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- All Subjects: management
- Creators: Sullivan, Kenneth T.
- Status: Published
Description
Human resources have always been the most critical factor in the construction industry, and now, with a historic generation entering the age of retirement, the construction industry needs to place greater effort in preparing for the succession of their most important of human resource, their leaders. A significant body of research has shown that succession planning minimizes the negative effects that come with leadership transition; however, little research has focused specifically on the construction industry. The majority of construction companies are family owned or have small pools of potential successors, which make them more susceptible to the negative impacts that occur with poor planning for succession. The objective of this research focuses on developing a methodology that will assist construction companies plan and prepare for a leadership transition. Data is gathered from case studies of twelve construction companies that have recently experienced leadership succession. The data is analyzed for practices and characteristics that correlate to successful leadership transitions. Through the findings in the literature review and data analysis of the case studies, the research successfully achieves the objective of developing a potential methodology for increasing the effectiveness of succession planning in a construction company.
ContributorsPerrenoud, Anthony (Author) / Sullivan, Kenneth T. (Thesis advisor) / Badger, William (Committee member) / Schleifer, Thomas (Committee member) / Arizona State University (Publisher)
Created2012
Description
Within the vast area of study in Organizational Change lays the industrial application of Change Management, which includes the understanding of both resisters and facilitators to organizational change. This dissertation presents an approach of gauging levels of change as it relates to both external and internal organization factors. The arena of such a test is given through the introduction of the same initiative change model, which attempts to improve transparency and accountability, across six different organizations where the varying results of change are measured. The change model itself consists of an interdisciplinary approach which emphasizes education of advanced organizational measurement techniques as fundamental drivers of converging change. The observations are documented in the real-time observed cased studies of six organizations as they progressed through the change process. This research also introduces a scaled metric for determining preliminary levels of change and endeavors to test both internal and external, or environmental, factors of change. A key contribution to the work is the analysis between both observed and surveyed data where a grounded theory analysis is used to help answer the question of what are factors of change in organizations. This work is considered to be foundational in real-time observational studies but has a promise for future additional contributions which would further elaborate on the phenomenon of prescribed organizational change.
ContributorsStone, Brian (Author) / Sullivan, Kenneth T. (Thesis advisor) / Verdini, William (Committee member) / Badger, William (Committee member) / Arizona State University (Publisher)
Created2012
Description
As global competition continues to grow more disruptive, organizational change is an ever-present reality that affects companies in all industries at both the operational and strategic level. Organizational change capabilities have become a necessary aspect of existence for organizations in all industries worldwide. Research suggests that more than half of all organizational change efforts fail to achieve their original intended results, with some studies quoting failure rates as high as 70 percent. Exasperating this problem is the fact that no single change methodology has been universally accepted. This thesis examines two aspect of organizational change: the implementation of tactical and strategic initiatives, primarily focusing on successful tactical implementation techniques. This research proposed that tactical issues typically dominate the focus of change agents and recipients alike, often to the detriment of strategic level initiatives that are vital to the overall value and success of the organizational change effort. The Delphi method was employed to develop a tool to facilitate the initial implementation of organizational change such that tactical barriers were minimized and available resources for strategic initiatives were maximized. Feedback from two expert groups of change agents and change facilitators was solicited to develop the tool and evaluate its impact. Preliminary pilot testing of the tool confirmed the proposal and successfully served to minimize tactical barriers to organizational change.
