Izaias Martins Dr. Alex Rialp Author Supervisor Barcelona, December 2012 IV V Dedicated to my family VI VII TABLE OF CONTENTS TABLE OF CONTENTS VII LIST OF TABLES
in 2009 there were 3, 283,495 companies with between 0 and 249 employees. Over the decade (1999-2009
Companies which employ between 10 and 249 employees and whose annual turnover does exceed not €50 million or
or its employees but also to the organization's ability to exploit it. In summary, Zahra and George (2002) highlighted four distinct
has been compared with reference to the ROA and number of employees. The results revealed no significant differences between the two groups.
, p>.10) in 3 Iberian System Analysis of Balance (SABI) is an online database with detailed financial information about Spanish and Portuguese companies. 54 terms of age, number of employees,
To represent firm size, variables such as number of employees, total sales, and total assets have been introduced.
Then, the 59 variable which best fits the model was number of employees, used in logarithmic form (lnsize).
and Results According to the perception of the executives surveyed, companies were classified as entrepreneurial or conservative considering the magnitude of their entrepreneurial orientation.
and is expressed by the average number of employees in the period (2007-2009) in logarithmic form;
managers, and employees is critical in building external relations (Lechner and Dowling, 2003. In this vein, the larger the organizational team, the more hours are likely to be spent contacting their networks or making new contacts (Kamm and Aldrich, 1991.
as well as employees'networks as a source of information for the firms. To sum up, the number of managers
or employees can influence the number of ties developed by firms and, in turn, be directly related to the degree of involvement in the use of networks and their effects on entrepreneurial behavior,
was compared with reference to the ROA and number of employees). The results revealed no significant difference between the two groups.
, p>.10) in terms of age, number of employees, or any of the research variables assessed in this study.
and the third and fourth items collect information about the use of networks to influence the environment and the use of employees'networks as an information source, respectively.
The second indicator has been measured by calculating the change of the number of employees (Capelleras and Greene, 2008;
First, the sample was divided into two groups of firms based on their number of employees. This procedure gave one group of small firms (minimum 10 and maximum 49 employees) and another group of medium-sized firms (minimum 50 and maximum 249 employees.
The t-test confirmed the significant difference of network usage on EO development between small and medium-sized firms;
especially in the second period, many SMES have shown negative growth in terms of sales and number of employees,
the use of networks to influence the environment and employees'networks as an information source.
The reporting companies had a mean of 5. 66 employees (2007) and 4. 72 employees (2008),
036 28.50 71.50 Firm-specific characteristics size 1-9 employees 10-49 employees 842 135 86.18 13.82 1,
) Size was measured by the natural log of the number of employees (Andersson et al. 2004; Cassiman and Golovko, 2011) reported in year of the GEM survey.
Likert 1-7 Use of employees'networks as an information source. Likert 1-7
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and problems of which an expert with only a general training might miss. We would add that
Indicators could also be weighted based on experts'opinion, who know policy priorities and theoretical backgrounds, to reflect the multiplicity of stakeholders'viewpoints.
This decision can be based both on experts'opinion (e g. experts in the relevant field will tell which indicators better capture the sustainability or the quality of the education) and on the statistical structure of the dataset.
e N is the total number of experts surveyed. Method Equation 1. Ranking I Rank (xt) qc tqc=2. Standardization (or z-scores) t qc ct qc c tt qc qc
Indicators could also be weighted based on the opinion of experts, who know policy priorities and theoretical backgrounds,
since experts are asked to assign weights (i e. priorities) to sub-indicators. Benefit of the doubt approach This methodology,
Endogenous weighting has the risk of substituting open experts'opinions with the analyst's manipulation of weights (through the constraints.
which experts are given a budget of N points, to be distributed over a number of sub-indicators,
Selection of experts for the valuation; Allocation of budget to the sub-indicators; Calculation of the weights;
It is essential to bring together experts that have a wide spectrum of knowledge, experience and concerns,
A case study in which 400 German experts in 1991 were asked to allocate a budget to several environmental indicators related to an air pollution problem showed very consistent results,
in spite of the fact that the experts came from opposing social spheres like the industrial sector and the environmental sector (Jesinghaus in:
Special care should be given in the identification of the population of experts from which to draw a sample,
stratified or otherwise. 67 Budget allocation Advantages Disadvantages Weighting is based on experts'opinion and not on technical manipulations.
