Renata Korsakienė

The internationalization of SMEs: an integrative approach

Presented paper aims to compare internationalization of Lithuanian and Norwegian SMEs by exploring the main motives and barriers restricting internationalization process. The authors strive to reveal the patterns of internationalization taking into account the aspects of main theoretical models. The research is based on the main ideas of stage, network and international entrepreneurship approaches. The main motives and barriers restricting internationalization process are based on the previous studies. In order to compare internationalization patterns of Lithuanian and Norwegian SMEs, quantitative research has been performed. The quantitative research is based on responses to a questionnaire embracing various aspects of internationalization. The sample of 300 SMEs was selected taking into consideration previous research. The survey allows concluding that Lithuanian SMEs emphasise geographic proximity as the most important criteria for international market selection. On the other hand, Norwegian SMEs perceive variables of international entrepreneurship theory as the important contributory factors in internationalization process. The authors conclude that Lithuanian SMEs rely on exporting; meanwhile Norwegian SMEs choose subcontracting/licensing or own representative abroad. Hence, Norwegian SMEs are seen at the more advanced stage of internationalization. Authors of the research have elaborated proposals, which are useful for further development of Lithuanian SMEs and take into consideration experience of Norwegian SMEs. The presented paper will contribute to the International Entrepreneurship Forum by providing new insights into further development of SMEs of Lithuania and Norway taking into consideration opportunities and threats.

Factors driving turnover and retention of information technology professionals

Taking into consideration turnover phenomenon and retention issues, the purpose of the paper is to reveal the employee perceptions on organisational and job-related factors impacting decisions to leave and to stay with the current employer. Based on theoretical discussion related to voluntary turnover and retention of employees, the research instrument was developed. A total of 143 responses were collected from employees working in private IT companies of Lithuania. The results revealed that base pay and challenging work content were perceived as the most important employment characteristics. Turnover prediction models disclose turnover intentions of project managers, which can be explained by participation in strategy development, support of top managers and negative perception of the base pay. Meanwhile, turnover intensions of heads of departments/ high level managers can be explained by negative associations with performance incentives/ bonuses, career opportunities and working conditions. The findings of the paper let us to develop theoretical insights and provide manager recommendations leading to the retention of information technology professionals.

RYŠIŲ SU KLIENTAIS VALDYMAS NEKILNOJAMOJO TURTO SEKTORIAUS ĮMONĖSE: PRIVALUMŲ IR RIBOJANČIŲ VEIKSNIŲ TYRIMAS

Globalizacija, intensyvi konkurencija ir kintanti vartotojų paklausa skatina įmones ieskoti būdų, leidžiancių joms islikti konkurencingomis rinkoje. Todėl rysių su klientais valdymas tampa aktualus siandienos verslo įmonėms. Straipsnyje analizuojami rysių su klientais valdymo diegimo privalumai ir ribojantys veiksniai nekilnojamojo turto sektoriaus įmonėse. Straipsnio pabaigoje pateikiami apibendrinti tyrimo rezultatai ir isvados.

Organizational Change Management: Theoretical and Practical Aspects

The processes of globalization, new technologies, intense competition and the internal environment of organisations predetermine organisational changes which have the main purpose to adapt to the changing environment. Therefore organisational change management has become the topical issue of today’s business companies. The paper analyses the aspects of organisational change management. The results of a survey of organisational change management are analysed. At the end of the paper the results of the survey are summarized and the conclusions are presented.

Konkurencinį Pranašumą Lemiantys Veiksniai Ir Internacionalizacija: Sąsajų Tyrimas

Globalizacija, technologiniai pokyciai, intensyvi konkurencija, svyruojanti vartotojų paklausa, ekonominiai ir politiniai pokyciai, skatina vadovus veikti proaktyviai, prisiimti didesne riziką ir pasirinkti tinkamas strategijas. Pažymėtina, kad tiek strateginio valdymo teoretikai, tiek praktikai savo darbuose daug dėmesio skyrė įmonės konkurenciniam pranasumui ir jo islaikymui. Kita vertus, ėmė formuotis nuomonė, kad tokie rezultatai pasiekiami gana retai ir jiems būdingas trumpalaikiskumas. Kai kuriose pramonės sakose ar verslo sektoriuose itin nuožmi konkurencija ir greiti technologiniai pokyciai neigiamai veikia konkurencinį pranasumą. Vis dėlto įmonei augant savo salies rinkoje formuojasi internacionalizacijos strategijų įgyvendinimo prielaidos. Taciau pasirinkusios vieną ar kitą internacionalizacijos būdą, įmonės skiriasi savo pasiektais rezultatais. Todėl tikslinga kelti klausimus – kodėl vienos įmonės yra sėkmingesnės už kitas tarptautinėse rinkose. Straipsnyje nagrinėjamos konkurencinį pranasumą lemiancių veiksnių, internacionalizacijos ir prioritetinių strateginių sprendimų sąsajos, pateikiamos rekomendacijos tolesniems tyrimams.

