This paper addresses the field of product innovation in the context of current sustainability requirements in order to identify the relationship between sustainable development and product innovation. The demand for products continues to increase but in the same time, the environmental factors are more and more present in the organization policies, in these conditions, the sustainability aspects related to the product developments are becoming a competitive advantages. The structure of the research carried out in this paper is oriented in the first part on the identification of the most used keywords in the specialized literature in the field, and in the second part is focused on a systematic analysis of the literature. The main research questions addressed in this article are: What is the correlation between product innovation and sustainable development? What are the main difficulties in implementing product innovation and ensuring sustainable development? What solutions can be developed to overcome these difficulties? In the first part of the research we performed a keyword analysis using VOSviewer software to identify the most used keywords in the domain. Following the analysis of the specialized literature, we identified some key issues related to product innovation management and sustainable development. The research results indicate a correlation between the success of the product innovation and the sustainable development of an organization. As a solution for better product innovation management, we have proposed a set of indicators that can help organizations measure product innovation performance.
This paper highlights the main elements of a doctoral research regarding the efficiency of workers evaluation process in the workplace. Based on the global competition, organizations are in continuous quality improvement of their processes to stay competitive. The focus is on motivating and constantly offering constructive feedback to the employees by evaluating them on the following criteria: job description requirements, operational objectives and behavioral objectives. The aim of this study is to confirm that in the context of digitization, both evaluation based on objectives and 360-degree evaluation have its advantages and disadvantages and to analyze the impact of it in organization’s performance. Since this process is divided in two parts (mid-year review and final review), an interesting research question would be how useful is to offer feedback to employees at the middle of the evaluation period and its impact on the final review. The first part of the paper will focus on defining the evaluation process and its scope, pursue by an analysis of 360-degree evaluation, evaluation based on objectives, and the evaluation process in the digital era. It would be a challenge to discover the inclination of organizations for different types of evaluations as well as perception differences between employees and employers. Many researches consider that one of the used methods implemented in companies is the evaluation based on objectives. A larger documentation on this subject would delimit the types of evaluations to help companies to easily choose the type that fits its culture. For this purpose, we will perform an outline on the existing literature by analyzing authors’ opinions on this subject and identifying advantages and disadvantages of the two types of evaluation specified above.
Based on novel household data, we document the status of working from home in Romania during the 2020 COVID-19 pandemic. Remote work had a sharp increase during the lockdown, showcasing significant differences among different categories of workers' behaviours, pointing to a gendered nature of the practice.The article is built on the data resulting from a Household Survey distributed on random sampling by the World Bank in Romania at the level of 2,241 households, covering approximately 5,700 individuals.We have found out that women working remotely were more numerous than men. Moreover, amenable occupations to working from home appear to belong to the specialist, clerks, and skilled and assimilated workers, whereas managers have worked from home to a lesser extent than expected. Finally, the highest numbers of employees working from home were in the education sector, followed by employees in other public, social and personal services and financial intermediation. Remote work in the public administration was modest.The findings of this research are useful for both companies and public administration representatives. Companies in specific economic sectors that plan to transition into working from home can become aware of their potential remote work by learning from peers. Therefore, they could search for streamlining their organizational processes to allow work from home gradually, which could generate reduced administrative costs, high returns for the environment and better work-life balance for the employees. Public administration may challenge their current practices to increase the share of employees working from home, as we have documented that there is an unexplored potential for remote work in the public sector.
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