ContributorsLines, Brian (Author) / Sullivan, Kenneth T. (Thesis advisor) / Badger, William (Committee member) / Kashiwagi, Dean (Committee member) / Arizona State University (Publisher)
Created2011
Description近20年,中国品牌零售业的快速发展使其成为全球第三大零售市场。消费者的需求量在大幅增长，对于本土企业来说，机遇与挑战并存。
对于连锁型品牌零售企业，员工是其产品和服务的载体。而如何做好不同层次的人员的激励体系，并得以踏实的落实和执行，是企业经营中非常关键的环节，也是品牌零售企业在竞争中获取优势的根本保证。另外，由于连锁零售企业基层员工流动性大、总体素质较低，如何对这部分员工实施有效的绩效考核,成为很多连锁零售企业管理人员面临的一个难题。
本文将长期和短期激励作为主要的研究内容。从整体国内企业来看，运转良好的绩效考评体系并不多，大部分企业的绩效考评体系只注重短期激励而忽视了长期激励的作用，绩效考评关注的是目标的实现，与员工的发展相脱节。因此，如何做好品牌企业的激励体系，如何在人才竞争中取得先机，并最大化企业利润，是本文研究的重心。
目前的研究空白在于对连锁型店铺的激励绩效。而考虑到品牌零售中的连锁经营往往涉及到成百上千家门店，涉及到的从业人数较多，因而对门店的激励绩效的成败是关系到企业整体激励绩效好坏的关键。
本文对激励绩效方案的相关理论进行回顾、分析与总结，从委托代理理论、激励理论、交易成本理论和产权理论入手，分析连锁型品牌零售企业的激励绩效特点。连锁型品牌零售企业合伙制本质上与特许经营精神及设计理念一致，而想要改进的正是特许经营中加盟店与总部的博弈与消耗，形成利益共同体，达到企业价值最大化的目标。
通过连锁型品牌零售企业绩效激励的真实案例（永辉超市合伙人制度、拉夏贝尔店铺合伙人制度、康奈零投入型与交股金型两种店铺合伙人制度）分析得出风险共担、超额利润分成的合伙人制度在连锁型品牌零售企业激励绩效方案设计中的可行性及意义，并从中发现了已有实践存在的问题，并提出建议。
店铺合伙人制度激励店长、提高单店销售业绩、减少交易成本、提高管理效率的正向作用毋庸置疑，建议在实践中积极推行与完善。
对于连锁型品牌零售企业，员工是其产品和服务的载体。而如何做好不同层次的人员的激励体系，并得以踏实的落实和执行，是企业经营中非常关键的环节，也是品牌零售企业在竞争中获取优势的根本保证。另外，由于连锁零售企业基层员工流动性大、总体素质较低，如何对这部分员工实施有效的绩效考核,成为很多连锁零售企业管理人员面临的一个难题。
本文将长期和短期激励作为主要的研究内容。从整体国内企业来看，运转良好的绩效考评体系并不多，大部分企业的绩效考评体系只注重短期激励而忽视了长期激励的作用，绩效考评关注的是目标的实现，与员工的发展相脱节。因此，如何做好品牌企业的激励体系，如何在人才竞争中取得先机，并最大化企业利润，是本文研究的重心。
目前的研究空白在于对连锁型店铺的激励绩效。而考虑到品牌零售中的连锁经营往往涉及到成百上千家门店，涉及到的从业人数较多，因而对门店的激励绩效的成败是关系到企业整体激励绩效好坏的关键。
本文对激励绩效方案的相关理论进行回顾、分析与总结，从委托代理理论、激励理论、交易成本理论和产权理论入手，分析连锁型品牌零售企业的激励绩效特点。连锁型品牌零售企业合伙制本质上与特许经营精神及设计理念一致，而想要改进的正是特许经营中加盟店与总部的博弈与消耗，形成利益共同体，达到企业价值最大化的目标。
通过连锁型品牌零售企业绩效激励的真实案例（永辉超市合伙人制度、拉夏贝尔店铺合伙人制度、康奈零投入型与交股金型两种店铺合伙人制度）分析得出风险共担、超额利润分成的合伙人制度在连锁型品牌零售企业激励绩效方案设计中的可行性及意义，并从中发现了已有实践存在的问题，并提出建议。
店铺合伙人制度激励店长、提高单店销售业绩、减少交易成本、提高管理效率的正向作用毋庸置疑，建议在实践中积极推行与完善。
ContributorsZheng, Laili (Author) / Pei, Ker-Wi (Thesis advisor) / Chen, Xinlei (Committee member) / Zhu, Hongquan (Committee member) / Arizona State University (Publisher)
Created2019
Description
The success or failure of projects is not determined only by procedures, tasks, and technologies, but also by the project team and its effectiveness. In order to lead project teams towards successful outcomes, project managers must maintain high quality relationships in the workplace. When looking at employees’ relationships in the workplace, Social Exchange Theory introduces two types of exchanges: employee-organization and leader-member exchanges. While both types of exchanges focus exclusively on the employee’s longitudinal relationships, the interpersonal relationships among the team members are usually overlooked.
