جستجوی مقالات مرتبط با کلیدواژه « case study » در نشریات گروه « مدیریت »

New technologies in the field of Industry 4.0 enable companies to enhance their business processes and customize products and services through the generation of new knowledge. The creation and sharing of this new knowledge depends on both the optimal use of Industry 4.0 technologies and interactions along the value chain. However, achieving business benefits is highly dependent on human resources and their digital skills and competencies. Therefore, companies approaching the Industry 4.0 paradigm should consider these new technologies as tools that facilitate the creation and sharing of new knowledge. They should pay attention to the digital skills and competencies required to manage this technological transformation and enhance internal competencies. The purpose of this research is to combine the results and findings obtained from qualitative studies, providing new insights from previous research. In this study, a meta-composite approach was used to investigate qualitative case studies, examining the relationship between knowledge management and Industry 4.0 capabilities in organizations. The results show that knowledge management capabilities in the field of Industry 4.0 are examined in two dimensions: business models and organizational innovation. This research also emphasizes that in order to address organizational challenges, knowledge management strategies and the maturity level of Industry 4.0 technologies within organizations must be understood.

Regardless of the effectiveness of the policy during the formulation stage, it is crucial for the policy to be seamlessly integrated and solidified within the actual procedures and practices of the local destination of implementation. This integration is essential for realizing the intended benefits of the policy. This study aims to identify and categorize obstacles and opportunities for effective implementation of Covid-19 crisis policies in the executive bodies of Kurdistan Province. 

Using a qualitative case study approach, data was collected through interviews with 32 employees from five government organizations: The health network, education network, banking network, traffic police, and governorate organizations. 

Data were analyzed based on a conceptual model consisting of fourteen factors. The study identified several obstacles and inhibiting factors, including a lack of facilities, non-cooperation of the people, insufficient financial support from the government, incorrect information from organizations, and limited interaction between people and organizations. Opportunities and drivers of implementation included problem-solving through disobeying orders, the sacrifice of employees, high levels of inter-organizational cooperation, problem-solving through consultation with higher authorities, and increased interaction between people and organizations. The findings provide insights for policymakers and practitioners on effective implementation of crisis policies at the local level. 

Effective crisis management necessitates social participation and recognition of the influential role of media, within both organizational and citizen levels. Policymakers and government executives should utilize the potential of public participation and the media to formulate and implement crisis policies, thereby addressing any potential weaknesses in policy formulation through collaboration and empathy.

The effective execution of organizational strategy remains a fundamental challenge for both managers and management researchers. In the realm of strategy research, insufficient attention has been given to achieving a harmonious equilibrium between organizational components and the perceptions of strategy hindrances held by strategists, namely CEOs and senior managers. This perspective focuses on strategy as a dynamic "action" resulting from the daily activities of strategists within the organizational context. Given that strategy failures can result in a squandering of organizational resources, addressing this issue is of paramount importance. This research aims to identify obstacles to strategy implementation as perceived by the senior management team of a government-owned agricultural and industrial company in Iran. The authors employ the McKinsey model as a theoretical framework to scrutinize the failure of strategy implementation, dissecting the constituents of each model factor through the lens of senior managers.

This research adopts a qualitative approach, specifically an exploratory case study utilizing an embedded methodology. Semi-structured interviews were employed to collect qualitative data, enabling the researcher to gain in-depth insights into the research topic while systematically gathering data. Subsequent interviews were conducted to obtain further data or clarifications until thematic saturation was achieved after the 21st interview. The resulting data underwent open coding. Triangulation of data was performed using observations and secondary data sources, including the organization's website, annual reports, quarterly meeting minutes, strategies, policies, mission statements, and goals.

Identified codes encompassed both negative and positive impact codes. Regarding the effects of these codes on strategy implementation, 155 codes were identified with a negative impact, 29 codes with a positive impact, 4 codes with a dual impact, and 16 notes (comprising questions and ambiguities). These codes were ultimately categorized into 21 distinct categories and organized into five overarching themes. Some noteworthy categories include organizational background, entrepreneurial spirit, collaborative planning, employee disengagement, conflicts of interest and opinions between middle and senior managers, issues with strategy formulation, managerial incompetence, financial challenges, leadership frustration, chronic understaffing, and a lack of commitment, among others. The resulting themes encompass leadership style, structural and systemic problems, skills, personnel, and strategy.

