共查询到20条相似文献，搜索用时 0 毫秒
1.
In this paper, we study the role of temporal coordination in managing the early stages of innovation (aka fuzzy front-end) in the context of virtual teams. Following a comparative case study approach, we detail the role of temporal coordination through the study of two contrasting virtual teams—one with a 24-h lifespan, and one with a five-month lifespan—from two Industry-Academia collaboration projects. Our approach was longitudinal capturing virtual team activities from start to end of each project, and involved multiple data collection methods, including observations and interviews. The findings reveal that the virtual team lifespan influences the type of temporal coordination that emerges. In virtual teams with short lifespans, tight coordination with frequent communication can help to reduce the uncertainty characterizing the fuzzy front-end. On the other hand, in virtual teams with longer lifespans, loose coordination allows dispersed members to work simultaneously on different, complementary aspects of the task at hand. These findings extend scholarly understanding around how innovation activities are coordinated in technology-mediated environments, such as virtual teams. Finally, we discuss theoretical and managerial implications. 相似文献
2.
3.
4.
科学研究是高等院校的基本职能之一,更是研究型大学发展的命脉,而创新团队作为科学研究的主力军,对于研究型大学的建设具有重要的意义。本文首先介绍了学习型组织理论的基本内容及其五项修炼,然后阐述了高校创新团队的内涵、基本特征和重要作用,最后基于学习型组织理论的视角,对高校创新团队的管理提出理论思考。 相似文献
5.
6.
7.
当今信息化时代,网络媒体传播信息瞬息万变,知识日新月异。在这样的背景下,书面阅读学习情况会如何？带着这样的一个问题,在学校管理团队中,开展了学习意识、学习能力、学习针对性、有效性等学习情况调查与研究,在对管理团队学习情况有一个较全面的调查基础上,分析研究管理团队今后的学习对策,以利于建设一支学习型管理团队。 相似文献
8.
从游戏化的定义出发,阐述游戏化管理的方式,即以激励为根本,唤起成就动机;以互动为核心,提高参与度和能动性;以公平作依托,营造企业与员工的双赢。从这3个方面分析了游戏化在人力资源管理中存在的价值,通过分析盛大公司、万豪国际酒店、德勤领导力学院和微软公司游戏化管理的成功实践,揭示了游戏化管理在体验经济时代的最佳实践,同时也给现代企业管理提供参考和借鉴。 相似文献
9.
《International Journal of Information Management》2017,37(6):718-725
Employees are the human capital that contributes to the success of high-performance and sustainable organizations. In the digital economy, organizations need to be competitive and differentiate them self through the knowledge they detained. This requires the adoption of innovative solutions that valorize and recognize workers who invest their time to keep up-to-date with areas of knowledge that are relevant to the organization. Indeed, organizations are investing in retaining skilled workers, in particular senior workers whose knowledge and experience are a valuable asset that should be passed to younger co-workers. One way to address these concerns is to create conditions to promote a feeling of employee’s wellness in their work environment.In this paper, the two perception of well-being at the workplace (i.e. physical and social) are combined with gamification techniques and analyzed how it might help employees to acquire the expertise (“soft and hard-skills”) they need to improve their curriculum. This is particularly relevant for older adults to whom the feeling of fulfilment and recognition is much appreciated. The case study relates to the Active@Work project. The proposed solution incorporates an “intelligent behavior” to keep the user aware of their well-being status, triggering notifications to mitigate the risk of fatigue or stress at work. The solution also provides support for workers to engage in new and rewarding activities, where his/her knowledge and experience is considered as a relevant contribution, promoting in this way employee recognition and social well-being at the workplace. Team management and tutoring of younger co-workers by older adults will be, together with a Skill Development Tool, some of the innovative features within the project. 相似文献
10.
企业知识管理理论初探 总被引：9，自引：1，他引：9
知识管理作为一种新的管理模式开始在现代企业中运用,它不仅是管理制度的创新,而且它能够激发员工的学习热情,使其与获取知识和创新之间形成良性循环,将企业创造成为一个学习型、开放型的组织,从而保证它能健康、快速地发展。 相似文献
11.
Although in recent years research in innovation management in retail industries have increased drastically, most of these industries have focused only on addressing consumers’ acceptance of the most effective novel systems. For these reasons, a deeper understanding is needed in three main areas: the innovation management approaches in retail industry, the degree of innovation heterogeneity, and the innovation drivers. Starting from these evidences, this paper identifies to what extent there are similarities and differences in the main innovation drivers in retailing if compared to other sectors (i.e. education, game, etc.). 相似文献
12.
主要采用管理实验方法来研究远程工作团队的绩效问题。主要工作包括实验设计、实验系统的开发、实验实施和实验结果分析等。实验目的是研究远程工作团队中的管理因素对远程工作团队绩效的影响,以及挑选合适远程工作的成员使团队获得更高的绩效。实验结果表明,要提高远程工作团队的绩效必须提高团队内部正向度或降低内部负向度,从而加强各个因素的正向发展趋势。此外,不是每个人都适合远程工作,所以要建立合理的、科学的选拔系统来选拔合适远程工作的人员。 相似文献
13.
