IDEAS home Printed from https://ideas.repec.org/a/ehu/cuader/15471.html
   My bibliography  Save this article

Could innovative teams provide the necessary flexibility to compete in the current context?

Author

Listed:
  • Rubio Andrés, Mercedes
  • Gutiérrez Broncano, Santiago
  • Montoya Monsalve, Juan Nicolás

Abstract

[EN] In the modern era firms should look for a sustainable and profitable business model. They operate in highly volatile and competitive markets. Innovation is a key element that allows firms to survive in these complex environments. Accordingly, some companies are developing human resource models that align to the actual competitive context. For instance, they establish democratic systems, flexible work practices, they focus on responsibility and initiative and increase the self-control of team members. In this framework, firms tend to use resources such as creativity, capacity for innovation or development of human talent. Therefore, innovative teams are able to adapt and react to turbulent, complex and dynamic environments, which allow them to handle in a more efficient way several subtasks. This fact gives rise to a higher effectiveness in the activities of firms. This paper analyze the characteristics and performance of multifunctional teams, virtual teams, open-innovation teams and self-managing teams. It also study the case of Semco, a company that is characterized by its innovative practices in human resources management and focus on responsibility and initiative and increase the self-control of team members.

Suggested Citation

  • Rubio Andrés, Mercedes & Gutiérrez Broncano, Santiago & Montoya Monsalve, Juan Nicolás, 2015. "Could innovative teams provide the necessary flexibility to compete in the current context?," Cuadernos de Gestión, Universidad del País Vasco - Instituto de Economía Aplicada a la Empresa (IEAE).
    • Handle: RePEc:ehu:cuader:15471
    as

    Download full text from publisher

    File URL: https://addi.ehu.es/handle/10810/15471
    Download Restriction: no
    ---><---

    References listed on IDEAS

    as
    1. Catherine Truss & Lynda Gratton & Veronica Hope‐Hailey & Patrick McGovern & Philip Stiles, 1997. "Soft and Hard Models of Human Resource Management: A Reappraisal," Journal of Management Studies, Wiley Blackwell, vol. 34(1), pages 53-73, January.
    Full references (including those not matched with items on IDEAS)

    Citations

    Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.
    as


    Cited by:

    1. Karel Slintak, 2019. "A New Concept of Management," Montenegrin Journal of Economics, Economic Laboratory for Transition Research (ELIT), vol. 15(1), pages 201-213.
    2. Mercedes Rubio-Andrés & Jorge Linuesa-Langreo & Santiago Gutiérrez-Broncano & Miguel Ángel Sastre-Castillo, 2024. "How to improve market performance through competitive strategy and innovation in entrepreneurial SMEs," International Entrepreneurship and Management Journal, Springer, vol. 20(3), pages 1677-1706, September.
    3. Alain Vilard Ndi Isoh & Tanwani Solomon Ofon & Sheku Ahmed Fofanah, 2020. "The Effects of Training and Development on Employees Performance: The Case of the National Financial Credit Bank (NFCB) of the Centre Region of Cameroon," International Journal of Science and Business, IJSAB International, vol. 4(6), pages 88-106.
    4. Magnus Moglia & John Hopkins & Anne Bardoel, 2021. "Telework, Hybrid Work and the United Nation’s Sustainable Development Goals: Towards Policy Coherence," Sustainability, MDPI, vol. 13(16), pages 1-28, August.

