.

As it is emphasized in marketing, management, and strategic management literature, " market orientation", "learning orientation", and "innovativeness" are regarded together as having a significant impact on a firm's performance. The objective of this study is to find out the interrelationships of these variables and their impact on performance in the Turkish logistics sector by using Structural Equation Modeling. The research findings revealed that the firms in the logistics sector in Turkey are market oriented, learning oriented, and innovative and that all variables are effective on performance enhancement.

Mitler, bazı gizemli olayların neden gerçekleştiğini açıklamak veya nasıl davranmamız ve düşünmemiz gerektiğini doğrulamak amacıyla ortaya çıkan ve nesilden nesile aktarılan hikâyelerdir. Kültürler, etraflarındaki dünyayı açıklamak için mevcut bilgilerden faydalanamadıklarında mitler üretirler. Pek çok insanın yaratıcı olmakla ilgili yanlış inançları vardır. Bu yanlış inanç nedeniyle de yaratıcılıklarını tam olarak kullanamazlar. Yaratıcı bireylerin ve firmaların başarıları üzerindeki en son araştırmalardan biri bu kitabın yazarı David Burks'e aittir.
Elinizdeki bu kitap, yaratıcılık ile ilgili sahip olabileceğimiz yanlış fikirler ve gerçekler ile bizleri yüzleştirip, en iyi fikir ve projeleri, araştırma ve programları bulmak için bizlere pratik bir yöntem sunmaktadır. Özellikle, birçok kişinin ya da organizasyonun yaygın olarak kullandığı 10 yanlış yaratıcılık efsanesinin üzerinde durarak yeni bir sistem önermektedir. Kitapta, tamamıyla yenilikçi stratejileri tasarlayabilmek için yaratıcılık hakkındaki yanlış efsaneleri dolayısıyla da ön yargıları nasıl ortadan kaldırabileceğimiz konusunda cesur fikirler sunulmaktadır. Ayrıca kitap, yaratıcılığın ilham alınarak, bazen tesadüfi gerçekleştiğine ve biraz da şansa bağlı kalındığına dair fikirlerimizi değiştirecek bir kitaptır. Bunun için, özellikle pek çok gence yön veren kişilerin okuması gereken bir kitap konumundadır; gerek büyük gerekse küçük şirketlerde fark oluşturmak isteyen bireyler ve yöneticiler için el kitabı niteliğindedir.
Günümüzde rekabetçi küresel pazarlarda ve ortamlarda kaliteli, hızlı, ihtiyaçlara yönelik yenilikçi ürünler, hizmetler veya süreçler sunmak kaçınılmazdır. Bir diğer anlamda, yenilikçiliğe odaklı yüksek değer oluşturan işler için bizlerden yaratıcı olmamız, yeni ve kullanışlı fikirler geliştirmemiz beklenmektedir. Yenilikçi fikirlerin ortaya çıkması şansa bırakılamaz.
Yaratıcılık ile ilgili ilk dar boğaz, toplumların oluşturduğu mitler ile karşı karşıya kalınmasıdır. Mitlerin ortadan kaldırılacağı yenilikçi fikirler üretmek için kullanılabilecek, bilimsel açıdan kanıtlanmış bir yaratıcılık modeline ihtiyaç vardır. Müthiş fikirler üretmek için bir dış güç inancına bel bağlamak zorunda değiliz. İhtiyacımız olan her şeye zaten kendi içimizde sahibiz. Akıcı bir üslupla ve örneklerle anlatılan bu kitapta, yaratıcılığın efsaneleri, yenilikçiliğe götüren süreçlerin üzerindeki sır perdelerini aralamaktadır.
David Burks, Yaratıcılık Mitleri adlı bu kitabında yenilikçiliği tetikleyen inanışların, engellerin ve güçlerin gizemini çözmeye yardımcı oluyor. Kitap boyunca, her bölümde bilimsel açıdan konuyu destekleyecek farklı örnekler bulabilirsiniz. Yenilik çalışmalarını geliştirmek isteyen herkes için Yaratıcılık Mitleri yeni fikirler bulmak açısından mutlaka okunması gereken önemli bir kitap.

