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Kantar Health in Healthcare.

Saphetor: Leader of the Revolution in Clinical Diagnostics.

Healthcare Advancement: “Healthcare is a National Right, Not a Privilege”.

Data Showed Treatment Makes mCRPC Patients Live Longer.

This paper uses Theory of Constraints (TOC) improvement questions to measure how employees' demographics influence their adoption of various Information Technology Equipments (ITEs) in organisations. Survey questions in the form of a Likert scale are prepared to address these possible effects. The number of total participants was 216 and they were from two universities: Argosy University, Atlanta campus; and Brigham Young University, Provo campus. The research question for this study asked how the factors of age, gender, race, and education level positively or negatively influence employees' attitudes toward ITE adoption at their place of employment. A Pearson product-moment correlation coefficient was computed to assess the relationships and the Kruskal–Wallis and the Mann–Whitney U tests were used to compare the independent groups. The results suggested that there was a correlation among age, race and education level and indicated that age negatively correlates with employees' level of comfort with ITE use. There was a statistically significant difference at the 0.01 level between White and Black participants.

To investigate the critical role that knowledge sharing enablers play in putting into practice knowledge management within schools' and impacting schools' performance. The field of knowledge management aims at enhancing performance through knowledge sharing enablers. However, not all knowledge sharing enablers have same effects. This study attempted at categorizing enablers among knowledge management users/teachers and examine whether performance changes due to these enablers. Existing literature was reviewed to shape the study design. Present research is quantitative in nature and was conducted through personal interviews to explore the proposed relationships. An instrument was adopted which was tested for validity and reliability. The research instrument was administered to respondents and 110 responses were acquired. Convenience sampling is used to select the respondents. Descriptive statistics, correlation and regression analysis were used to analyse data. The current research found that among the knowledge sharing enablers' cultural characteristics, rewards and incentives, management support, and organisation structure have significant positive relationship with schools' performance and these results supported the previous studies. The findings also indicate that growth in job and task achievement is also positively related with schools' performance. The result also revealed that knowledge sharing enablers (cultural characteristics, rewards and incentives, management support, organisation structure) are becoming important to increase teachers' motivation. The findings also reflect that among the knowledge sharing enabler's; organisation structure has more influence on employees' performance. The present research results not only confirmed theory with practice; but also presented a reference for the knowledge practitioners as well as the teachers and business professionals. The present study has revealed that setting up knowledge sharing enablers are important for implementing knowledge management and is an important mean for improving organisational performance. Knowledge sharing does not only help in managing knowledge, but instead it plays the role of enhancing organisational performance by taking on the duty of assisting and coordinating different departments in their sharing of information and knowledge.

Learning organisations facilitate the acquisition of new knowledge and skills for both organisations and their members, enabling the application of the latest insights in a dynamic environment. This study addresses a research gap by constructing a model identifying the factors influencing learning organisations and their subsequent impact. The research delves into uncovering the catalysts behind learning organisations concerning the career advancement of information technology (IT) employees and their intent to remain in their roles. The study, conducted in a developing country, India, employs an explanatory research design to explore the interrelationship between learning organisations, career progression and employee retention. Primary and secondary data have been used for this study. The primary data has been collected from 389 IT sector employees at various employment positions in Chennai through a structured and standard questionnaire based on the Dimensions of Learning Organizations Questionnaire (DLOQ) by Watkins, KE and Marsick, VJ (2023) [Rethinking workplace learning and development catalyzed by complexity. Human Resource Development Review, 22(3), 333-344. doi:10.1177/15344843231186629], demonstrating a high reliability at 96.4%.

The purpose of the following analysis is to identify the most promising organisational strategies of innovative agents under different environmental constraints. To do so, the processes of the relationships between these agents are taken into account by putting three aspects together. First, it is shown that the transfer, storage, and use of knowledge are significantly influenced by this knowledge's characteristics. Second, the main principles of the generation and selection of innovation are introduced from the systemic point of view. As a third element, the variety of possible relationships between innovative agents are categorised to identify the different organisational principles that can be employed. By putting all these elements together, it is possible to show which strategies are the most promising under different constraints given by the innovation possibilities, the relevant institutions, the knowledge employed, and the kind of innovation expected.

