Although governments are investing heavily in big data analytics, reports show mixed results in terms of performance. Whilst big data analytics capability provided a valuable lens in business and seems useful for the public sector, there is little knowledge of its relationship with governmental performance. This study aims to explain how big data analytics capability led to governmental performance. Using a survey research methodology, an integrated conceptual model is proposed highlighting a comprehensive set of big data analytics resources influencing governmental performance. The conceptual model was developed based on prior literature. Using a PLS-SEM approach, the results strongly support the posited hypotheses. Big data analytics capability has a strong impact on governmental efficiency, effectiveness, and fairness. The findings of this paper confirmed the imperative role of big data analytics capability in governmental performance in the public sector, which earlier studies found in the private sector. This study also validated measures of governmental performance.
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Purpose – The hospitality industry creates a distinctive context in which learning takes place. The industry’s international perspective and large globalisation play an important role in learning, as well as the operational and structural features that give meaning to learning and development in the hospitality industry. This explorative research therefore studies the relation between workplace learning and organisational performance in the Dutch hospitality industry. Design/methodology/approach – The qualitative research is done through 15 in-depth interviews with general managers and HR managers of Dutch hotels with three or more stars and at least ten employees. Findings – It can be concluded that there is a relation between workplace learning and organisational performance in the hospitality industry, as the participants in this research and the literature both mention workplace learning enhances organisational performance. Originality/value – Little research has been done on learning and organisational performance specifically, in the (Western) hospitality industry. This research therefore focusses on HRD and studies the influence of workplace learning on organisational performance in the Dutch hospitality industry.
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Communities of practice (CoPs) impact different actors in different ways. Because using a singular approach would not do justice to the complexity that surrounds CoPs, a multi-disciplinary and pluralistic approach is used here to develop a model for measuring the impact CoPs may have on individuals, groups and the organisations in which they are situated. A review of the literature showed no such comprehensive model. In fact, empirical work on CoPs, in general, is scarce and evaluations of them are underdeveloped. Most assessments are look at process alone, or try to link output to anecdotal evidence. I try to fill this gap by presenting a multi-disciplinary conceptual model that approaches measuring certain types of impact a CoP has on individuals and groups that are functioning as CoPs. I also make a theoretical link to how CoPs may contribute to organisational capability.
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Implementation of the United Nations Convention on the rights of persons with disabilities (UN CRPD) requires countries to harmonise their legislative frameworks with it. This paper investigates the national legislative frameworks of four Asian countries to see the extent to which they provide support services in accordance with Article 19 of the UN CRPD. The UN CRPD requires persons with disabilities to have access to and choice and control over support services. To analyse the policy alignment with the UN CRPD, an analytical framework based on the Capability Approach (CA) was developed. The results show that most countries address support services, including assistive devices, only from the perspective of a social security measure for persons with disabilities living in poverty, failing to uphold the rights of those not meeting those eligibility criteria. However, while support services are inseparably linked to social security, they also are a right for persons with disabilities. Therefore, a paradigm shift is required in the approach of support services and the distributive systems of countries, from one that addresses persons with disabilities as those requiring care considered a burden, to one that considers them rights holders with equal opportunities, for which, support services are a pre-requisite.
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The urgency to innovate for organisational survival has become increasingly recognized, with the result that innovation has conquered a position high on the management agenda. However, the unfamiliarity around innovation pose a challenge for innovation management. No unique solution exists to building a successful innovation approach, such that firms are forced to experiment with innovation approaches. In analysing the innovation approaches of four large international organisations we find that these organisations share an essential common element: the presence of one or more ‘visionary innovators’ who are determined to lead a movement towards organisational change. We present a theoretical framework to illustrate four core characteristics of a visionary innovator, based on empirical evidence. The visionary innovators possesses traits to discover and realise innovations, business and political know-how, the ability to create and share a vision and space to realise that vision. We propose that a visionary innovator determined to spread such a mindset is indispensable to successfully achieve innovation. LinkedIn: https://www.linkedin.com/in/christine-de-lille-8039372/
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Small and medium-sized enterprises (SMEs) often struggle with company innovation, compared to their larger counterparts. A university-business collaboration (UBC) programme in the north of the Netherlands attempts to increase the innovation capabilities of regional SMEs with the support of graduating bachelor students. The 18-months long Hanze Innovation Traineeship Programme (HITP) combines the graduation phase with a consecutive 12-months traineeship, during which students are meant to implement an innovation at the company. We measure the innovation capacity of the participating SMEs at the beginning of the programme and identify strong and weak points within the organisations. We discuss the outcomes of the HITP for SME innovation and further evaluate the programme’s suitability on the intended student learning outcomes.
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In the frame of an on-going 4-years research project, the Aviation Academy Safety Management Systems (AVAC-SMS) metric for the self-assessment of aviation Safety Management Systems (SMS) was designed based on the Safety Management Manual of the International Civil Aviation Organization and in cooperation with knowledge experts and aviation companies. The particularmetric evaluates three areas, namely (1) the degree of institutionalisation of SMS (design and implementation of processes), (2) the extent of managers’ capability to deliver the SMS processes, and (3) the employees’ perceived effectiveness of the SMS-related deliverables. The metric concludes with a score per area and per SMS component/element assessed, and it is scalable to the size and complexity of each organisation. Results of a survey at 18 aviation companies did not show statistically significant differences in their SMS scores across all three assessment areas but revealed a distance between the area of Institutionalization and the areas of Capability and Effectiveness. Also, differences were detected regarding the scores per SMS component and element within and across companies and assessment areas. The various assessment options offered for the AVAC-SMS metric accommodates the resources each SME and large company can invest in the application of the metric. Even the lowest level of resolution of the SMS metric can trigger companies to investigate further their weaker areas and foster their SMS-related activities. Therefore, the AVAC-SMS metric is deemed useful to organisations that want to self-assess their SMS and proceed to comparisons amongst various functions and levels and/or over time.
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Current practice regarding risk assessment contemplates the severity and likelihood of risks and employs the use of matrices where these factors are classified and cross-referenced to evaluate risk levels. Depending on the adequacy and reliability of data, the likelihood is estimated with quantitative or qualitative methods; severity is estimated according to experience from past events. This standard technique for assessing risks has been negatively criticised regarding validity and reliability due to effects of cognitive biases and a deterministic view of the possible consequences of risks. Even more, because of the lack of standardisation in risk matrices, a benchmarking across systems and organisations is not feasible. Taking into account the limitations mentioned, as well as the fact that the classification of hazards/causal factors, risk event(s) and consequences always depend on the analyst's view, this study proposes the Safety Risk Avoidance Capability (SAREAC) metric for a defined system. This metric focus on the prevention of risk events and combines quantitative and qualitative parameters referred in the literature but not yet exploited. SAREAC consists of two parts: the influence of hazards and the remaining effects of hazards after implementing or designing controls. Each of the SAREAC parts is calculated through specific steps which they result in a normalized score that allows more reliable comparisons amongst systems or over time. Data from a published risk assessment case study were used to demonstrate the use of SAREAC.
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Social work in the Netherlands is attracting an increasing number of Turkish and Moroccan Dutch professionals, mostly second-generation migrant women from a Muslim background. Inspired by Amartya Sen’s capability approach, this article presents the findings of a qualitative content analysis of 40 interviews with professionals by peers from the same background. The question is, what kind of professionals do these newly started social workers desire to be and what hindrances do they encounter? The professionals challenge the dominance of Western beliefs and values. This becomes tangible in their desires and constraints and especially in the process of choice.
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