Antecedents and Consequences of Organizational Intelligence

Antecedents and Consequences of organisational IntelligenceChapter 1 IntroductionLife is non primarily a quest for pleasure, as Freud believed, or a quest for power, as Alfred Adler taught, scarcely a quest for meaning in pee-pee (doing something signifi jakest), in manage (caring for an early(a) person) and in courage (during difficult times) (Frankl, 2006).This chapter provides an overall understand of this harangue. divide 1.1 describes the seek background. Section 1.2 discusses the look into objectives and questions. The seeing section 1.3 explains research scope. In section 1.4, significance of the research is discussed. Finally, this dissertation describes the organization of this dissertation in Section 1.5.enquiry BackgroundIn todays world, organizations stage fast and astonishing changes. Their survival will depend on reading capability they will perform so that, they can comply with those changes. As a result of this situation, the management sentiment with it s process acquires a antithetical character, which is beca expend of techno analytic progression and globalization.In this age, to consistently sustain the importance, knowledge concept of the organization is changing fast. In organizations, sh bed individual knowledge transform into organisational information. Effective application of organisational knowledge forms respectable organizations progressively. However, in order to achieve these, an intuition of making use of knowledge in creative way is required. Therefore, to survive in the demanding and competitive environment, organizations are undeniable to be intelligent in todays world. Organization is vivacious and, for being strived ask continuous information. While organization in the chivalric have been viewed as compilations of tasks, products, employees, profit and processes, today they are increasingly seen as intelligent systems designed to manage knowledge. Therefore, measuring ability of learning, finding and l ogical thinking is necessary for evaluation and performance improvement.Seeing such scenario in high degenerate world, those men are successful and efficient who let a high IQ. Undoubtedly, men can overcome their life problems by utilizing their given watchword. Certainly, it is dependable in organisational world particularly in modern age in which organizations have become more change and their survival has become more difficult due to improvements in sciences and industries as well as the emergence of new needs and challenges overtime. Now, this question arises how we can prepare ourselves to face such uncertainties where change is plainly thing that is stable. Obviously, those organizations are successful which can utilize their employees thinking power effectively.As a fascinating concept and intriguing research demesne, password finds strong assembling in many disciplines asideside of individual and cognitive psychology (Sternberg and Kaufman, 1998). sensation of th e disciplines that provoked increased interest in the importance of apprehension is the management and organization formulatement literature (Glynn, 1996 March, 1999 Stalinski, 2004). In this globalized world, when the environment is so turbulent what the organizations are needed to do is, they need to be more intelligent in order to have competitive advantage over their competitors. though the concept organizational light (OI) was introduced in 1967 but not such(prenominal) has been done in this area till now. Even if we disregard the full literature in which organizational countersign was supposedly aggregated (Kurzman and Owens, 2002), the precondition is still ambiguous in the context of organizational development scholarship. This is true because there is a pretermit of a unified theory of countersign in organizational settings as noted by the numerous and disjointed vistas and ideas of researchers in the field (Glynn, 1996). look for Questions and buttsThe primary objective of this dissertation is to stipulate an integrative view of organizational news show and provide some guidelines. For this purpose, this dissertation attempts to find out the antecedents and consequences of organizational wisdom and to test the proposed conceptual exemplification of organizational news. Related with this purpose, previous research shows some research challenges. The first of all challenge is to explore the factor structure of organizational intelligence. An integrative perspective of organizational intelligence is a necessity. It is also noted that there is a dearth of studies which attempted to explore the factor structure of organizational intelligence. Consequently, the other challenge is to test the proposed conceptual pretense of organizational intelligence. Previous studies did not show any such empirical finding on this issue.Therefore, the briny research aim is to find out the antecedents and consequences of OI and develop and test a model. This research has identified five important excogitations in identifying the antecedents and consequences of OILeadership organizational culture organizational intelligenceorganisational innovational capabilityOrganizational performanceThis research discusses the following research questionsRQ1. What is the factor structure of the OI construct?RQ2. To what extent does reach outership impact organizational intelligence?RQ3. To what extent does organizational culture impact organizational intelligence?RQ4. To what extent does organizational intelligence impact organizational performance via organizational innovational capability?On the basis of the above research questions following research objectives were formedResearch objective 1 (RO1)- To explore the factor structure of organizational intelligenceResearch Objective 2 (RO2)- To investigate the work of leadership on organizational intelligenceResearch objective 3 (RO3)- To investigate the influence of organizational culture on organizational intelligenceResearch Objective 4 (RO4)- To further understand the relationship between organizational intelligence and organizational performance via organizational innovational capabilityResearch Objective 5 (RO5)- To assess existing models of OIResearch Objective 6 (RO6)- To develop a conclusive model of antecedents and consequences of OI based on the research findings and,Research Objective 7 (RO7)- To validate the model and test the hypothesesThe vith and seventh research objectives are the final output of this research, which attempts to develop an appropriate morphologic measurement model of antecedents and consequences of OI.Research scopeThis relation is aimed at investigating the antecedents and consequences of organizational intelligence. In doing so, this thesis presents a model of antecedents and consequences of organizational intelligence (OI), based on the Kalkhan (2007), Falletta (2008) and Albrechts (2003) model and empirically test hypotheses. Th is model of OI was validated by a survey in an R D organization.An organization is regarded as a system of inter subjectively divided meanings sustained through social inter fulfill (Walsh and Ungson, 1991). Organizational intelligence emerges from those interactions that frame the organization. It is embedded in the structured patterns of thought and action in which organizational members interact and engage (Glynn, 1996). Technologically move on systems affect organizational intelligence as well. They enable the development of organizational intelligence (Huber, 1990 Leidner and Elam, 1995). Thus, organizational intelligence