Experts'opinions are likely to increase the legitimacy of the composite and create a forum of discussion around
Allocating a certain budget over a too large number of indicators can give serious cognitive stress to the experts
if the expert feels that not enough has been made to abate them). Examples of use Employment Outlook (OECD, 1999) Composite Indicator on E-business Readiness (EC-JRC, 2004b.
2001) Eco-indicator 99 (Pré-Consultants NL, 2000)( weights based on survey from experts. Overall Health System Attainment (WHO, 2000)( weights based on survey from experts) 6. 1. 6 Public opinion Instead of letting experts determine the weights of the indicators in an index,
one could ask the general public. Parker (1991, p. 95-98) argues that public opinion polls have been employed extensively for many years for many purposes,
The exercise was carried out at JRC interviewing experts in the field. 0. 085 0. 102 0. 072 0. 209 0. 045 0. 063 0. 178 0
it operates with people (experts, politicians, citizens) who are asked to choose which set of sub-indicators they prefer,
f) Participatory methods constitute a way to involve experts, citizens or politicians in the issue.
g) Expert judgement is adopted when it is essential to bring together experts that have a wide spectrum of knowledge, experience and concerns,
so as to ensure that a proper weighting system is found for a given application. The budget allocation is optimal for a maximum number of 10-12 indicators.
this method can give serious cognitive stress to the experts who are asked to allocate the budget.
and BAL are given by the experts, we sample the expert rather than the weight to preserve coherence among weights,
e g. to avoid generating combinations of weights that no expert would have advocated for. 87 F
. When using BOD, the exclusion of an indicator leads to a total rerun of the optimisation algorithm.
Imagine a very low weight is assigned by an expert to a sub-indicator q. Every time we select that expert in a run of the Monte carlo simulation,
5 X Scheme 1 BAL 2 AHP 3 BOD The last uncertain factor 6 X is used to select the expert.
In our experiment we had 20 expert, and once an expert is selected at runtime via the trigger 6 X,
the weights assigned by that expert (either for the BAL or AHP schemes) are assigned to the data.
Clearly the selection of the expert has no bearing when BOD is selected (3 5 X=).All the same this uncertain factor will be generated at each individual Monte carlo simulation.
This is because the row dimension of the Monte carlo sample (called constructive dimension) should be fixed in a Monte carlo experiment
and of the (lack of) consensus among experts on how TAI should be built, we would have to conclude that TAI is not a robust measure of country technology achievement. 0 5 10 15 20 25 Finland United states Sweden Japan Korea,
Rep. of Variance of country rank Non-additive Expert selection Weighting Scheme Aggregation System Exclusion/Inclusion Normalisation Figure 7. 2. Sensitivity analysis results
, Rep. of Total effect sensitivity index Expert Weighting Aggregation Exclusion/Inclusion Normalisation Figure 7. 3. Sensitivity analysis results based on the total effect indices.
0. 288 Expert selection 0. 068 0. 402 0. 334 Sum 0. 499 1. 597 0 200 400 600 800
. 410 Expert selection 0. 202 0. 592 0. 390 Sum 0. 550 1. 453 7. 3 Conclusions We now go back to our questions on the effect of uncertainties:(
and of the experts that together with indicator inclusion exclusion, dominates the uncertainty in the country ranks.
It is recommended also particularly to students, university lecturers, researchers and indicator experts. The Dashboard includes maps of all continents
Pré Consultants (2000) The Eco-indicator 99. A damage oriented method for life cycle impact assessment. http://www. pre. nl/eco-indicator99/ei99-reports. htm 110.
