The Role of Innovation and Management Practices in Determining Firm Productivity in Developing Economies

2016 ◽  
Author(s):  
Wiebke Bartz ◽  
Pierre Mohnen ◽  
Helena Schweiger
Keyword(s):  
Management Practices ◽  
Developing Economies ◽  
Firm Productivity

The Role of Innovation and Management Practices in Determining Firm Productivity

2018 ◽  
Vol 60 (4) ◽  
pp. 502-530 ◽  
Author(s):  
Wiebke Bartz-Zuccala ◽  
Pierre Mohnen ◽  
Helena Schweiger
Keyword(s):  
Management Practices ◽  
Firm Productivity

Role of employee relations and HRM in driving commitment to sustainability in MSME firms

2020 ◽  
Vol 69 (8) ◽  
pp. 1743-1764
Author(s):  
Mridul Maheshwari ◽  
Arbind Samal ◽  
Vaibhav Bhamoriya
Keyword(s):  
Human Resource ◽  
Food Processing ◽  
Management Practices ◽  
Developing Economies ◽  
Life Quality ◽  
Employee Relations ◽  
Content Type ◽  
Hrm Practices ◽  
Four Levels

PurposeThe purpose of this study is to explore the role of employee relations and human resource management (HRM) practices on firms' commitment to sustainability in the context of micro, small and medium enterprises (MSME) in India. This paper proposes a theoretical framework, namely “awareness, action, comprehensiveness, and excellence (AACE),” to present the solutions and practices as adopted by MSME firms in meeting their sustainability objectives alongside pluralistic constraints related to human resource, capital and legitimacy risk.Design/methodology/approachThe paper employs a cross-case methodology to investigate five food processing MSME firms to understand and delineate the role of employee relations and HRM practices in driving their commitment to sustainability.FindingsThe paper discusses the status of employee relations and HRM practices as practiced by MSME firms, specifically designed to meet their agenda to strengthen their commitment to sustainability. The study proposes a framework constituting four levels, namely “awareness, action, comprehensiveness, and excellence (AACE),” that reflects HRM practices as adopted by MSME firms to develop their commitment to sustainability.Social implicationsMSMEs and food processing industries are critical to the growth of Indian economy and likewise for other emerging and developing economies. They are especially critical for their contribution to overall employment and sustainability comprising the second, third and fourth supplier links in supply chains. They have a major impact on sustainability outcomes and the life quality of employees. This paper makes a contribution in this direction.Originality/valueThe study fulfills the need to explore the role of employee relations and HRM practices to develop “commitment to sustainability” in the context of food processing MSME firms in an emerging economy of India. This paper adds an understanding of people management practices and sustainability in small firms (MSMEs), adding to the existing literature on the domain, which is mostly skewed toward large firms.

scholarly journals Cluster-Based MSE Development: The Role of Kaizen Training

2015 ◽  
Vol 54 (4I-II) ◽  
pp. 609-626
Author(s):  
Tetsushi Sonobe ◽  
Keijiro Otsuka
Keyword(s):  
Developing Countries ◽  
Industrial Development ◽  
Management Practices ◽  
Developing Economies ◽  
Scientific Discovery ◽  
Developed Countries ◽  
New Combination ◽  
New Ideas ◽  
The Difference

It has been increasingly recognized that entrepreneurship holds the key to industrial development in developing countries [World Bank (2012)]. Indeed, a significant number of studies find that productivity and profitability vary greatly across enterprises even in the same industry in the same country, and that a large part of the variation can be accounted for by the difference in management practices1Identifying and supporting high-potential entrepreneurs may be the key to the success of industrial development. Entrepreneurship is the capacity to introduce new ideas into practice and to manage enterprise operations efficiently. Innovation here does not necessarily mean scientific discovery or engineering invention but the Schumpeterian creation of a new combination of production resources and new ideas to increase profits. In the context of developing economies, innovation includes borrowing technology or learning from abroad. The first introduction of products and production processes from developed countries into a developing country and the first adoption of management practices that may be common in developed countries but are novel in developing countries are considered to be innovations.

Managing Landscape Irrigation to Avoid Soil and Nutrient Losses

EDIS ◽  
2013 ◽  
Vol 2013 (11) ◽  
Author(s):  
George Hochmuth ◽  
Laurie Trenholm ◽  
Don Rainey ◽  
Esen Momol ◽  
Claire Lewis ◽  
...  
Keyword(s):  
Natural Environment ◽  
Management Practices ◽  
Root Zone ◽  
Irrigation Management ◽  
Critical Factor ◽  
Nutrient Losses ◽  
County Agents ◽  
The Right ◽  
Soil And Water

Proper irrigation management is critical to conserve and protect water resources and to properly manage nutrients in the home landscape. How lawns and landscapes are irrigated directly impacts the natural environment, so landscape maintenance professionals and homeowners must adopt environmentally-friendly approaches to irrigation management. After selecting the right plant for the right place, water is the next critical factor to establish and maintain a healthy lawn and landscape. Fertilization is another important component of lawn and landscape maintenance, and irrigation must be applied correctly, especially following fertilization, to minimize potential nutrient losses. This publication supplements other UF/IFAS Extension publications that also include information on the role of soil and the root zone in irrigation management. This publication is designed to help UF/IFAS Extension county agents prepare materials to directly address nutrient losses from lawns and landscapes caused by inadequate irrigation management practices. This 6-page fact sheet was written by George Hochmuth, Laurie Trenholm, Don Rainey, Esen Momol, Claire Lewis, and Brian Niemann, and published by the UF Department of Soil and Water Science, October 2013. http://edis.ifas.ufl.edu/ss586

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

Political Communication: Redefining Contemporary Political Management Practices

2019 ◽  
Vol 118 (11) ◽  
pp. 255-268
Author(s):  
Amit Kumar
Keyword(s):  
Social Media ◽  
Political Communication ◽  
Management Practices ◽  
Complex Nature ◽  
Political Event ◽  
Indian Politics ◽  
Modern Politics ◽  
Political Branding ◽  
General Elections

Modern politics, particularly prevalent in the Western Democracies, is replete with instances wherein communication has come to play a pivotal role in the formation or dislodging a government. This is not to say that in traditional political scenario, the role of communication was any lesser. Far from it, communication has always characterized the build-up of events in politics. However, the significance of the same has increased manifold thanks to the advent of social media and complex nature of modern politics as well as due to rise of such concepts as political branding which has gained traction in the wake of proliferation of technology. The same holds true in the Indian political scenario as well. The last few years have redefined the role of communication and its tools in Indian politics, especially during a mega-political event like election. The last two general elections were testimonies to the same. The might of social media has been realized by even its staunchest critics. Along with it, the popular concept of permanent campaign has also characterized the phenomenon of political communication. This paper goes on to explore the underlying concept of political communication and how the same has come to influence the turn of events as well as the final outcome of an election.

scholarly journals SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation

2021 ◽  
Vol 7 (2) ◽  
pp. 159
Author(s):  
Khaliq Ur Rehman ◽  
Mário Nuno Mata ◽  
José Moleiro Martins ◽  
Sabita Mariam ◽  
João Xavier Rita ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Human Resource Management Practices ◽  
Resilient Behavior

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

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