This research presents the results of a quantitative study of the interpersonal relationships of 327 project managers and assistant project managers in their workplace. Specifically, the study investigates if the quality of the relationship with particular stakeholders, such as one’s immediate supervisor (boss), peers, or subordinates, drives the individual’s quality of the relationship with other stakeholders.
Contrary to the expectations, in strictly hierarchical organizations (one direct supervisor), there is no significant correlation between the quality of relationships with the boss and the overall quality of the individual’s relationships. However, in the case of matrix organizations (two or three bosses), there are significant correlations between several variables such as the quality of the relationship, perceived importance and the time spent with each stakeholder, as well the inclination of the participant towards leadership actions. The driving relationship in matrix organizations is the one with “the most important peer”.
This research presents the results of a quantitative study of the interpersonal relationships of 327 project managers and assistant project managers in their workplace. Specifically, the study investigates if the quality of the relationship with particular stakeholders, such as one’s immediate supervisor (boss), peers, or subordinates, drives the individual’s quality of the relationship with other stakeholders.
Contrary to the expectations, in strictly hierarchical organizations (one direct supervisor), there is no significant correlation between the quality of relationships with the boss and the overall quality of the individual’s relationships. However, in the case of matrix organizations (two or three bosses), there are significant correlations between several variables such as the quality of the relationship, perceived importance and the time spent with each stakeholder, as well the inclination of the participant towards leadership actions. The driving relationship in matrix organizations is the one with “the most important peer”.
ContributorsK. Jamali, M. Hossein (Author) / Wiezel, Avi (Thesis advisor) / Sullivan, Kenneth T. (Committee member) / Badger, William (Committee member) / Arizona State University (Publisher)
Created2019
Description最近几十年对高管人员个人特征的研究成为组织战略决策领域的重要议题，但其中对
于高管人员的心理感受却几乎从未触及。心理学研究表明，心理感受会很大程度上影响人
的行为。荣耀感，作为最主要的一种与自我意识相关的心理感受，对于工作行为和结果的
影响都非常大。因而，研究企业高管的荣耀感，对理解和预测他们的行为，进而对预测其
个人意志扮演重要角色的公司战略决策有显著意义。
本论文对企业高管的荣耀感进行了系统研究。通过两个研究，中国企业高管的问卷
调查数据，回答了两个问题：1. 企业高管工作荣耀感的内涵是什么？2. 企业高管荣耀感
的高低如何影响其在公司中的战略决策。具体而言，通过 6 人深度访谈和 50 人的开放式
问题问卷的定性研究提炼了企业高管荣耀感的双维度模型，即世俗荣耀感和神圣荣耀感，
202 名企业高管样本的问卷开发了信度和效度达标的两种荣耀感的测量量表（研究一）；
运用 159 名企业高管的问卷数据（研究二）检验了有关两种荣耀感影响公司战略变革意愿
和行为，以及社会创新的不同作用及其边界条件的理论模型和假设。
本研究的主要结论是：
1. 企业高管的世俗荣耀感和神圣荣耀感均正向影响企业战略主动性、战略变革，以
及社会创新战略，其中神圣荣耀感相比世俗荣耀感，对于公司社会创新战略的影响效应更
大；2.企业高管神圣的荣耀感，相比世俗荣耀刚对公司战略主动性的积极作用，受到其感
知到的基于政策环境变化的心理契约违背的影响更大，而世俗的荣耀感，相比神圣荣耀感
对公司社会创新的正向作用，受到其感知到的基于政策环境变化的心理契约违背的影响更
大。
本论文对战略领导力的研究做出了重要贡献。战略管理研究越来越多地关注人的因
素，尤其是企业高管对企业决策、行为以及绩效的影响，但以往对高阶的研究都集中在对
高管人员认知、背景及经验的探讨，本论文首次聚焦于高管人员的情感体验，通过强调高
管人员的荣耀感对组织战略决策的重要性，本研究大大地扩展了战略领导的研究范畴。
论文从心理学的视角出发，首次从内容和来源视角区分荣耀感的两种类型，对原先
从表现形式（momentary experiences and chronic dispositional tendencies）对荣耀感的
分类是个补充，对心理学领域有关荣耀感的研究做出了贡献。本文创造性地将荣耀感的研
究扩展到了企业管理中的高级管理人员，显著地提高了有关个体荣耀感受的理论与管理学
领域理论和实践运用的相关性。
于高管人员的心理感受却几乎从未触及。心理学研究表明，心理感受会很大程度上影响人
的行为。荣耀感，作为最主要的一种与自我意识相关的心理感受，对于工作行为和结果的
影响都非常大。因而，研究企业高管的荣耀感，对理解和预测他们的行为，进而对预测其
个人意志扮演重要角色的公司战略决策有显著意义。
本论文对企业高管的荣耀感进行了系统研究。通过两个研究，中国企业高管的问卷
调查数据，回答了两个问题：1. 企业高管工作荣耀感的内涵是什么？2. 企业高管荣耀感