Storrie D. and Bjurek H.,(1999), Benchmarking European labour market performance with efficiency frontier technique. Discussion Paper FS I 00-2011.134.
Measurement Standard B2c E-commerce Round tables Meetings in 8 European cities for e-commerce experts and invitees 2,,
Jongen Chair of the Executive Committee The importance of e-commerce continuous to grow. More and more people buy their products
By means of figures that are based on the Global Online Measurement Standard for B2c E-commerce (GOMSEC), interviews with e-commerce experts and clear tables and infographics,
In addition, we are very grateful to the experts across the world who selflessly invested their time
000 market research experts combine their passion with Gfk's 80 years of data science experience. By using innovative technologies and data sciences,
and more than 400 payments experts help our clients elevate their payment strategies to become a strategic asset to their companies.
Unfortunately, it is not possible anymore to match one employee to one customer at a time. Therefore, you will have to find new ways to accomplish personalization in your customer service.
These employees can then deal with customer requests or complaints in the required language and, equally important, in the right time zone.
Distribution of the number of employees in biotechnology firms in the Cambridge cluster...176 Figure 5-23:
Customers Suppliers Competitors Scientific journals Consultants Universities Public research institute manufacturing total R&d intensive industries Note:
Skills of employees and the ability to further develop these skills, are often a key resource in this respect.
Based on the literature and input from experts, each KET has been defined by a list of IPC codes
and technology outlooks which have been produced by various industry analysts and consultants in recent years. The main purpose of this exercise is to determine how large market volumes in the medium term (e g. 2015/2020) for KETS
and specialist consultants. System characteristics have to be supportive, including the right infrastructure, well-trained staff,
The need for complex human capital makes nanotechnology particularly vulnerable to shortages in labour markets for qualified personnel.
as are people who have the skills to form a productive team of experts from different backgrounds.
In a survey of industry executives KPMG predicts increasing sales of 6 to 10 percent over the next three years (KPMG, 2009.
For example the difference in business models focusing on continued miniaturisation versus a diversification of new functionalities makes a comparison along number of employees or levels of investment little meaningful.
and high skill labour supply that innovative firms thrive on. CEA-LETI through its Minatec initiative takes a special role of a anchor organisation at the cluster that at other cluster a large MNE plays (e g.
and the Federal government to attract highly qualified experts, notably from the United kingdom. In the 1970s and 1980s a vibrant cluster emerged around the quickly developing market for telecommunications equipment driven by a number of spin-offs from large firms in the region.
However, some also point to problems in the high skilled labour supply in the late 1990s contributing to the problems the cluster has
High quality labour supply, a commercial environment and a well functioning cluster are at least as important. Public procurement and lead markets No role of public procurement was identified.
A critical scale of employment having positive effects for the local labour markets by attracting and retaining highly skilled labour;
Capabilities Strong scientific basis Highly skilled labour force Strong focus on collaboration between topresearch and leading corporations Strong focus on design(>50 percent of output) Strong scientific basis Highly skilled labour force Generation of successful entrepreneurs is about to retire leaving a gap Market demand Research activities very
application oriented through central coordination of identification of market opportunities (Minalogic) Focus on semiconductor design activities,
All dedicated biotechnology companies have combined a number of employees of around 10,000: the whole biotechnology cluster, including universities and supporting activities,
Although there are larger biotechnology companies with more than 250 employees, most firms in the Cambridge cluster have approximately 11-20 employees (see Figure 5-22).
These SMES focus on R&d and license-out technology to larger players with manufacturing and marketing capabilities.
