Recursos de colección

Document Server@UHasselt (58.393 recursos)

Repository of the University of Hasselt containing publications in the fields of statistics, computer science, information strategies and material from the Institute for behavioural sciences.

Behaviour, Communication & Linguistics - Behavioural Sciences - Governance

Mostrando recursos 1 - 15 de 15

  1. Family firms and the paradox of stability and change

    Hendrikx, Karolien; Voordeckers, Wim; Lambrechts, Frank
    The current rapid changing economy calls for firms that are able to successfully change the way work is organized. Successful organizational innovation requires that family firms are able to see and respond to new directions for the firm while at the same time acknowledging what has made the firm successful so far (Poza, 2007). As such, successful organizational innovation requires combining the search for change and stability. To date, the question how family firms can achieve this, remains largely unanswered (e.g. Hatum and Pettigrew, 2004). We argue that stability and change are not necessarily incompatible in family firms, but rather...

  2. Werken aan Werkgoesting : een werkbaar spoor om meer mensen langer aan het werk te houden

    Martens, Hilda
    Oudere werknemers moeten langer aan de slag blijven. Voor organisaties blijkt ??? Werken aan werkgoesting??? een effectieve overkoepelende aanpak voor jong en oud te zijn.

  3. Verzilvering van de ONTgrijzing

    Bombaerts, Gunter; Martens, Hilda
    In dit artikel wordt besproken hoe organisaties de sterktes van de groter wordende groep 55-69 jarigen kunnen benutten. We willen u vooral bekoren met het positieve lied van de ONTgrijzing. Het ouder worden van de bevolking heeft een belangrijke sterkte in zich. In Vlaanderen en Nederland wordt de groep 55-69-jarigen in een snel tempo vitaler. In zeven jaar steeg het percentage mensen in België dat hun gezondheid als goed ervaart met gemiddeld 5%. Het percentage dat geen activiteitsbeperkingen ervaart, steeg met meer dan 4%. En de groep 55- tot 64-jarigen wordt niet enkel vitaler. Ze wordt ook procentueel groter op...

  4. Family firms and the paradox of stability and change

    Hendrikx, Karolien; Voordeckers, Wim; Lambrechts, Frank
    How and why do some family firms succeed in combining stability and change, whereas others do not? This paper presents a conceptual model offering an answer to this question. In order to remain competitive in today’s economy, organizations need to be flexible, they need to be able to change the way work is organized and thus initiate and implement organizational innovations. However, despite their importance, many organizational innovation efforts don’t live up to their expectations (Bouwen and Fry, 1988; Schein, 1996a; Lambrechts, et al., 2009). We argue that the success of an organizational innovation process depends largely on whether a...

  5. Balancing Stability and Change in Family Firms: A Levers of Control Perspective on Organizational Innovation

    Hendrikx, Karolien; Voordeckers, Wim; Lambrechts, Frank
    This paper introduces a conceptual model discussing a levers of control perspective on organizational innovation in family firms. In order to remain competitive, firms need to be able to successfully change the way work is organized, as it may lead to a heightened capacity to innovate in the future or organizational learning (Bouwen & Fry, 1991). Successful organizational innovation requires that organizations are able to see and respond to new directions for the firm while at the same time acknowledging what has made the firm successful so far (Poza, 2007). As such, successful organizational innovation requires balancing change and stability....

  6. Board control and innovation in small and medium-sized companies

    Hendrikx, Karolien; Voordeckers, Wim; Lambrechts, Frank
    This paper investigates how the board of directors affects product and process innovation in small and medium-sized enterprises (SMEs) through their control role. Researchers so far mainly relied on agency theory. However, we argue that the agency theory assumptions apply less in SMEs and therefore develop new theory for explaining this relationship. We draw on the recent theoretical view of stability and change as a duality (Farjoun, 2010), as we argue that control by the board of directors is needed for innovation because this directs focus in the right direction, reduces uncertainty and provides a consistent frame wherein the innovation...