This study scrutinizes the dimensions of the McKinsey model from the perspective of senior and middle managers, ultimately pinpointing challenges in strategy implementation. Foremost among these challenges is the absence of "common values." Issues such as representation, leader frustration due to misalignment with middle managers, and feelings of injustice between line managers and staff contribute to convoluted and conflicting communication within the organizational hierarchy. Within the middle management layer, direct leader involvement in their affairs, occasionally bypassing them, and the repressive approach of middle managers compound confusion, feelings of injustice, and diminished motivation. The lack of skill among middle managers in managing these situations further exacerbates employee apathy. The research findings underscore that successful strategy execution necessitates more than just a sound formulation method. All seven components of the organization must achieve harmony and balance for successful strategy implementation to occur.

The main goal of this research is to design a model for electronic governance in the health system. The research method is part of developmental research in terms of results, exploratory research in terms of purpose, and qualitative research of case study in terms of method. The research data collection tool is interview, and the theme analysis method has been used to analyze the data. Based on the obtained results, the main fields of electronic governance in the field of health include social participation, awareness, legal infrastructure, investment in various fields, social trust and comprehensive strategic design. Also, the main capabilities of this model include electronic health management, improving efficiency, optimal access to services, electronic administration and improving effectiveness. The obstacles of this model include the lack of allocated funds, lack of necessary support, lack of inclusive participation, lack of appropriate information technology infrastructure, cultural platform not being ready, lack of sufficient training and low level of cyber security. In the following, the results and consequences of this pattern were identified, including individual, organizational and social consequences and finally, the final model was presented. It should be noted that the model presented in this research can be a suitable road map for the development of e-governance in the health field of the country.

Interaction of universities with organizations and companies is one of the necessities of communication between science and practice for universities, as well as updating human resources for private companies and government organizations. The aim of this study was to design a model of university interaction with private companies and government organizations in the field of empowerment of employees and managers. In this study, based on the case study approach and with the help of content analysis method, the top ten universities in the world (including MIT, Stanford, Oxford, Cambridge, Royal University of London, Harvard, UCL, Yale, Chicago and Berkeley) Which offer special empowerment courses for organizations and companies, have been analyzed and reviewed. The results indicate that the studied universities in most cases establish skills training centers to provide educational services in the form of short courses to organizations and companies and thus help to modernize human resources. Based on the analysis of the experiences of the world's top universities, it is possible to design a conceptual model of optimal interaction between the university and companies and organizations in the field of training courses in three areas: course design method, selection method and selection of qualified people to attend the course.

In addition to its inherent impact on the health section, the distribution of pharmaceutical products has also an economic aspect. This paper aims to design a supply chain for pharmaceutical distribution companies so that they have the best coverage and performance at the lowest cost.

Design/methodology/approach:

 An operations research model has been developed based on minimizing distribution costs and construction costs to address the problem. The model’s constraints included the rules governing the national pharmaceutical supply chain. Due to the complexity of the model and the high dimensions of the problem in real conditions, the model has been solved using a two-tier genetic algorithm in combination with priority-based coding and the K-medoids clustering method. To optimize the performance of the algorithm, the parameter tuning of the Taguchi method has been used.

Clustering demand points from 429 to 50 centers had less than 1% implication on the total costs. Distribution costs might even grow in optimal designs, however, the total cost was reduced by 36%. Optimal points for distribution centers were located and an optimal distribution plan for goods was recommended for a company distributing 239 types of pharmaceutical products.

Research limitations/implications:

 In this paper, only costs were considered due to establishing new distribution centers and dispatching goods. In future studies, inventory costs can be considered either. Also, there may be more legal aspects that have not been considered such as the minimum number of distribution centers.

Practical implications: 

To evaluate the efficiency of the model in practice, a case study was implemented on the drug distribution company, i.e., Adorateb. For the studied company, an appropriate distribution network, as well as an optimal distribution pattern of drugs, were identified and compared in terms of cost with the current situation of the company. The recommended optimal location relative to the current situation indicated a significant reduction in costs.

Social implications: 

Designing supply chains strongly influences the performance of the pharmaceutical supply chain. By reducing costs through optimal network design, while covering demand requirements, a society may have sustainable access to pharmaceutical products in a long term.

Originality/value: 

The main innovation of this paper is the recommendation of a mathematical model for designing a pharmaceutical distribution network while considering real supply chain national regulations along with a hybrid solution approach that can handle real-size problems. The applicability of the model and the solution approach were verified by a case study.