Open innovation (OI) concept emerged at the beginning of 2000. It was first coined by Henry Chesbrough after he observed the competitive advantages collaborative innovation could gain. Even though the term of OI became widespread, many large enterprises continue ignoring using it due to the organizational and corporate culture that tend to preserve knowledge in-house instead of sharing it with their partners. However, OI as a concept can be translated into different forms of organizational assets and practices. Based on that fact, a company may partly practice OI, while the leadership does not really recognize or highlight it as such. That part of OI practices reflects to the degree of innovation openness and the overall maturity level. In this study, the visibility of OI practices is addressed. The study investigate the possibility to formulate a generic conceptual model that can be used to map and visualize OI maturity, taking into account the constraints of different contexts such as the industrial category and organizational culture. Moreover, the study builds up logical paths for how companies and researchers can approach improvements related to OI maturity.
In order to experiment the effectiveness of the proposed model, two large companies with different industries are studied as practical cases for how to measure innovation openness and OI maturity in a company. The context of each company is considered and carefully studied in terms of constraints that this particular context involve to impede the application of ideal OI. The maturity level of each OI dimension is measured for both companies based on the outcomes of the interviews. Further, general and specific recommendations are suggested for the two companies as well as with regard to OI. Finally, the model is graphically illustrated, and further future research improvements are suggested.

This article introduces a new psychological concept i.e., innovativeness based self-esteem which is confined within self-concept paradigm. The concept reflects individual's self-evaluations about his personal innovative capabilities to determine his significance, successfulness, and worthiness in an organization. The study adopted knowledge void technique to identify the research gap and further discussed theoretical perspectives and characteristics of innovativeness based self-esteem. At last, the study argued how innovativeness based self-esteem can play an important role to enhance innovative performance of employees. It is worth mentioning that the introduced concept is equally applicable to both public and private sector organizations.

Hiring decisions can be risky. How much can employers save by better understanding the motivations and objectives of each applicant?  How much time and expertise should be invested in getting to know each applicant? Will such efforts raise the return on investment?  What are the shortcomings and deficits of the criteria to evaluate, compare and rank applicants?  How do they need to get changed to reflect the shift in the relative order of job skills between employees when the composition of the team (total of all employees) changes by hiring, firing or replacing?  A job description combines tasks and steps to a random set of job responsibilities.  But could there be better ways to bundle tasks together and to look for the most qualified applicant for this particular arbitrarily defined task bundle?  Could the employer benefit from regrouping all small tasks, which a company must perform, by changing which and how many small job tasks will be bundled together in different job descriptions?  And if so, how can reassigning each little tasks from different jobs to the most suitable employee (task-centered approach) instead of looking for the most qualified applicant for a particular job (job-centered approach) help in improving productivity and profitability?  How and why will the new task-centered approach help to increase the workforce diversity more than the job-centered approach?  How can reassigning tasks help disabled and handicapped lacking essential job functions to get hired anyways?  How can employers benefit from not only looking for the most qualified applicant for any particular job (i.e. arbitrarily bundle of tasks and steps) Why does the task-centered based hiring decision benefit employees, employees, applicants and disabled job-seekers more than job-centered based hiring decisions?  What are the benefits to seek the best employee for each task (task-centered) instead of the most qualified applicant for a particular job?  How can employers benefit from a paradigm shift replacing the job-centered with the task-centered hiring perspective?  How can the multi-dimensional effects, which different combinations of employees (i.e. teams) on the overall productivity and profitability be measured?  How much welfare and unemployment benefits could be saved if employers were aware of the additional benefits when making task or employee based hiring decisions instead of exclusively looking for the most qualified applicant?  How can reassigning job-tasks to different employees help applicants to become the most qualified job-seeker despite lacking essential job functions?  How could employers be convinced that they'd benefit most from reassigning tasks from different jobs to the employee most qualified for a particular task instead of only looking for the best applicant for a particular job consisting of an arbitrary bundle of tasks?