Furthermore, there are many companies with less than six employees, indicating the continuous development of start-ups within the cluster. 52 http://www. protoneurope. org/news/7th-annual-conference-2010-athens
Distribution of the number of employees in biotechnology firms in the Cambridge cluster 05 10 15 20 25 30 less than 6 6-10 11-20 21-50 51
but also by large established biotechnology organisations (number of employees higher than 250), which offer potential knowledge transfers
and property advisers, and regional biotechnology associations. Finally, they want to associate the new company with the image of Cambridge as a leading scientific centre. 55 Market demand Next to the relatively easy access to financial resources and markets in London,
a range of professional advisers and services (including biotechnology associations), a culture that respects risks,
Over the last 30 years, the biotechnology cluster has grown to 1. 400 life science firms with 90,000 employees
founded either by former employees of Genentech or by former university staff. There the anchor company took the dominant role
In a similar vein, the maturity and success of the cluster has attracted all sorts of professional services to the area (think of specialist lawyers, brokers, marketing experts,
collaboration PPP and VC Strong social networks of university graduates and ex-employees of large companies that start their own company Capabilities World leading scientists on biotechnology Very
however, account for the largest proportion of turnover and employees. But important for cluster development, these large firms do not actively develop the cluster (Sydow et al.
or nr of firms'turn over (20 percent) and employees (12 percent) Very strong focus and concentration on niches Strong international orientation Strong funding structure for firms (tax incentives
This traditional sector is the second largest industrial employer and an important driver of economic growth in the region (ECRN,
It is estimated that Plastiwin represents mainly SME's (as 80 percent of Walloon companies account for less than 50 workers), employs around 10,000 people (40 percent of employment of the Walloon chemical industry),
which can be translated into highly motivated managers and employees and successful mobility and training programmes.
The region and the city have a sizeable workforce (around 190,000 people enter the regional job market every year)
and senior management often includes a senior manager known as‘Head of discipline'who represents the Communist party (Economist, 2010).
Interactions between well trained graduates, returning graduates (from abroad), academic entrepreneurs, firm employees, government representatives and strategic investors have become more effective throughout time.
establishment of cluster platform by group of firms Dates back to 1990 as machinery cluster Officially established as development/cluster region around 2000 Size 44 firms (70 percent SMES) 10,000 employees
Adjusting and using AMT also requires in-house capabilities for dealing with new technologies (skills of workers, coordination among departments, integration of suppliers and customers.
In the industrial application, robots are expected to combat the expected shortage of 6 million skilled labourers by 2020.
As a result, health of the employees can be expected to improve as work-related accidents go down.
Adjusting and using AMT also requires in-house capabilities for dealing with new technologies (skills of workers, coordination among departments, integration of suppliers and customers.
in-house capabilities for dealing with new technologies-skills of workers, coordination among departments, integration of suppliers and customers-may be missing
Labour markets An essential success factor for KETS is skilled a highly labour force and a thick labour market (Wolfe, 2008.
In all clusters that have been analysed, the quality of the labour force was emphasised as being crucial to success,
Next to that, KETS have developed strongly thanks to the spin-offs of large companies (ex researchers starting a patent based business, ex employees starting new (supplier) firms.
In-house capabilities for dealing with new technologies-skills of workers, coordination among departments, integration of suppliers and customersmay be missing
KPMG (2009), The Road to Recovery in the Global Semiconductor Industry A Survey of Industry Executives Fourth Quarter 2009.
with investments from the former amounting to 19%of total FDI investment flows to the EU. 4 Expert group to the European commission,
'report of an independent expert group chaired by Mr Esko Aho. 13 Tsipouri, L. Paper presented at the European commission Mutual Learning seminar,
2012.14 Expert group report to the European commission, 2009,‘Le monde en 2025. La montée en puissance de l'Asie et la transition socio-écologique'.
'15 Expert group report to the European commission, 2007, report of the taskforce on sustainable construction. 16 Expert group report to the European commission, 2008,‘Challenging Europe's Research:
Rationales for the European Research Area (ERA'.'18 Europe's compet it ive technology prof i l e in the global ised knowledge economy Figure 14:
2000 11 19 See the report of the independent expert group on R&d and Innovation chaired by Mr Esko Aho,
The Rise of the Network Society, Blackwell Publishers Ltd, Oxford, UK Expert group report to the European commission,
chaired by Mr Esko Aho (2005)‘ Creating an Innovative Europe'Expert group report to the European commission (2007)‘ Accelerating the Development of the Sustainable Construction Market in Europe,
'COM (2007) 860 final Expert group report to the European commission (2008)‘ Challenging Europe's Research:
Rationales for the European Research Area (ERA)' Expert group report to the European commission (2009)‘ Le monde en 2025.