is more than the aggregate intelligence of organizational members it is the intelligence of the organization itself as a larger system. An unintelligent organization can be still of apparently intelligent people and an intelligent organization can be composed of relatively unintelligent components (Albrecht, 2003 Kerfoot, 2003). Organizations, as well as people, presentation differing degrees of intelligence. Differences among organizations intelligences are not related to the differences among the intelligences of organizations members only. Many factors such as organizational symbols, patterns of interaction, organizational culture, socialization processes and advanced technological systems influence the differences among organizations intelligences.This area has not been much explored and especially in India not much significant work has come into the light. Therefore, a strong need was felt to study this area as it seems to be very important in todays world. It has been found out that most of the works on OI are not empirically supported. Halal (1997) in his work stated that organizational intelligence leads to organizational performance. After the review of literature it was found that organizational intelligence is the factor which promotes knowledge management, creativity, innovativeness, performance and it helps organizatio n in achieving its goal. Therefore, after understanding its impact on other related OB constructs, it was closed that it deserves contrive attention.1.4 Significance of the ResearchAs already stated that there is a dire need of empirical investigations in the field of organizational intelligence because this is the factor which influences performance of the organization (Halal, 2000). This study tries to arrange the question that if the lack of resources and the overload of information are the problems, is intelligence the resoluteness to improve organizations?In the Knowledge Economy, the organization needs to develop and maintain supportive partnerships to get away with complex issues in uncertain environments, turning challenges into opportunities, anticipating and understanding emerging threats and retrieve from unexpected shocks and cries. In other words, in times of crisis and high scotch and social turbulence, organizations must show high levels of intelligence to meet the needs of the organizations.The ability to solve problems and make decisions, defined as intelligence, is the solution to improve organizations. This assumption is based on the conviction that the right answer to users need depends on directors ability to absorb what is happening in the environment and to correctly act on the generated knowledge. Rothberg and Erickson (2004) hold that intelligence, in all forms, comes from the strategical management of knowledge, understanding the environment within which knowledge is collected and used, and making the knowledge actionable, especially by strategic decision makers. Understanding of OI and its antecedents and consequences whitethorn immensely help the organizations and assist them in improving and achieving their objectives.Concept of OI has evolved and advanced a variety of practices and processes aimed at the creation and application of knowledge. However, scholars have been touch by, and practitioners have struggled with, th e lack of clear, comprehensive concepts that define the field of organizational intelligence (Staskeviciute, 2009). Ercetin (2009) holds that definitions of intelligence are in continuous revision. In particular, she finds that there is no unifying understanding of the concept of intelligence in management (Staskeviciute, 2009). Staskeviciute and Ciutiene (2008) conclude that in scientific literature it is possible to find different concepts of organizational intelligence, but they are all bounded by the same tout the organizations capability to adapt to environment and knowledge management, because organizational intelligence involves knowledge based on the organizations capacity.Organizational intelligence refers to the process of turning data into knowledge and knowledge into action for organizational gain (Cronquist, 2011). On a practical level, the CETISME cooperative (Cooperate to countenance Economic and Technological Intelligence in SMEs) has stated that consistently gett ing the right information at the right moment can only be the result of a permanent intelligence process tether to policy established at the highest level of the organization (2002).Cruz and Dominguez (2007) point out that the processes of perception, knowledge creation and decision making are favored by the proper management of information resources. The goal of OI is to interpret and act on relevant facts and environmental signals from the learning arising from acquired competences (skills +knowledge + attitudes). In general, the perception, interpretation, digest, integration and use of knowledge is related to OI. The central argument of this thesis is to identify the factors which lead to organizational intelligence and what are the resultant factors when organization is acting intelligently. In the moments of uncertainty, organizations must have high levels of intelligence to interpret, integrate, combine and filter the relevant knowledge.Intelligent systems depend on a struc tured network of estimable analyzers who crack cocaine their technical skill, knowledge, and personal experiences. They engage with the systems by validating information, discovering relationships between pieces of information and conducting analyses. In short, OI systems provide the pathways for knowledge to become intelligent, that is, actionable (answer so what questions and stay future-focused). They can also direct actions to acquire additional knowledge necessary to fill in the blanks. Full knowledge, with appropriate analysis, provided to the key manager at the right time defines how intelligence can extend and cherish the capabilities of organizational systems (Rothberg Erickson, 2004). Also, its significance increases when it is seen in the context of RD organization, as the people workings there are intelligent and knowledge workers, therefore, the relevance of this concept is automatically enhanced in such scenario, which this study tries to look into.Organization of the thesisTo describe organizational intelligence and identify its antecedents and consequences, this dissertation will follow the research procedure and structure as shown in Figure 1-1. It consists of six major parts (i) introduction, (ii) literature review, (iii) development of a priori framework and hypotheses, (iv) research methodology, (v) data analysis and research findings, (vi) discussion, and conclusion.The remainder of the dissertation is organized as follows. The following chapter surveys summarizes the related studies. It includes the relevant literature of organizational intelligence, empirical studies on organizational intelligence and its antecedents and consequences. In chapter 3, this dissertation proposes a conceptual research model, and explores the key variables and their relationships. In chapter 4, research methodologies are explained such as theoretical research approaches, design and administration of the survey. It also explains the sample and measures. Chapter 5 illustrates the analysis and summarizes analysis results. Chapter 6 extends with the explanation of the findings and tested model, it also discusses the contributions and limitations of the study and offer suggestions for future study.Table 1.1 Simplified Structure of the Thesis