By adopting challenging targets on environmental performance, pro-active industrial firms may push themselves towards discontinuous product innovation. Such innovation can be understood as being either architectural, i.e. arranging components in new ways, or modular, i.e. introducing new technologies in specific components or subsystems. We argue that these two dimensions of discontinuous change call for some specific managerial responses. Architectural innovation challenges the whole engineering organisation, making it necessary to focus development efforts on technological interfaces, whereas modular innovation has a more isolated effect, making specialisation and co-ordination over organisational boundaries particularly important. Altogether, our analysis highlights the importance of adapting the project organisation to the development task and addressing part-whole relationships when managing innovation in established products and systems, something that becomes increasingly important in the strive towards sustainable development.

Instead of profiting from an innovation premium at the capital market, many companies suffer from a gap between their actual innovativeness and its perception. Hence, this explorative study elaborates how to manage financial analysts' perception and valuation through strategic innovation communication. By following a holistic research design, six best practicing companies are examined by means of case studies in order to investigate how they successfully address analysts. Additionally, the perspective and information demands of 18 analysts are explored in an online survey. Based on the idea of addressing the cognitive structures that guide analysts' innovation perception, we identified success factors of innovation communication for financial analysts and the capital market which are an integrated content approach regarding innovation input, process and outcome as well as an instrument mix. Surprisingly, the analyst's innovation perception is also driven by comprehensive innovation demonstrations and stories highlighting the necessity of strategic innovation communication for the capital market.

This paper contributes to the literature and management practice by opening the “black box” of firms’ absorptive capacity (AC) processes. Following a process research approach and based on in-depth comparative case studies of four German manufacturing companies, we develop and empirically validate a procss model of the firm-internal AC process. Our model integrates the different single elements (e.g., individuals, teams, departments) as well as the different linear and nonlinear causal interactions that constitute the firm’s ability to identify, adopt, implement and exploit external information and knowledge. Furthermore, the paper elaborates on various organizational leverages to increase the effectiveness of the identified process flows. The findings provide explanatory insight into the organisational prerequisites of AC. Thus, the paper simultaneously contributes to enhance the academic and management’s understanding of firms’ AC by identifying its constitutional key elements, their different kinds of processual interrelation as well as organisational prerequisites and points of leverage to modify, measure, and improve the AC of a company.

The ISO56002 international standard for managing innovation systems was published in 2019. In this paper, we review the rationale, the key features, and the evidence base for this new standard. The primary objective of the standard is to promote the professionalisation of the field by providing a framework for management and organisational practice. The standard was developed by a wide range of stakeholders, including consultants and professional associations, and therefore features most of the elements we would expect from such a high-level, generic approach: strategy, organisation, leadership, planning, support, process, performance evaluation, and improvement. We examine the empirical base for each of these components in this paper. We also identify some critical shortcomings, such as the implicit adoption of a linear model, lack of specific tools to support practice, or any significant variation in application by sector or context. Finally, we recommend how the standard could be improved and implemented in practice.

Successfully adopting AI and realising its full innovation potential requires different competences within a company. We identified five clusters, namely, AI decision-making, AI utilisation, AI foundational, AI development and leadership & moderation competences, as the basis for our AI competence framework, combining 35 individual competences. Based on a quantitative survey of 215 companies, we determined the importance of these competences for the successful adoption of AI innovations and their current availability within companies. According to our findings, AI foundational competences play a particularly critical role compared to the other competence clusters, which are considered important but comparatively rarely available. Furthermore, our analyses show that companies with higher levels of AI foundational, AI development, and AI utilisation competences have significantly higher AI innovation capabilities. Again, in particular AI foundational competences seem to fertilize the capabilities to identify appropriate AI use cases, to make decisions about AI innovation adoption, to successfully integrate AI into internal processes, and to use the AI innovation effectively within the organisation. Our findings thus enrich the theoretical discourse on competences for organisational adoption of AI innovations and guide practitioners in taking action to develop the necessary competences.

International competitiveness, accelerated by the impact of new technologies, has pressurised industry to meet the challenges for higher productivity, faster product cycles, higher levels of quality and lower costs in increasingly internationalised markets. Multi-functional teams have been heralded as a management solution and an innovative organisational approach to address these challenges. This paper summarises the findings from a research programme which aimed to identify the most appropriate team approaches for co-ordinating innovative product/process developments and for enhancing their success. It is based on case studies of environmental technology projects in 25 companies in the United Kingdom. Team approaches were broadly classified as "single-disciplinary", "multi-disciplinary" or "multi-functional" according to members' expertise and innovation function, which could be more or less integrated. The research findings emphasised the diversity of organisational teams which varied according to different projects, organisational, inter-organisational and market conditions, and were more complex when several departments, teams or companies were involved. The findings revealed that multi-functional teams were important in achieving success in open markets, because of their control over appropriate expertise, even though they did not guarantee commercial success. Integrated team approaches were not sufficient for achieving susscess, although most companies regarded their teams as necessary.