的高低如何影响其在公司中的战略决策。具体而言，通过 6 人深度访谈和 50 人的开放式
问题问卷的定性研究提炼了企业高管荣耀感的双维度模型，即世俗荣耀感和神圣荣耀感，
202 名企业高管样本的问卷开发了信度和效度达标的两种荣耀感的测量量表（研究一）；
运用 159 名企业高管的问卷数据（研究二）检验了有关两种荣耀感影响公司战略变革意愿
和行为，以及社会创新的不同作用及其边界条件的理论模型和假设。
本研究的主要结论是：
1. 企业高管的世俗荣耀感和神圣荣耀感均正向影响企业战略主动性、战略变革，以
及社会创新战略，其中神圣荣耀感相比世俗荣耀感，对于公司社会创新战略的影响效应更
大；2.企业高管神圣的荣耀感，相比世俗荣耀刚对公司战略主动性的积极作用，受到其感
知到的基于政策环境变化的心理契约违背的影响更大，而世俗的荣耀感，相比神圣荣耀感
对公司社会创新的正向作用，受到其感知到的基于政策环境变化的心理契约违背的影响更
大。
本论文对战略领导力的研究做出了重要贡献。战略管理研究越来越多地关注人的因
素，尤其是企业高管对企业决策、行为以及绩效的影响，但以往对高阶的研究都集中在对
高管人员认知、背景及经验的探讨，本论文首次聚焦于高管人员的情感体验，通过强调高
管人员的荣耀感对组织战略决策的重要性，本研究大大地扩展了战略领导的研究范畴。
论文从心理学的视角出发，首次从内容和来源视角区分荣耀感的两种类型，对原先
从表现形式（momentary experiences and chronic dispositional tendencies）对荣耀感的
分类是个补充，对心理学领域有关荣耀感的研究做出了贡献。本文创造性地将荣耀感的研
究扩展到了企业管理中的高级管理人员，显著地提高了有关个体荣耀感受的理论与管理学
领域理论和实践运用的相关性。
ContributorsZhou, Jun (Author) / Tsui, Anne (Thesis advisor) / Zhu, Hongquan (Thesis advisor) / Qian, Jun (Committee member) / Arizona State University (Publisher)
Created2018
Description
The Vietnam Construction Industry (VCI) has been facing risks that cause delays, budget overrun, and low customer satisfaction that required continuously research efforts to manage them. This research assesses the current conditions of the VCI in terms of performance, common risks, and success factors; and explores the potential of using the Best Value Approach (BVA), an innovative procurement and project management technology, to improve overall VCI performance. VCI risk factors were presented in an analysis of the data collected from a survey that include the 23 common risk factors that cause non-performance in construction projects in developing countries. The factors were consolidated from an extensive literature reviews, and inputs were solicited from 103 construction practitioners in Vietnam. The study reveals the top five risk factors as the bureaucratic administrative system, financial difficulties of owner, slow payment of completed works, poor contractor performance, financial difficulties of contractor. Factor analysis explored the correlations among the risks and yielded four outcomes – Lack of Site and Legal Information, Lack of Capable Managers, Poor Deliverables Quality, and Owner’s Financial Incapability. VCI success factors were revealed from a survey that is adopted from 23 Critical Success Factors (CSFs) related to common construction risks, found through extensive literature reviews, and inputs were solicited from 101 VCI participants. The experts ranked those CSFs with respect to impact to project success. The study reveals the top impactful CSFs such as all project parties clearly understand their responsibilities, more serious consideration during contractor selection stage, test contractors’ experience and competency through successful projects in the past. Factor analysis was conducted to explore the principal success factor groupings and yielded four outcomes – Improving Management Capability, Adequate Pre-Planning, Stakeholders’ Management, and Performance-based Procurement. An analysis from six industry experts determined how current VCI conditions, namely risk and success factors, are related to BVA. Sixteen BVA success principles were identified and ranked based on their perceived impact to project performance by an industry survey with 98 VCI practitioners. The results show high agreement rate with all sixteen BVA principles. The majority of participants agreed that BVA would improve project performance and were interested in learning more about BVA. The results encourage further BVA testing and education in the VCI.