In the literature, sufficient attention and interests have been given to electronic banking service quality dimensions and redefined antecedents. Its contributions, however, have a visible expression on banks' electronic banking service quality development from customers' perspective. The intent of this study is to find the extent e-banking service quality dimensions could be modified and develop all-encompassing electronic banking service quality dimensions and constructs. In a quantitative approach, this study made use of survey method with structured questionnaires in collecting primary data from 600 purposively sampled customers of the Ghana Commercial Bank Ltd. Utilising Microsoft excel, excel tool packages, SPSS (version 22) and AMOS, the research analysis was done in stages to satisfy underlined assumptions in quantitative studies. With PCA and CFA techniques, the findings from retrieved views of 556 respondents show that e-banking service quality could be well modified on a three factor model. The upshot evinces system performance, system security and system existence quality as redefined e-banking service quality Osei et al.; BJEMT, 11(3): xxx-xxx, 2016; Article no.BJEMT.22527 2 themed as Re-EBankQual. Although this study showcases interesting ideas, it suffers several limitations. The constraints of this study are that, it did not rely on broader sample size to represent the entire population and hence the results could be viewed as just the perception of clients interviewed but not the general populace of the bank. Also the study was restricted to a specific geographic region belonging to a single commercial city in the eastern region of Ghana. For these limitations, theoretical and managerial recommendations have been noted for scholars and bank stakeholders to eliminate the bottlenecks that hinder the development of redefining e-banking service quality dimensions. The imports from this study sight on the themed areas of electronic banking service quality for both management and scholars to take note and affect decisions to improve services. It also adds to literature on the electronic banking service quality conceptualization and brings to light a new perspective in electronic banking service quality.

Workplace learning is a critical tool for both employees and organisations in their continuous adjustment to various global trends reshaping our workplaces, economies and societies. Workers learn most when engaging in new and challenging activities in which they are granted sufficient autonomy to solve issues themselves or in collaboration with their colleagues or mentors. Findings based on the data from the 2019 European Company Survey indicate that informal learning is the key aspect of workplaces in terms of company performance and employee wellbeing. Such results call for more attention from policy-makers and organisations’ management to various forms of informal learning at the workplace. This is particularly the case when considering the apparent lack of beneficial effects of formal and non-formal learning on employee wellbeing and company performance. These findings illustrate the overwhelming prominence of informal learning at the workplace compared to formal and non-formal learning forms. They also indicate the often untapped learning potential that exists at workplaces. However, analyses show that most companies are still not offering optimal learning environments and opportunities to their workers. Such a situation hurts both employees and companies but also presents an opportunity for action at organisational, national and international levels. Such an action would aim to create institutional conditions, legal frameworks, learning resources, and incentives for companies to start organising their workplaces in a way that will facilitate workplace learning, especially its various informal forms.

The present study aims to investigate the impact of social capital on organizational innovation by studying the mediating factor of entrepreneurial orientation in auto parts manufacturers. The statistical population of the study includes the executive managers of Iranian auto parts companies. The collected data was analyzed using the partial least squares structural equation modeling (PLS-SEM) method. The Smart PLS 2.0 software was applied for analyzing data and path modeling with latent variables. Our findings showed that social capital has a positive, significant impact on organizational innovation and entrepreneurial orientation among the staff. Entrepreneurial orientation of the staff in turn affects organizational innovation, which confirms the mediating effect of entrepreneurial orientation on the relationship between social capital and organizational innovation. The findings of the study can help managers of auto parts companies to improve innovative activities and motivate the staff toward entrepreneurial activities.