Iran can achieve its rightful place in tourism industry by taking advantage of its media flow and focusing on natural and historical attractions, Spectacular, ancient landscapes and existence of huge tourism resources. Since the role of media in development of tourism has been less introduced in previous researches, the main issue in this research is that how Islamic Republic of Iran Broadcasting influences and plays a role in development of domestic tourism. The purpose of this article is to identify and present a suitable model for the Role-Making of Islamic Republic of Iran Broadcasting in development of domestic tourism. The present study is applied in terms of purpose and case study in terms of qualitative method. After selection of Radio and Television Organization as a case study, interviews were conducted with 13 experts in the Radio and Television Organization in the field of media and tourism based on STAR framework. The collected data were transcribed and categorized into sub-dimensions and concepts using interpretive analysis and open coding. Finally, a comprehensive model of Role-Making of IRIB in the development of domestic tourism in term of four main dimensions of environmental challenges with 5 concepts of media, host society, tourists, tourism facilities and services, government; role of media with 6 concepts of economic, cultural, social, Environmental, managerial and policy-making; media actions with 3 concepts of radio, television and social media, and consequences of Media effectiveness with 6 concepts of economic, cultural, social, environmental, managerial and geographical distribution with subset Code is presented.

Attracting, motivating and retaining knowledge workers is critical in a knowledge-based economy, where knowledge management practices and global technology convergence have redefined the nature of work; While the success of today's organizations depends on the knowledge of its people, retaining knowledge employees due to their high mobility and fluidity remains a challenge. The purpose of this qualitative-exploratory research is to investigate and identify the sources and factors of job embeddedness of knowledge workers in Iranian knowledge-based firms with their work environment. For this purpose, after an in-depth study of the theoretical foundations of job embeddedness, the framework of semi-structured interview questions was designed. Then, in order to collect field data, managers and human resources experts of 17 knowledge-based companies were interviewed by purposeful sampling in the form of snowball sampling. Subsequently, the interviews were transcribed and coded using MAXQDA2018 software and Clark and Brown six-step theme analysis method; As a result, knowledge workers' job embeddedness sources, consisting of 372 sub-codes in the form of 27 sub-themes and 9 main themes including individual-human resources, supportive practices, interpersonal processes, job-related and work environment sources, knowledge management, improvement and sustainability of human resources, Survey and measurement practices, organizational structure and barriers and challenges were identified, analyzed and classified.

Recent developments in philosophy of science have lead scholars from unification to causal mechanisms. Process tracing, as a systematically qualitative methodology, is used for both theory testing and theory building. The goal of this paper is to explore mechanism’s philosophy and to explain the process tracing method so that new case studies are conducted, leaving from correlational analysis to causal mechanisms. Accordingly, this essay describes process tracing using step-by-step approach and then some misunderstanding about it is presented.

Technology and knowledge-based companies are one of the main axes of developing the knowledge-based economy in the country, and therefore the capabilities of these companies are important. In the last two decades, relatively large financial and legal support has been provided to these companies, but their managerial and organizational empowerment has often been neglected. Accordingly, the Innovation and Prosperity Fund (from 2015 to 2021) has provided empowerment services to knowledge-based companies. In this article, through a case study method and using the available documents, statistics and evidences and conducting 21 semi-structured interviews, the historical narrative of the formation and development of empowerment services, its patterns and limitations from the beginning to the present has been discussed. Based on the research findings, three factors: understanding the necessity of such services, the existence of similar structures and institutions at the international level and the emphasis of senior management of the fund on the importance and necessity of empowerment services have been effective in shaping these services. Also, the three shortcomings of non-synchronization of empowerment services with other financial services of the fund are the lack of capable companies and specialized personnel to provide empowerment services and concentration of services in the developed provinces are the challenges facing these services in the future. Findings of this article have policy implications for knowledge-based economy policymakers in developing empowerment services for knowledge-based companies.

Case-based training method involves a powerful learner-centered strategy which affects critical thinking, learning, and interacting with others. This research is an attempt to design a model for training managers and commanders, formulated on the basis of case study as one of the dimensions of the management laboratory at Imam Hussein Comprehensive University. The main reasons for employing this method contain participatory learning, observing theory in practice, enjoining learners with real-world complexities, having a decision-making position, evaluating the impact of individuals' decisions, dialogue-oriented learning, and educational flexibility. Grounded theory is used to design the promising model. Five experts were identified as the primary subjects of the research through the snowball sampling method, and finally, a total of 13 interviewees were addressed for in-depth unstructured interviews. In the end, after three types of open, axial and selective coding, the final local model of case-based education was achieved. As a result, the components including “defining the educational goals", "appointing and justifying the instructor", "case decisions", "training scenario development", "student preparation and environment", "student selection", "evaluation of training process and results", "development of final action plans", and "feedback report" were identified and organized in the form of "causal conditions", "context", "axial category", "intervening conditions", "strategies" and "consequences". This local model is significantly advantageous and innovative in terms of its comprehensive features and in its consideration of independence in action, factors involved in the model, including multi stages, and attention to other key components of case-based training compared to previous common models mentioned in this paper.