ContributorsLe, Nguyen Tran Khoi (Author) / Chong, Oswald W.K. (Thesis advisor) / Sullivan, Kenneth T. (Committee member) / Kashiwagi, Dean T. (Committee member) / Arizona State University (Publisher)
Created2019
Description
ABSTRACT
As the execution of facilities management becomes ever more sophisticated, specialized skill in managing specific types of buildings has become necessary. The sector of maintaining historic structures and sites readily falls into this type of specialized classification. This paper is a case study review of the unique “best practices” at the Nauvoo Historic Site located in Nauvoo, Illinois. It outlines a facilities management model of common core practices that was developed by the author following an assessment of various similar historic preservation campuses and their responsibilities to accurately display historic culture while observing modern-day facilities management techniques. Although these best practices are of great value in Nauvoo, they are proposed to be valuable to other sites as well because of their effectiveness. As a part of the description of best practices, an overview of the unique history of Nauvoo that generated the modern-day interest in the site will be reviewed. Additionally, the Nauvoo Facilities Management (NFM) organization will be detailed and will focus on the unique challenges associated with historic restored and reconstructed structures. Finally, the paper will also examine the use of specific facilities management techniques, management of large-scale visitor events, livestock supervision, workforce dynamics, finance and capital improvements, managing NFM within the corporate structure of a worldwide religious organization, and the part that NFM plays in community relations.
As the execution of facilities management becomes ever more sophisticated, specialized skill in managing specific types of buildings has become necessary. The sector of maintaining historic structures and sites readily falls into this type of specialized classification. This paper is a case study review of the unique “best practices” at the Nauvoo Historic Site located in Nauvoo, Illinois. It outlines a facilities management model of common core practices that was developed by the author following an assessment of various similar historic preservation campuses and their responsibilities to accurately display historic culture while observing modern-day facilities management techniques. Although these best practices are of great value in Nauvoo, they are proposed to be valuable to other sites as well because of their effectiveness. As a part of the description of best practices, an overview of the unique history of Nauvoo that generated the modern-day interest in the site will be reviewed. Additionally, the Nauvoo Facilities Management (NFM) organization will be detailed and will focus on the unique challenges associated with historic restored and reconstructed structures. Finally, the paper will also examine the use of specific facilities management techniques, management of large-scale visitor events, livestock supervision, workforce dynamics, finance and capital improvements, managing NFM within the corporate structure of a worldwide religious organization, and the part that NFM plays in community relations.