Research on top management team diversity (TMTD), and innovativeness outcomes is abundant, yet the question of whether TMTD has positive or negative effects on business and organizational innovativeness and performance still remains open. The dissertation systematic mix research approach paves the way forward for a qualitative outlier analysis, by firstly, analysing global research in top management team theory (TMTT), and TMTD. Then secondly, a model was developed for analysis of the human capital capabilities of TMTD innovation. The suggestion that a dynamic interplay between the development of human capital capabilities of TMT and the changing innovation environment, was developed through an exploratory factor analysis that explicates, innovativeness constructs, of organization innovation culture, technology innovation management, and research and development (R&D). Thirdly through a Mahalanobis distance (MD), the research identified outliers for interviews. This worthwhile proven research findings are met through applying multilevel theoretical reasoning and analytical methodology. The research provides some new insights into the controversial relationship, and explore avenues of TMTD power, capacity to innovate and the possible influence of demographic index analysis. In addition, it moves away from diversity as a general construct and conceptualizes TMTD as a multi-dimensional construct by differentiating between various diversity dimensions in terms of their antecedents and consequences. The practical application, is the way to measure diversity and innovation, and could initially be used to establish a baseline level of diversity research and innovativeness. From there, it could be used as a metric to chart the organization’s efforts as it moves to engender innovation The originality
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rest upon the theoretical framework of this dissertation draws upon upper echelons, team diversity and firm internationalization theories as well as the similarity attraction theory and through the empirical analysis is conducted on a survey of Namibian companies, and utilizes a number of different analytical techniques to seeing the different angles of the true face of diversity. The method provide and alternative way of looking at TMTD, from the perspective of interesting outliers.

Many organizations today find themselves stagnating, struggling just to keep up in today’s rapidly changing environment. Companies rise and fall with alarming rapidity.  Employees and managers have little or no loyalty to their organizations and are always on the lookout for a bigger pay check or the next step in their own careers. All of this presents major problems for any group, whether a gas station, church or international corporate powerhouse. And they can all be traced back to one thing – culture.
Culture is the soul of any organization. A strong culture breeds loyalty, innovation, and success.  A weak culture will breed cynicism, apathy, instability, and the eventual demise of the organization. Yet, culture is an often overlooked aspect of business thinking and strategy.
However, there are a lot of organizations with counterproductive cultures in which culture is an inhibitor, slowing down all processes and increasing transaction, governance and production costs. This issue is rarely discussed but very often faced by all of us.
Positive culture can’t be maintained without such critical factors as respect, job satisfaction, involvement, loyalty, shared affection, preparedness to change, and responsibility, which defines the engagement of everyone in an organization. Teamwork, innovativeness, professionalism, accountability, shared vision, and trust form the main asset of any organization, its metaphysical resources. They define the nature of psychological power residing in culture and have direct impact on a company’s performance and achievement of its goals. Whether or not this potential is realized depends on how effectively it is exploited.
In this book, a reader will learn what culture is, why it is important and how to fix it when it goes wrong. Leaders, management, as well as employees on the front lines will benefit from the discussion. This book is for those rising above the ordinary every day.

Purpose – While studying the topic of seeking behavioral excellence (proactive and creative competence) in organization, scholars have presented a variety of literature sprinkled with countless theories on behavioral competence.
Research design, data, and methodology - Foremost among the several theories on this topic are two distinct sets of behav-ioral theories: OCB (Organizational Citizenship Behavior) and Constructive Deviance. Both of these theories attempt to posit their usefulness in positive organizational outcomes (such as organizational effectiveness, quality, performance, and innovations).
Results - However, their proposed constructs are opposing and studies are conducted in isolation, thereby creating a sigificant literature gap and omitting the possibility of being inclusive of the best that both OCB and constructive deviance have to offer.
Conclusions - The article bridges the gap by critically examining OCB and constructive deviance and including a consideration of other empirical studies in an attempt to be comprehensive while, at the same time, seeking to find an effective behavioral construct that is both appropriate and conducive for positive organizational outcomes in the context of the current business environment.