The new challenge for organisations is to deal with the complex issue of sustainability. However, the confusion surrounding "sustainability" hinders its implementation. This article formulates a framework consisting of three aspects to analyse the conceptual developments that underlie "sustainability": the artefact ("what"), goal orientation ("relative versus absolute") and (behavioural) interaction ("static versus dynamic"). The study of conceptual foundations underpins the framework. Contributions in both the theoretical (definitions) and the practical (indicators) spheres are analysed. The discussion about sustainability takes place in firms. Therefore, organisational developments are used as a reference timeline. Based on observations and analyses, this article suggests a new course for the sustainability discussion and its implications for the organisational context: a knowledge approach focussing on transparency and dialogue. This also implies that the emphasis in the sustainability discussion is changing from a merely environmental to an organisational and societal perspective.

This paper contributes to the literature and management practice by opening the “black box” of firms’ absorptive capacity (AC) processes. Following a process research approach and based on in-depth comparative case studies of four German manufacturing companies, we develop and empirically validate a procss model of the firm-internal AC process. Our model integrates the different single elements (e.g., individuals, teams, departments) as well as the different linear and nonlinear causal interactions that constitute the firm’s ability to identify, adopt, implement and exploit external information and knowledge. Furthermore, the paper elaborates on various organizational leverages to increase the effectiveness of the identified process flows. The findings provide explanatory insight into the organisational prerequisites of AC. Thus, the paper simultaneously contributes to enhance the academic and management’s understanding of firms’ AC by identifying its constitutional key elements, their different kinds of processual interrelation as well as organisational prerequisites and points of leverage to modify, measure, and improve the AC of a company.

Sustainable development goals aim to address various global challenges by 2030. This chapter aims to explore the role of cooperatives in reaching the sustainable development goals. This chapter discusses the history of cooperatives, their classification, formation, and role in reaching the sustainable development goals. Adopting and incorporating sustainable development goals into the core objectives of the cooperatives will lead to sustainability.

The new challenge for organisations is to deal with the complex issue of sustainability. However, the confusion surrounding “sustainability” hinders its implementation. This article formulates a framework consisting of three aspects to analyse the conceptual developments that underlie “sustainability”: the artefact (“what”), goal orientation (“relative versus absolute”) and (behavioural) interaction (“static versus dynamic”). The study of conceptual foundations underpins the framework. Contributions in both the theoretical (definitions) and the practical (indicators) spheres are analysed. The discussion about sustainability takes place in firms. Therefore, organisational developments are used as a reference timeline. Based on observations and analyses, this article suggests a new course for the sustainability discussion and its implications for the organisational context: a knowledge approach focussing on transparency and dialogue. This also implies that the emphasis in the sustainability discussion is changing from a merely environmental to an organisational and societal perspective.

Are there laws of information exchange? And how do the principles of thermodynamics connect with the communication of information?

We consider first the concept of information and examine the various alternatives for its definition. The reductionist approach has been to regard information as arising out of matter and energy. In such an approach, coded information systems such as DNA are regarded as accidental in terms of the origin of life, and it is argued that these then led to the evolution of all life forms as a process of increasing complexity by natural selection operating on mutations on these first forms of life. However scientists in the discipline of thermodynamics have long been aware that organisational systems are inherently systems with low local entropy, and have argued that the only way to have consistency with an evolutionary model of the universe and common descent of all life forms is to posit a flow of low entropy into the earth's environment and in this second approach they suggest that islands of low entropy form organisational structures found in living systems.

A third alternative proposes that information is in fact non-material and that the coded information systems (such as, but not restricted to the coding of DNA in all living systems) is not defined at all by the biochemistry or physics of the molecules used to store the data. Rather than matter and energy defining the information sitting on the polymers of life, this approach posits that the reverse is in fact the case. Information has its definition outside the matter and energy on which it sits, and furthermore constrains it to operate in a highly non-equilibrium thermodynamic environment. This proposal resolves the thermodynamic issues and invokes the correct paradigm for understanding the vital area of thermodynamic/organisational interactions, which despite the efforts from alternative paradigms has not given a satisfactory explanation of the way information in systems operates.

Starting from the paradigm of information being defined by non-material arrangement and coding, one can then postulate the idea of laws of information exchange which have some parallels with the laws of thermodynamics which undergird such an approach. These issues are explored tentatively in this paper, and lay the groundwork for further investigative study.