Furthermore, they state clusters generate a disproportionately large economic impact for their footprint based on the knowledge sharing amongst workers.
There may be common heritages amongst entrepreneurs and employees, too education, interests, personality, and their journey through life.
and for more detail of Tech City's evolution, see Appendix‘A'.7 Rees, D. Personal recollections as an employee of UK Post office Telecoms 8 http://techcitynews. com/2014/06/10
At the same time central government was keen to redistribute employment opportunities and cut operating costs through relocating public services outside London.
and employees want to be located.§§Business complementarity. Enterprise owners value the physical closeness and availability of services from other companies.
demand for integrated/convergent entrepreneurial graduates and skilled employees Networking/partnering organisations networking competencies, partnership broking,
Employees look forward to interacting with colleagues, customers and partners in the physical workplace. Business owners have to be careful to ensure that the free,
creative spirit of their workers is lost not or diluted as the organisation grows this is an immense leadership challenge.
In addition to the major broadcasters and their supporting businesses there is the newly housed Salford University building with superb facilities to support the talent pipeline that falls at the feet of prospective employers.
Greater availability of highly-educated workers; venture capital; state-of-the-art knowledge. Furthermore, the author concludes that the resulting changes in NSI stimulated
a high-quality labour force is one of the major prerequisites of OI as it allows knowledge to spill over to other organisations
Developing and maintaining a skilled labour force requires governments to deliver and implement high-quality education at all levels.
such as retired skilled workers, and the valuable knowledge of former staff, have been excluded generally from the task of advancing the frontiers of innovation.
In this way, highly-skilled retirees, graduate students, professional workers in various disciplines, ordinary citizens, and research-based
Finally, OI hinges on the supply and mobility of highly-skilled knowledge workers. Hence, education and training need to be linked closely to innovation policies.
retired skilled workers; internet-based communities; innovation intermediaries. Next, NSI effectiveness can be boosted through greater labour specialisation in the innovation field.
iii) highlight the reworking of good ideas through suitable business models and highly-efficient markets for technology and knowledge workers.
For the past two and a half years she has been working as a strategy consultant at Atos.
South american CIO Executive, IBM Tom Velema EMEIA IT Advisory Leader, EY Michael Golz CIO Americas, SAP Alexander Gornyi CIO, Mail.
leading Chinese telecommunications company CIOS Subject matter experts See demographics for a full overview of the research methodology.
Our acknowledgments 1 In this report Foreword 2 Executive summary 4 Section 1 The rise of the digital business 6 Section 2 The DNA of the IT-intensive industry CIO
and research on this characteristic group of executives, we know that there is a distinctive subset of CIOS who have embraced already the digital world
In a survey, carried out by MITSLOAN, 1 of executives from different business functions across a wide range of industries
which receives strong engagement from senior executives across the business. As would be expected, much is being done digitally in these IT-intensive industries:
Spanish South american CIO Executive, IBM As might be expected of a leading technology brand, IBM is engaged deeply with digital.
when executives are pushed to focus on higher-level strategic issues, there is a consequent shift in the skills that they need to succeed.
but it suggests that these businesses are making a greater effort to attract more female executives.
says Diego Calegari, Spanish South american CIO Executive at IBM, who explains that true storytelling requires a deep grasp of the core of the business and how it works,
Diego Calegari, Spanish South american CIO Executive, IBM External Internal 26 Born to be digital Swanepoel has engaged sometimes external management consultants to help bring a fresh perspective on
given that they are more often called upon for advice by executives in the rest of the business.
Case study Our company has a personnel arrangement mechanism that allows a CIO to switch roles with other executives.