In this research, while briefly getting acquainted with the automotive industry and the principles and indicators of innovation in a car manufacturing company, it was tried to determine the innovation capability gap between the desired level and the current situation. With this awareness, opportunities are provided for the growth and development of the automotive industry and suggestions can be made to get out of the crisis and recession in this industry. It should be noted that different industrial sectors, while having similarities, have different characteristics and coordinates, and innovation studies in industrial sectors should be done taking into account these differences. This research is applied in terms of objectives and according to the presence of the researcher in this industry and the use of questionnaires within the organization in terms of survey method and field type and case study. The researcher seeks to conceptualize and answer this question that "What are the indicators of innovation capability in the automotive industry and what is the distance between these indicators and the desired level?" The results of this study show that in recent years, the trend of applying innovation in this automotive industry in Iran is Has decreased and the level of organizational innovation is not effective. Therefore, changing the existing policy and organizational structure of car companies, especially in the system of innovation and research and development and changes in the culture and attitudes of managers, is necessary to move towards the use of effective indicators of innovation and technology.

It is the objective of the present study to derive a method from the relevant literature for aligning business strategy and HR practices. The method should have a practical approach. For this reason, the alignment method then will be implemented in an example organization as a case study.

The research method is the case study. Data are collected in five stages. In order to identify the business strategy, the organization’s documents are subjected to thematic analysis. Business capabilities are identified through interviews with seven experts. In the next step, interviews are conducted with two experts and the organization’s procedures and practices are reviewed to identify the strategic processes and the strategic jobs corresponding to each capability. A competency profile is then defined for each strategic job using the DACUM method. Finally, HR practices in the example organization are studied using the internal procedures and practices as approved by an expert in the field.

The strategy of the case study organization comprises product development, market development, as well as quality improvement and consolidation. Eleven organizational capabilities and six strategic jobs are identified. Based on the competency profile, HR planning, performance appraisal and compensation are found to be uniformly implemented for all the competencies. However, differences are observed in the decision choices regarding staffing, recruitment, training, and career development due to differences in competencies.

Despite the need for this important matter, no research has so far examined the alignment of HR strategy and HR practice and proposed a mechanism for this alignment so the present study proposed an operational mechanism for moving from business strategy to HR practices and implemented it in an organization. This alignment method should develop a comprehensive understanding of the organization's strategic changes for human resource professionals to help them make necessary changes to HR practices concomitant with business changes.

Open banking is a new paradigm that is rapidly growing in the world banking industry. Moving towards open banking and using the capacities and potentials of cooperation with innovative businesses can draw a clear horizon for maintaining banking services' survival as one of the macro banking strategies. But this requires a change in the traditional business model of banks. The purpose of this study is to provide a business model framework for commercial banks with an open banking approach. In this study, using banks' approach to participate in the financial ecosystem and the type of cooperation with third parties, four types of the strategic approaches and the dimensions of banks' business model in each situation are described. Accordingly, each bank can have one of the roles, including the integrator, producer, distributor, and the platform in open banking. In this research, a multi-case study research method has been used in which, based on the opinion of experts, three banks were studied, selected, and the dimensions of their business model were examined. Sepah Bank as a bank with an integrating role, Pasargad Bank as a bank with a producer role and Ayandeh Bank as a bank with a platform role were studied. According to experts in this field, no bank in Iran has the function of the distributor. The characteristics and the dimensions of each bank's business model vary according to their chosen approach to open banking and interaction with third parties

Dignity is one of the new and influential concepts that come about in the field of human resources (especially the future of human resources), therefore, organizations should consider it from now. In the field of human resource research, rarely addressed the issue of human dignity and respect for employees. This research looks at factors that can make future changes to the dignity of human resources in the organization. Research method is exploratory & explanatory. Sampling is targeted and snowballed. The research community is 14 experts of the organization. In this way, the depth of the raw data with open, selective, and theoretical coding reveals the results. With open coding 148 items founded, At the theoretical coding stage, these factors are extracted: Internet and social network deployment, the use of smart chips in human resource management, cyber security, the creation of virtual organizations and teamwork, the transformation of values over time and differences in the definition of respect between different generations, ethics in management, Privacy, individual contexts, organizational and social contexts. They are summarized in the selective coding stage of the three force driver: information technology, ethics, and the platforms necessary to maintain dignity. By using these force drivers can imagine different scenarios for the future of human resource dignity of the organization. Managers and employees can use these scenarios to implement the future of human resource dignity of the organization in such a way as to benefit the organization and employees, so that the organization achieves the desired results, as well as employees have respect and dignity.