    Most related items

    These are the items that most often cite the same works as this one and are cited by the same works as this one.
    1. Nadia Gama & Steve McKenna & Amanda Peticca-Harris, 2012. "Ethics and HRM: Theoretical and Conceptual Analysis," Journal of Business Ethics, Springer, vol. 111(1), pages 97-108, November.
    2. repec:iim:iimawp:13106 is not listed on IDEAS
    3. Anuratha Venkataraman & Girish Balasubramanian & Santanu Sarkar, 2014. "Changing Workforce and Transforming Industrial Relations Scenario," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 39(2), pages 219-228, May.
    4. Maria Luisa Giancaspro & Amelia Manuti & Alessandro Lo Presti & Assunta De Rosa, 2021. "Human Resource Management Practices Perception and Career Success: The Mediating Roles of Employability and Extra-Role Behaviors," Sustainability, MDPI, vol. 13(21), pages 1-16, October.
    5. Kozica, Arjan & Kaiser, Stephan, 2012. "A Sustainability Perspective on Flexible HRM: How to Cope with Paradoxes of Contingent Work," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 23(3), pages 239-261.
    6. Wee Chan Au & Siân Stephens & Pervaiz K. Ahmed, 2024. "Relational HR Practices in Malaysian SMEs: An Ethics of Care Perspective," Journal of Business Ethics, Springer, vol. 191(2), pages 323-336, May.
    7. Gholamreza Zandi & Ananda Devan Sivalingam & Shaheen Mansori, 2019. "An Empirical Study in Human Resource Management to Optimize Malaysian School Counselling Department," International Journal of Financial Research, International Journal of Financial Research, Sciedu Press, vol. 11(5), pages 32-39, August.
    8. Hanneke Heinsman & Annebel H.B. de Hoogh & Paul L. Koopman & Jaap J. van Muijen, 2006. "Competency Management: Balancing Between Commitment and Control," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 17(3), pages 292-306.
    9. Kahancová, Marta, 2008. "Embedding multinationals in postsocialist host countries: Social interaction and the compatibility of organizational interests with host-country institutions," MPIfG Discussion Paper 08/11, Max Planck Institute for the Study of Societies.
    10. Martin, Albert & Kabst, Rüdiger, 2013. "Mitarbeiterorientierte Personalpolitik und Unternehmenserfolg: Ein Anwendungsfall der Anreiz-Beitrags-Theorie," Schriften aus dem Institut für Mittelstandsforschung 48, Leuphana Universität Lüneburg, Institut für Mittelstandsforschung (IMF).
    11. Kelman, Steven & Hong, Sounman, 2012. ""Hard," "Soft," or "Tough Love": What Kinds of Organizational Culture Promote Successful Performance in Cross-Organizational Collaborations?," Working Paper Series rwp12-005, Harvard University, John F. Kennedy School of Government.
    12. Wæraas, Arild & Dahle, Dag Yngve, 2020. "When reputation management is people management: Implications for employee voice," European Management Journal, Elsevier, vol. 38(2), pages 277-287.
    13. KonShik Kim & Tack-Hyun Shin, 2019. "Additive Effects of Performance- and Commitment-Oriented Human Resource Management Systems on Organizational Outcomes," Sustainability, MDPI, vol. 11(6), pages 1-21, March.
    14. James S. Bowman & Jonathan P. West, 2007. "Lord Acton and Employment Doctrines: Absolute Power and the Spread of At-Will Employment," Journal of Business Ethics, Springer, vol. 74(2), pages 119-130, August.
    15. Deborah A. Waldron, 1999. "Status in organizations: where evolutionary theory ranks," Managerial and Decision Economics, John Wiley & Sons, Ltd., vol. 19(7-8), pages 505-520.
    16. Kelman, Steven J. & Hong, Sounman, 2012. "Hard, Soft, or Tough Love: What Kinds of Organizational Culture Promote Successful Performance in Cross-Organizational Collaborations?," Scholarly Articles 8506868, Harvard Kennedy School of Government.
    17. Roberto Luna-Arocas & Francisco J. Lara, 2020. "Talent Management, Affective Organizational Commitment and Service Performance in Local Government," IJERPH, MDPI, vol. 17(13), pages 1-15, July.
    18. Roberto Luna-Arocas & Ignacio Danvila-del-Valle, 2021. "Does Positive Wellbeing Predict Job Performance Three Months Later?," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 16(4), pages 1555-1569, August.

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:ehu:cuader:15471. See general information about how to correct material in RePEc.

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If CitEc recognized a bibliographic reference but did not link an item in RePEc to it, you can help with this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: Alcira Macías Redondo (email available below). General contact details of provider: https://edirc.repec.org/data/ieahues.html .

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service. RePEc uses bibliographic data supplied by the respective publishers.