The Theoretical and Practical Aspects of Human Resource Management Strategy Development: A Case of Lithuanian Telecommunication Sector

1. Ivadas Paskutiniais desimtmeciais kito poziuris i bendrosios imones strategijos formavimo ir igyvendinimo sekmes bei personalo vaidmens saveika. Vis daugiau demesio skiriama integruotam zmogiskuju istekliu ir bendrosios imones strategijos traktavimui. Imta teigti, kad tai ne atskiri, bet tarpusavyje saveikaujantys valdymo elementai. Tokias nuomones visu pirma leme zmogiskojo veiksnio kaip kertinio veiksnio, galincio uztikrinti sekminga strateginiu sprendimu igyvendinima globalizacijos ir vis didejancios konkurencijos bei spartaus nauju technologiju vystymosi kontekste, reiksmes augimas. Zmogiskuju istekliu strategija tampa aktuali moksliniu tyrimu tema, nes kiekvienoje organizacijoje zmones yra laikomi svarbiu istekliu potencialo komponentu, leidzianciu realizuoti ir valdyti veikla. Mokslininkai, tyrineje zmogiskuju istekliu valdymo strategijos aspektus, nepateikia vienos formalizuotos zmogiskuju istekliu valdymo strategijos savokos, taciau isskiria tam tikrus pagrindinius bruozus. Vis delto reikia pazymeti, kad ivairiu organizaciju vadovai gali skirtingai interpretuoti strategini organizacijos valdyma, pateikti savo strategijos suvokima, o taikomus ilgalaikiu tikslu realizavimo budus laikyti geriausiais. Vyraujantis organizacijos vadovu poziuris i zmogiskuju istekliu valdyma organizacijoje, susiformavusi organizacine kultura ar kolektyvo klimatas gali tureti itaka strateginiam organizacijos valdymui ir zmogiskuju istekliu valdymo strategijai. Zmogiskuju istekliu valdymo strategija galima rengti dviem budais: sukurti savo, naudojant turimas zinias ir atsizvelgiant i organizacijos veiksniu itaka, arba kopijuoti jau sukurta bei naudoti savo veikloje. Taciau abejotina, ar antruoju atveju parengta strategija nepareikalaus esminiu pakeitimu, priklausomai nuo organizacijai budingu bruozu ir veikimo aspektu. Bet kokiu atveju zmogiskuju istekliu valdymo strategija turi buti rengiama vadovaujantis tam tikra tvarka, kuri padetu atskleisti jos rengimo tiksla ir priemones, kuriomis bus pasinaudota ja realizuojant. Todel zmogiskuju istekliu valdymo strategijos rengimas yra laikytinas aktualia vadybos problema, kuria reikia analizuoti bei tirti. Zmogiskuju istekliu valdymo strategijai rengti tyrimui pasirinktas telekomunikaciniu paslaugu sektorius. Si pasirinkima leme keletas priezasciu. Pirma, analizuojant atskiras Lietuvos ekonomines veiklos rusis, pastebimos akivaizdzios telekomunikaciju sektoriaus pletros tendencijos. Neabejotina ir telekomunikaciju sektoriaus itaka salies ekonomikai. Antra, sio sektoriaus augimas akivaizdziai siejamas su zmogiskuoju potencialu ir jo vystymusi. Todel galima teigti, kad telekomunikacijos sektoriuje veikianciu bendroviu veiklos rezultatus lemia ne tik tinkamai parengtos verslo ar korporacijos strategijos, bet ir demesys, skiriamas zmogiskuju istekliu valdymui. Galima daryti prielaida, kad siose bendrovese tinkamu darbuotoju gebejimu tobulinimas ir zmogiskuju istekliu potencialo vertinimas turi didele itaka sekmingai veiklos pletrai. Tyrimo objektas--Lietuvos telekomunikaciju sektoriaus imoniu zmogiskuju istekliu valdymo strategijos rengimas. Straipsnio tikslas--atlikti zmogiskuju istekliu valdymo strategijos rengimo analize Lietuvos telekomunikaciju sektoriaus imonese bei numatyti zmogiskuju istekliu valdymo strategijos rengimo tobulinimo galimybes. Atliekant tyrima buvo remiamasi bendraisiais mokslinio tyrimo metodais: sistemine ir logine analize bei anketine apklausa. 2. Strateginio zmogiskuju istekliu valdymo ir zmogiskuju istekliu valdymo strategijos koncepcija Strateginio zmogiskuju istekliu valdymo, analizuojancio zmogiskuju istekliu itaka ir reiksme imones verslo strategijai, kaip naujos moksliniu tyrimu srities atsiradimas, aiskiai parode jos nauda imonei. Anot Walker, strateginis planavimas turi buti siejamas su zmogiskuju istekliu planavimu (Walker 1978). Taciau neabejotinai pradzia siems tyrimams padare astuntajame desimtmetyje pasirodes Devanna, Fombrun ir Tichy straipsnis, kuriame analizuojamas rysys tarp verslo strategijos ir zmogiskuju istekliu (Devana et al. …The human resources are considered as the important factor, which makes a significant impact on the performance of the organization. Therefore, the development of human resource management strategy has become the topical issue in today’s business and academy world. The paper analyses the aspects of human resource management strategy development in telecommunication companies. The research has revealed that the majority of the telecommunication companies understand the necessity of the human resource management strategy. However, the development of human resource management strategy is restricted by the attitudes of high-level managers and behaviour of employees. The companies, which participated in the survey, partly follow the widely accepted strategy development models. On the other hand, the means for the strategy development and implementation are not clear and the strategy does not reflect the main attitudes toward human resource management. The paper presents the strategy development chart which creates the preconditions to tackle the problems indicated in the survey. At the end of the paper the results of the survey are summarized and the conclusions are presented.