ContributorsCluff, Casey (Author) / Sullivan, Kenneth T. (Thesis advisor) / Smithwick, Jake (Committee member) / Stone, Brian (Committee member) / Arizona State University (Publisher)
Created2017
Description近年来，中国内地FOF业务发展迅速，但在业务发展初期的实践中，FOF管理人在遴选基金资产和预测其未来收益等方面遇到诸多困难，传统的FOF组合构建技术往往不理想。本文借鉴海外因子配置相关理论，尝试通过归因分析基金的收益来源，寻找能深度刻画基金经理管理能力的特质因子，创新性地提出了基于权益类基金的特质因子构建FOF组合的新方法。本文选择100家权益类私募基金，通过因子拆解剥离了市场、行业、风格等共同影响因素，遴选出特质因子表现更优的基金经理，而不是仅仅选择过往业绩好的基金经理，并基于特质因子构建一组FOF组合，与此同时，运用传统方法构建基于基金资产的另一组FOF组合，对比两种组合方法的组合绩效，实证结果显示基于特质因子的FOF组合绩效更优。本文进一步运用转移概率矩阵和相关性分析，找到了基于特质因子的FOF组合绩效更优的证据，即特质因子延续性更好和相关性更低。与基于基金资产的FOF组合配置传统方法相比，由于基金的特质因子延续性更好，运用历史数据预测未来收益的确定性相对更好；基金的特质因子之间的相关性低，大幅增强了FOF组合配置的稳定性和分散性。总体来讲，基于特质因子的FOF组合配置方法为FOF管理人提供了一个更量化、更有效、更稳健的组合配置新路径，能有效提升FOF组合配置的绩效。
关键词: FOF、因子投资、组合配置、特质因子
关键词: FOF、因子投资、组合配置、特质因子
ContributorsLi, Jie (Author) / Zhu, Hongquan (Thesis advisor) / Yan, Hong (Thesis advisor) / Liang, Bing (Committee member) / Arizona State University (Publisher)
Created2020
Description当前，民营企业已成为中国重要支撑力量，而未来5到10年，约有300多万家民营企业面临传承困境。但学术研究领域在传承整体框架、配套机制建设方面有完整论述、有成功案例的所见不多。首先，针对以上民营企业的传承现状，本文将研究、回答五个问题：1、成功传承的标准和要素是什么？2、传承模式有哪几种，每种模式配套的传承机制是什么，该如何建立？3、民营企业应选择何种传承模式，如何选择？4、民营企业的整套传承方案如何落地搭建？5、是否有普适性的、可借鉴的民营企业传承模型，包含哪些要素？
其次，本文主要使用文献研究、案例研究、实证分析，选取中、美、德、日四家不同传承阶段、不同传承模式的知名民营企业，对其传承情况进行深入研究。在此基础上，归纳总结出传承的关键要素，对前述五个问题进行系统解答。同时，本文创新性地结合理论研究、案例研究及企业实践，提出适合我国大部分民营企业的传承全周期管理框架。
最后，根据以上研究，本文总结出关于中国民营企业传承的八大结论及建议：1、本质：权力的交接和义务的传递；2、两大风险：继任风险（继任人的能力要求）、代理风险（继任人对企业核心理念的意愿/忠诚度）；3、降低风险的四大机制：领袖锻造、人才梯队、管控治理、激励机制；4、两大成功要素：“选领袖”和“建机制”；5、四大机制是并行推进、相辅相成的，要尽早构建、持续优化；6、三大模式：家族成员继承、内生培养经理人、外聘职业经理人；7、民营企业传承模型包含七大要素、五大步骤；8、民营企业在制定传承方案时，除了要注意传承模型中的要素，还要注意其他关键要素。
其次，本文主要使用文献研究、案例研究、实证分析，选取中、美、德、日四家不同传承阶段、不同传承模式的知名民营企业，对其传承情况进行深入研究。在此基础上，归纳总结出传承的关键要素，对前述五个问题进行系统解答。同时，本文创新性地结合理论研究、案例研究及企业实践，提出适合我国大部分民营企业的传承全周期管理框架。
最后，根据以上研究，本文总结出关于中国民营企业传承的八大结论及建议：1、本质：权力的交接和义务的传递；2、两大风险：继任风险（继任人的能力要求）、代理风险（继任人对企业核心理念的意愿/忠诚度）；3、降低风险的四大机制：领袖锻造、人才梯队、管控治理、激励机制；4、两大成功要素：“选领袖”和“建机制”；5、四大机制是并行推进、相辅相成的，要尽早构建、持续优化；6、三大模式：家族成员继承、内生培养经理人、外聘职业经理人；7、民营企业传承模型包含七大要素、五大步骤；8、民营企业在制定传承方案时，除了要注意传承模型中的要素，还要注意其他关键要素。
ContributorsCao, Jianwei (Author) / Huang, Xiaochuan (Thesis advisor) / Liang, Bing (Thesis advisor) / Cheng, Shijun (Committee member) / Arizona State University (Publisher)
Created2020