An organization intelligently and systematically applies knowledge-based organizational principles, organizational traditions, and organizational culture to define, reflect, and assert the goals, visions, and the desires of the organization.

Realistically, organizational intelligence is an investment in the analytical evaluation of the business structure of an organization, further contributing to the inclination of the organizational vision that justifies the organization of intelligent and the development analysis of the structural framework of the security sciences, in this context, organizational struggles, efforts, and crashes are reviewed and strategically evaluated to circumvent the risk of organizational threats, competition, and identification of organizational opportunities, prospects, potentials and advantages that create competitive advantage in the marketplace.

The research and application of organizational intelligence is an inclusive and evolving dynamic science, and has soon become a unique and interesting research field, for seminars and marketing practice in most academic writings, research, intellectual debates, and business forums. The rapid growth and changing nature of international marketing has increased; the relevance and value of organizational intelligence and its irreplaceable need.

The rise of the supply, scarcity, and demand of high products and services in the global market has placed a pressure on the scalability of most enterprises to meet customer standards and expectations. This is explained through an understanding of the existence but yet a lack of organizational intelligence, the research and business analysis that examines the comprehensiveness and relevance of most organizations in the operation of intelligence. The purpose of this study is to explore the relationship between organizational intelligence and innovation management and the professional development of enterprises.

Key Words

Organizational leadership, Organizational aspirations, Organizational compatibility, Competitive intelligence, Strategic vision, Systems thinking.

W artykule zaprezentowano wyniki badań, które miały na celu zidentyfikowanie, jak władze polskich małych miast postrzegają i kształtują na poziomie strategicznym te ponadlokalne relacje ich miast, które związane są z innowacjami i lokalną innowacyjnością. Badania te przeprowadzono w roku 2014 metodami sondażu diagnostycznego i analizy treści. Wykorzystano w nich także wyniki obserwacji uczestniczących, przeprowadzonych w latach 2010-2014. W początkowej części artykułu wyjaśniono kategorie i procesy kluczowe z punktu widzenia badań, takie jak: rozwój lokalny w obu jego perspektywach, innowacje i ich znaczenie w rozwoju lokalnym, innowacyjność lokalna, ponadlokalne relacje układu lokalnego, zarządzanie rozwojem lokalnym, zarządzanie strategiczne rozwojem lokalnym, ponadlokalna perspektywa tego zarządzania. W dalszej części zaprezentowano przesłanki, obiekty, cele, pytania, metody i techniki badawcze oraz wykorzystane źródła informacji. Następnie przedstawiono wyniki badań, dzieląc je na 4 części odpowiadające relacjom waloryzacji, animacji, supresji i deprecjacji układu lokalnego oraz działaniom prowadzonym w celu ich prorozwojowego kształtowania, wyznaczającym egzogeniczną utylitarność, neoendogeniczną absorpcyjność, protekcyjność i retencyjność zarządzania rozwojem lokalnym. Artykuł kończą wnioski oraz zalecenia co do zmian lokalnych i ponadlokalnych polityk rozwoju, których dokonanie upowszechni i ułatwi proinnowacyjne kształtowanie ponadlokalnych relacji małych miast.
[The article presents the research results whose aim is to identify how local authorities of Polish small towns perceive and form at the strategic level, these supra-local relations of their cities, which are connected with innovations and local innovativeness. The research was conducted in 2014 using diagnostic survey and content analysis methods. In addition, the results of participant observations, conducted in 2010-2014, were used. In the initial part of the article key categories of research field are explained, such as local development in both perspectives, innovations and their role in local development, local innovativeness, supra-local relations of local system, local development governance, local development strategic governance and its supra-local perspective. The next part presents rationale, objects, goals, questions, methods and techniques of research and used sources of information. Then the results of the studies are presented, dividing them into 4 parts, corresponding to different types of supra-local relations of local systems and activities for their prodevelopmental formation. The article concludes with findings and recommendations for changes of local and supra-local policies which will popularize and simplify pro-innovative shaping of supra-local relations of small towns].