Our company has a personnel arrangement mechanism that allows a CIO to switch roles with other executives,
whether from their peers, external consultants, the print media, online webcasts or others. They are interested strongly in building their career upon management skills.
, Zooplus 2007 2012 Consultant Business and Information Strategy, Capgemini Consulting 2007 2012 Post graduate Management, Otto-Friedrich-University Bamberg 2002 2006
Consultant, Centrum für betriebliche Informationssysteme 2001 2002 Product Portfolio Manager, Atraxis (Swissair) 2000 2001 Consultant Strategic Product Management, Lufthansa Systems
and Development, Nykredit 1991 1997 CEO Nybolig Retail Estate Agency, Nykredit 1982 1991 Various executive posts at Nykredit, primarily on the business side within Nykredit retail
DANSK IT 1975 1982 Master of Economics, University of Aarhus 1989 MDP program, Cranfield University Diego Calegari IBM 2013 today Spanish South america CIO Executive
From our interviews with leading experts and CIOS, we gathered advice and guidance on how to prepare for a digital world
We also conducted detailed interviews with a range of CIOS and IT experts, to add additional context to our data and findings.
Marketing's two-headed beast, 5 insights for executives series, EY, 2013.7. Why does Kenya lead the world in mobile money?
a CIO's key to the boardroom, 5 insights for executives series, EY, 2013. The digitisation of everything:
Results and discussion At the moment, companies hiring less than 10 employees produce more than 20%of Europe's value added
Investment Priorities,(Fitzpatricks Associates, Consultants, Doehlg and Forfás, 2004), and complements the NCC report: Our Cities:
Much of this has been addressed by a recent Expert Group on Future Skills Needs (EGFSN) report
and cross border development funds for investment There has been a reduction in the number of‘unskilled'within the labour force over the past decade
OVERVIEW, FINDINGS & ACTIONS 16 Productivity levels (using GVA31 per worker as an indicator) are considerably lower than the State average 70%of agency supported employment is in indigenous companies:
Recent connections into international broadband infrastructures are a positive development for realising future potential in these activities The food sector (including fishing) remains a significant employer,
%22%GVA per worker (productivity) €59, 774 €76, 799 €103, 104 GVA per person €26, 566 €36, 606 €51, 596 Educational Attainment
however over the 1998-2008 period in line with the decrease nationally Medical Devices is the most significant employer within the exporting sectors
%22%GVA per worker (productivity) €58, 922 €76, 799 €103, 104 GVA per person €27, 469 €36, 606 €51, 596 Educational Attainment
%22%GVA per worker (productivity) €53, 216 €76, 799 €103, 104 GVA per person €24, 496 €36, 606 €51, 596 Educational Attainment
and targeted skills development programme to address the needs of those employees emerging from the declining construction sector in particular is required (FAS, Skillnets).
%33%22%GVA per worker (productivity) €91 366 €76, 799 €103, 104 GVA per person €42, 961 €36, 606 €51, 596 Educational Attainment 3rd level 28.6%29.1%35.9
Growth 1998-2008 27%33%22%GVA per worker (productivity) €66, 098 €76, 799 €103, 104 GVA per person €31, 859 €36, 606 €51, 596 Educational Attainment 3rd level 26.5%29.1%35.9
%22%GVA per worker (productivity) €57, 864 €76, 799 €103, 104 GVA per person €26, 735 €36, 606 €51, 596 Educational Attainment
%50%33%GVA per worker (productivity) €103 104 €57, 871 €76, 799 GVA per person €51, 596 €28, 387 €36, 606 Educational Attainment 3rd level 35.9%30.8%29.1
sought to drive the implementation of their Skills Strategy through six regionally based employer-led Workforce Development Fora (WDF.
Productivity Levels as measured by GVA per worker (State=100%)Source: CSO National Accounts, Database Direct 1 1. 1 1. 2 1. 3 1. 4 1. 5 1. 6 1. 7 2000
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