Analytical network process based on BOCR analysis as an approach for designing a foreign direct investment policy

Foreign direct investment is significantly important for the emerging market countries or countries in transition. Scientific literature provides plenty of evidence that FDI may have both negative and positive influence on economic growth. However, research proves that just specific type of FDI may bring benefit to the host country. Thus, a targeted FDI policy is essential for directing foreign capital into problematic business areas or regions. The goal of the article is to propose a complex targeted FDI policy, the employment of which would give benefits to the host country and achieve its strategic goals. Benefit-opportunities-costs-risks analysis and analytic network process method are used for the empirical research. Final results reveal that Lithuania, attracting FDI into research and development area, gains great benefits and exploits opportunities. At the same time, the highest costs might be generated while implementing a FDI policy in this area. A FDI policy towards service sectors would cause the least amount of risks. These results are significant for academics as the basis for further research, and decisions-makers as guidance for the development of the national FDI policy.

The Determinanats of Competitive Advantage and Internationalization: Investigation of Interrelationships

Globalizacija, technologiniai pokyciai, intensyvi konkurencija, svyruojanti vartotojų paklausa, ekonominiai ir politiniai pokyciai, skatina vadovus veikti proaktyviai, prisiimti didesne riziką ir pasirinkti tinkamas strategijas. Pažymėtina, kad tiek strateginio valdymo teoretikai, tiek praktikai savo darbuose daug dėmesio skyrė įmonės konkurenciniam pranasumui ir jo islaikymui. Kita vertus, ėmė formuotis nuomonė, kad tokie rezultatai pasiekiami gana retai ir jiems būdingas trumpalaikiskumas. Kai kuriose pramonės sakose ar verslo sektoriuose itin nuožmi konkurencija ir greiti technologiniai pokyciai neigiamai veikia konkurencinį pranasumą. Vis dėlto įmonei augant savo salies rinkoje formuojasi internacionalizacijos strategijų įgyvendinimo prielaidos. Taciau pasirinkusios vieną ar kitą internacionalizacijos būdą, įmonės skiriasi savo pasiektais rezultatais. Todėl tikslinga kelti klausimus – kodėl vienos įmonės yra sėkmingesnės už kitas tarptautinėse rinkose. Straipsnyje nagrinėjamos konkurencinį pranasumą lemiancių veiksnių, internacionalizacijos ir prioritetinių strateginių sprendimų sąsajos, pateikiamos rekomendacijos tolesniems tyrimams.

Work Engagement of Older Employees: do Employee and Work-Related Factors Matter?

DOI: 10.14254/2071789X.2017/10-4/12 ABSTRACT. Today’s shortage of qualified workers due to population aging and emigration requires putting more emphasis on older employees and also developing specific measures so that to increase their work engagement. However, employers prefer to hire younger individuals who are assumed to be flexible, and more acquainted with new information technologies. Meanwhile, older employees are seen as less engaged in work, less familiar with lifelong learning and also coping with deteriorating health issues. This paper focuses on older employees working in science, education and public organizations of Lithuania. Being grounded on the prevailing theories in this regard, the paper aims to investigate employeeand work-related factors around this problem. The data obtained allows us confirm that work scheduling autonomy, decision-making autonomy, managerial orientation, career achievement, dedication to work, feedback from work influence work engagement of older employees. The study let us develop insights for managers and recommendations for future investigations in the same field.

Inter-Personal and Inter-Organizational Networks In Internationalization of SMEs: A Bibliometric Analysis and Review

Abstract Small firms contribute to the economy by creating new vacancies and are the most common business form in the EU. However, small firms are not tended to expand internationally and only a limited number of small firms export to the countries outside the EU. The study aims to investigate inter-personal and inter-organizational networks in the international expansion of small firms. The investigation is grounded in analysis and synthesis of scientific literature. In addition, the bibliometric analysis was integrated into the scientific research. Bibliometric analysis of the papers published in 2000-2017 and obtained from Clari-vate Analytics database revealed that the significance of networking in international activities of small firms are not explored sufficiently while networking and internationalization of SMEs separately are a much more popular topic among researchers. The research results let us present insights for future investigations and implications for managers and policymakers.