Integrating is one of the steps that creates cooperation among supply chain members and improves the performance of the chain of custody to reduce the impact of whipping. Knowledge sharing among the members of a chain level is one of the strategic level partnerships that strengthen the integration in the chain. For this purpose, the most important step is to find the best knowledge sharing network among the members of the chain, so that the minimum cost can be incurred for the collaboration of members and the exchange of knowledge among them will be maximized. This paper presents a new mixed integer programming model on the basis of which a certain problem was formulated and implemented for the level of producers in a dairy supply chain. By sensitivity analysis, the parameters affecting the knowledge sharing network were identified. One of these important parameters is the distance between companies. Another one is the ability to exchange knowledge of companies that affects the duration of the sharing process. The findings of the study provide managers with the necessary insight regarding the resource constraints, market conditions, and the objectives of the companies. This helps them make the best decisions regarding the integration of the supply chain through knowledge sharing.

This paper addresses the issue of how purchasing managers can develop the purchasing department's legitimacy within an organization. A qualitative exploratory approach based on six cases has been used since: (1) there has not yet been a research performed on this topic; and (2) an analysis of internal legitimization strategies must take into consideration the context and the nature of the relationships among departments. Our analysis shows that in order to create, maintain or increase the purchasing department's internal legitimacy, purchasing managers have to do very well about two complementary strategic orientations: (1) identify and attract the best suppliers; (2) identify and implement collaborative processes and coordination mechanisms that cannot be duplicated by competitors. In fact, supply managers actually develop legitimization strategies based internally and externally, since a higher level of internal legitimacy can also be supported partially by external stakeholders, who then influence the other departments' and top management's perceptions. Our study also shows that the strategies used by purchasing managers take different forms depending which legitimacy dimension (cognitive, pragmatic, or moral legitimacy) they are trying to influence. Moreover, a purchasing department's legitimacy strategy is developed based on a few important factors: (1) where the purchasing department stands at a given time in terms of the contribution perceived, similar to a "balance sheet" evaluation; (2) the purchasing personnel's technical and relational competencies; and (3) the extent of their implication in the strategic choices leading to the development of a competitive advantage for the organization they work for. It seems that any effort to take steps based on coherent legitimization strategies could help improve both a purchasing department's legitimacy level and its development level. From this standpoint, this study also shows that the purchasing department's internal legitimacy is a crucial driver of purchasing practices.

Today, the quality of electronic services provided through the Web site of companies and institutions is an area where organizations can gain competitive advantage. Quality of service, customer satisfaction, and value are three elements that managers in any organization should give serious consideration to when delivering the desired service to their customers. Web service quality is one of the key missions in the organizations that provide services through the website. In this regard, using the EQual model as one of the most up-to-date web quality assessment models, we will identify the factors affecting web quality. The main features of this model will be weighted by the network analysis process from the users' perspective. In this study, firstly a review of current models in service quality assessment has been done and EQAL method has been selected for determining effective indicators on website quality. Finally, after identifying the importance of key indicators of web quality assessment, improvement strategies are presented in a case study. One of the most important websites providing services to researchers, named dissertation dissertation database / country alumni (treasure), was selected as the study. Usability, service interaction, and information quality metrics have the highest importance, respectively, in the quality of the website studied.

One of the important challenges of organizations is that many strategic plans are not implemented successfully. By providing the required instrumental and information platform at various levels of an organization and among top and strategic managers, IT capabilities enable the organization to implement its strategies effectively. The purpose of this research is to design a strategy implementation framework based on IT capabilities. The research methodology in terms of the result of the research is developmental and for the purpose of exploratory research, and in the method of qualitative research is a case study type. The data collection tool is interview and for data analysis has been used the theme analysis method. Based on the results, implementation of strategy based on IT capabilities requires a change in the IT position, which is included the five main concepts. It also identified the dimensions and components of IT capabilities in strategy implementation. In the following, it was identified 18 IT Functionality that was explained in the form of 9 themes of a strategy based on I capabilities and for each strategy themes was proposed related IT tools and ultimately the final framework was presented.