近年来,教育游戏得到了越来越多的关注,包括政府、学校以及家长在内的各界人士都试图把游戏引入到教育教学中,以充分发挥游戏的教育功能。然而到目前为止,成功推向大众市场的教育游戏非常少。在分析教育游戏研究现状的基础上,对教育游戏当前发展状况进行了反思,并从观念、方式、机制、技术等方面提出了一些建设性的策略。 相似文献
14.
Colin Ashurst Alison Freer Jessica Ekdahl Chris Gibbons 《International Journal of Information Management》2012
Innovation is a major strategic issue for many organizations. This paper reports on findings from 10 case studies of successful IT-enabled innovation covering a wide range of organizations and projects. They were carried out as an exploratory study to identify practices that contribute to innovation and specifically consider the implications of a focus on innovation for earlier work on benefits-led approaches to IT. 相似文献
15.
16.
科研团队例会是强化科研团队管理的重要手段。通过分析例会效果不如人意的原因,探讨提高高校科研团队例会效果的方法和对策,说明在组建和管理高校科研团队的过程中应当充分认识开好有效例会的重要性,并以清华大学燃料电池城市客车科研团队的实例说明有效例会制度对高校科研团队所起的作用。 相似文献
17.
Gamification planning has been a topic of discussion in the last years since it can be used to increase performance, engagement, and motivation of end users. When properly applied in educational settings, gamification can lead to better learning. Furthermore, it can be boosted when tied to social networks. However, according to the literature, there are three main concerns regarding this topic: (a) instructors and teachers does not have the resources to plan and develop gamification strategies into their classes; (b) gamification needs a systematic approach to achieve the desired positive results; and (c) inexistence of systematic approaches that connect and help in the design of gamification and social network tasks within these contexts. Thus, this work proposes a solution to help instructors and teachers to plan and deploy gamification concepts with social network features in learning environments. In this paper, we detailed our approach depicting the set of items to analyze and compare it with other solutions that are focused on education. Then, it was conducted a case study over a programming course (N = 40) to analyze the planning and deployment phases. Our results demonstrated that our approach is the first to consider the stakeholders (i.e. instructors and teachers) as part of the process. Moreover, even though there are still some obstacles to overcome, the gamified strategies that were created achieved positive acceptance among the students and professor. 相似文献
18.
Elidjen;Desman Hidayat;Edi Abdurachman 《国际创新研究学报(英文)》2022,6(4):229-237
In a highly competitive industry, it has been a best practice that dynamic capabilities guide technology firms to cope with challenging situations. Meanwhile, knowledge creation enables the firm to condition the success and continuity of innovations, entrepreneurial orientation to support companies in winning the competition, and gamification to engage employees in a collaborative way towards better firm performance. This study examines how technology companies can improve their performance using gamification, knowledge creation, and entrepreneurial orientation. To test the proposed model, we collected data using a questionnaire survey of 124 technology companies in Indonesia. The theoretical model used structural equation modeling (SEM) with SmartPLS 3. The results show that all constructs have a direct and positive relationship, except for the direct relationship between gamification and firm performance. Thus, entrepreneurial orientation and knowledge creation are essential components of technology companies that mediate the effect of gamification on firm performance. This study provides a theoretical and empirical basis for the antecedents of technological firm performance. 相似文献
19.
论互联网网站资源的管理创新 总被引：8，自引：0，他引：8
本文认为,网站资源是网络信息资源的重要组成部分,而网站管理则是网络信息资源管理的关键,在此基础上,作者着重从管理思想和管理模式两个方面论述了网站管理的创新问题,并提出了网站管理模式创新中应遵循的三个原则。 相似文献
20.
Though gamified loyalty programs (GLPs), or loyalty programs that deploy gamified elements, are increasingly adopted, academic acumen of customer engagement with GLPs lags behind, thus exposing an important research gap. Based on this gap, we review the gamification-, loyalty program-, and customer engagement literature, from which we derive important insight. First, extending the customer engagement literature, we develop the concept of GLP engagement (GLPE), defined as members’ GLP-related behavior, expressed through direct- (i.e., purchase) and/or indirect (e.g., GLP-related learning/advocating) contributions, which we argue are critical to GLP effectiveness. Extending prior research, we also classify members’ indirect GLP contributions as autonomous (vs. interdependent)-, selfless (vs. self-seeking)-, control (vs. laissez-faire)-based-, collaborative (vs. competitive)-, individual (vs. generic)-, and calculated (vs. non-calculated) contributions. Second, we develop a self-determination theory-informed framework that proposes members’ intrinsic/extrinsic motivation as major drivers of GLPE, which in turn impacts customer brand engagement value (CBEV). Third, formalizing the framework’s associations, we develop a set of Propositions that serve as a springboard for further GLPE research. We conclude by discussing major implications that arise from this research. 相似文献