Purpose: The topic related to agile organization is no more a novelty. This type of organizational management is embraced in order to address the criticalities caused by a complex and uncertain competitive environment. Never as now, there is a fast-changing and unpredictable context. Moreover, inside organizations, collaborators’ needs are evolving, putting the attention on new aspects, such as their well-being, a new concept of work, and their work-life balance. Thanks to the features of agile organizational frameworks, companies could embrace them to face the challenge that requires to be focused on both the external environment and the internal collaborators. Therefore, the aim of this thesis is identifying a set of variables that are differential for the organizational frameworks and understand how they evolve from a traditional organization to an agile one. Moreover, the thesis work looks for understanding how the role of HR practices evolves compared to the agile organizations. Design /methodology / approach: In order to answer to the Research Questions, it was conducted a deep analysis of the literature, combined with two rounds of interviews with some organizations that already showed some features related to agile frameworks. The combination of the two approaches led to the identification of the different variables of the maturity model and their different stages. Finally, the model was tested on a new business case. Findings: This research provides contributions in addressing the gaps in the literature, providing to the organizations a maturity model that they can use to assess their actual level of agility and identify their strengths and weaknesses. Moreover, it stands out how the relevance of HR practices for the success of the organizations increases with the improve of the organizational agility. Research limitations/ implications: This work of thesis also presents some limitations. Firstly, some possible enablers between each stage of the maturity model aren’t identified. Secondly, the usability of the model is tested only on one single business case. Therefore, possible further steps could be the run of some retrospective interviews to reinforce the validity of the maturity model, and, at the same time, to identify possible enablers between variables.
Scopo: Il tema dell’organizzazione agile non è più una novità. Questo tipo di gestione organizzativa viene abbracciato per affrontare le criticità dovute ad un contesto competitivo complesso e incerto. Mai come oggi, il contesto è in rapida evoluzione ed imprevedibile. Inoltre, all’interno delle organizzazioni, le esigenze dei collaboratori stanno evolvendo, ponendo l’attenzione su nuovi aspetti, come il loro benessere, una nuova concezione del lavoro e l’equilibrio tra vita privata e vita professionale. Grazie alle caratteristiche dei framework inerenti alle organizzazioni agili, le aziende potrebbero essere in grado di affrontare le sfida che impone alle aziende di porre l’attenzione contemporaneamente ai clienti esterni ed ai collaboratori interni. Pertanto, l’obiettivo di questa tesi è quello di identificare un insieme di variabili differenziali per i framework organizzativi e capire come esse evolvono da un’organizzazione tradizionale ad una agile. Inoltre, il lavoro di tesi cerca di capire come evolve il ruolo delle pratiche HR rispetto alle organizzazioni agili. Design/ metodologia/ approccio: Per rispondere alle domande di ricerca, è stata condotta un’analisi approfondita della letteratura, combinata con due cicli di interviste con alcune organizzazioni che già presentavano alcune caratteristiche riconducibili ai modelli agili. La combinazione dei due approcci ha portato all’identificazione delle diverse variabili del modello di maturità e delle loro diverse fasi. Infine, il modello è stato testato su un nuovo caso aziendale. Risultati principali: Questa ricerca contribuisce a colmare le lacune della letteratura, fornendo alle organizzazioni un modello di maturità che possono utilizzare per valutare il loro effettivo livello di agilità ed identificare i loro punti di forza e di debolezza. Inoltre, si evidenzia come la rilevanza delle pratiche HR per il successo delle organizzazioni aumenti con l’incremento dell’agilità organizzativa. Limiti della ricerca / implicazioni: Questo lavoro di tesi presenta anche alcuni limiti. In primo luogo, non sono stati identificati alcuni possibili fattori abilitanti tra le varie fasi del modello di maturità. Inoltre, l’usabilità del modello è stata testata solo su un singolo caso aziendale. Pertanto, possibili passi successivi potrebbero essere l’esecuzione di alcune interviste retrospettive per rafforzare la validità del modello di maturità, ma, allo stesso tempo, ed identificare possibili fattori abilitanti tra le variabili.
Transition toward the agile organization: a maturity model
Monti, Simone
2021/2022
Abstract
Purpose: The topic related to agile organization is no more a novelty. This type of organizational management is embraced in order to address the criticalities caused by a complex and uncertain competitive environment. Never as now, there is a fast-changing and unpredictable context. Moreover, inside organizations, collaborators’ needs are evolving, putting the attention on new aspects, such as their well-being, a new concept of work, and their work-life balance. Thanks to the features of agile organizational frameworks, companies could embrace them to face the challenge that requires to be focused on both the external environment and the internal collaborators. Therefore, the aim of this thesis is identifying a set of variables that are differential for the organizational frameworks and understand how they evolve from a traditional organization to an agile one. Moreover, the thesis work looks for understanding how the role of HR practices evolves compared to the agile organizations. Design /methodology / approach: In order to answer to the Research Questions, it was conducted a deep analysis of the literature, combined with two rounds of interviews with some organizations that already showed some features related to agile frameworks. The combination of the two approaches led to the identification of the different variables of the maturity model and their different stages. Finally, the model was tested on a new business case. Findings: This research provides contributions in addressing the gaps in the literature, providing to the organizations a maturity model that they can use to assess their actual level of agility and identify their strengths and weaknesses. Moreover, it stands out how the relevance of HR practices for the success of the organizations increases with the improve of the organizational agility. Research limitations/ implications: This work of thesis also presents some limitations. Firstly, some possible enablers between each stage of the maturity model aren’t identified. Secondly, the usability of the model is tested only on one single business case. Therefore, possible further steps could be the run of some retrospective interviews to reinforce the validity of the maturity model, and, at the same time, to identify possible enablers between variables.File | Dimensione | Formato | |
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2023_5_Monti.pdf
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https://hdl.handle.net/10589/203224