  7. De hofnar en de kanarie onderweg. Leeftijdsbewust personeelsbeleid.

    Bombaerts, Gunther; MARTENS, Hilda
    De mantra van de vergrijzing is ondertussen welgekend. Steeds minder mensen op de arbeidsmarkt moeten zorgen voor steeds meer mensen op rust. Op die arbeidsmarkt wordt de groep 50+ bovendien steeds groter. In dit themaboek kiezen we niet voor de klaagzang, maar voor het positieve lied. Niet om de problemen te minimaliseren, wel om te vertrekken van de krachten van 50+ers. Want die zijn er ondubbelzinnig. Waar zestig jaar geleden mannen gemiddeld stierven op 65, beginnen 65+ers nu met zeilen of een cursus Spaans. Daarom is onze stelling in dit boek dan ook dat dé uitdaging voor de arbeidsmarkt niet de...

  8. Organizational Change in Family Firms

    HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank

  9. Organizational Change in Family Firms

    HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank

  10. Balancing stability and change. A levers of control perspective on organizational innovation

    HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank
    This paper introduces a conceptual model discussing a levers of control perspective on organizational innovation in family firms. In order to remain competitive, firms need to be able to successfully change the way work is organized, as it may lead to a heightened capacity to innovate in the future (Bouwen & Fry, 1991). Successful organizational innovation requires that organizations are able to see and respond to new directions for the firm while at the same time acknowledging what has made the firm successful so far (Poza, 2007). As such, successful organizational innovation requires balancing change and stability. To date, the...

  11. Balancing stability and change in family firms: A levers of control perspective

    HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank
    This paper introduces a conceptual model discussing a levers of control perspective on organizational innovation in family firms. In order to remain competitive, firms need to be able to successfully change the way work is organized, as it may lead to a heightened capacity to innovate in the future or organizational learning (Bouwen & Fry, 1991). Successful organizational innovation requires that organizations are able to see and respond to new directions for the firm while at the same time acknowledging what has made the firm successful so far (Poza, 2007). As such, successful organizational innovation requires balancing change and stability. To date,...

  12. Organizational change in family firms.

    HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank
    Many organizational change efforts don’t live up to their expectations, with inefficiencies in the interaction process between organizational actors as one of the main potential reasons for this failure. Therefore, this paper will focus on the impact of interaction processes on change within the specific organizational context of family firms. Family firms are particularly interesting for organizational change research since they have several unique characteristics that may facilitate or hinder the interaction process during an organizational change. The uniqueness of the family firm stems from the integration of two subsystems that are not necessarily compatible, namely the family system and...

  13. Organizational change in family firms

    HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank
    Many organizational change efforts don’t live up to their expectations, with inefficiencies in the interaction process between organizational actors as one of the main potential reasons for this failure. Therefore, this paper will focus on the impact of interaction processes on change within the specific organizational context of family firms. Family firms are particularly interesting for organizational change research since they have several unique characteristics that may facilitate or hinder the interaction process during an organizational change. The uniqueness of the family firm stems from the integration of two subsystems that are not necessarily compatible, namely the family system and...

  14. De Hofnar en de kanarie onderweg. Leeftijdsbewust Personeelsbeleid als antwoord op vergrijzing en ontgrijzing.

    Bombaerts, G.; MARTENS, Hilda
    De mantra van de vergrijzing is ondertussen welgekend. Steeds minder mensen op de arbeidsmarkt moeten zorgen voor steeds meer mensen op rust. Op die arbeidsmarkt wordt de groep 50+ bovendien steeds groter. In dit themaboek kiezen we niet voor de klaagzang, maar voor het positieve lied. Niet om de problemen te minimaliseren, wel om te vertrekken van de krachten van 50+ers. Want die zijn er ondubbelzinnig. Waar zestig jaar geleden mannen gemiddeld stierven op 65, beginnen 65+ers nu met zeilen of een cursus Spaans. Daarom is onze stelling in dit boek dan ook dat dé uitdaging voor de arbeidsmarkt niet...

  15. Learning to work with interdependencies effectively: the case of the HRM forum of the suppliers teams at Volvo Cars Gent

    LAMBRECHTS, Frank; Taillieu, Tharsi; Sips, Koen
    Purpose The purpose of this paper is to profile the way in which Volvo Cars Gent (VCG) Belgium and its suppliers succeed in managing their interdependencies on HRM issues through a shared HRM collaborative, called the Suppliers Team Volvo Cars HRM forum (STVC-HRM). Design/methodology/approach - A case study approach is used to develop understanding of the critical factors that contribute to the forum's success. Findings - It was found that the critical success factors concern the way STVC-HRM members enacted trust common ground, leadership, shared responsibility, and representative-constituency dynamics. Research limitations/implications - To understand the Toyota system of successful collaboration...

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