PRESENTATION RESEARCH PROJECT DOHA SHEIKH (1).pptx

PRESENTATION RESEARCH PROJECT DOHA SHEIKH (1).pptx

1. Lahore School of Innovation & Technology Affiliated with Research Project Organizational growth and it’s driving factor’s Presented By Doha Waheed (BSF2107679)

2. Chapter # 1 Introduction ‘ Background of the study ’ Organizational growth is a key indicator of institutional health and development. It means improving the capacity to serve, deliver results, and meet goals. Growth can be influenced by factors like strong leadership, employee capacity, innovation, and effective planning. While much of the literature focuses on private sector expansion, public and nonprofit organizations also face growth challenges. Bureaucratic inefficiencies, lack of innovation, and poor resource management often hinder development. Theories such as the Resource-Based View and Organizational Life Cycle provide insights into how organizations can evolve. This study applies these ideas to identify actionable ways to foster growth.

3. 1.1 Problem Statement Despite the growing body of literature on organizational development, many institutions continue to struggle with achieving sustainable growth. A significant number of organizations, particularly in developing regions or non-corporate sectors, face challenges such as outdated operational systems, limited innovation, and weak strategic direction.These issues hinder their ability to expand, adapt, and perform efficiently. Although various studies have explored individual growth drivers like leadership or innovation, there remains a lack of integrated understanding of how multiple internal and external factors collectively influence organizational performance and long-term growth.

4. 1.2 Research Questions . •What are the key drivers of organizational performance? . •What is the impact of innovation on organizational growth?

5. 1.3 Justification of the Study Many organizations face stagnation due to lack of strategic vision and operational efficiency. This study provides valuable insight into how these challenges can be addressed through better planning, leadership, and innovation. Ultimately, this research aims to support organizations in enhancing service delivery, resource efficiency, and resilience while meeting the expectations of stakeholders. By linking theoretical frameworks with practical applications, the study adds to the existing body of knowledge on organizational growth and provides a roadmap for achieving sustainable performance in the modern business landscape.

6. Chapter # 2 Literature Review Leadership & Vision (IV):
The ability of transformational and strategic leaders to align vision with execution, inspire employees, and foster a growth-oriented culture (Bass & Avolio, 2021; Kanter, 2022). Innovation (IV):
The development of new products, services, and processes that enhance adaptability, customer value, and competitiveness (OECD, 2023; Hagedoorn & Duysters, 2022).

Human Capital (IV):
Skills, knowledge, engagement, and development of employees contributing to productivity and long-term organizational success (Gallup, 2023; McKinsey & Company, 2023). Organizational Performance (DV):
A multidimensional measure of financial and non-financial outcomes, including profitability, productivity, innovation capacity, customer satisfaction, and adaptability (Kaplan & Norton, 1992; Richard et al., 2009).

7. Chapter # 2.Literature Review Key Comparative Insights Innovation has been consistently linked to organizational performance, with studies showing that firms investing in strong R&D and fostering an innovation culture achieve higher scalability and market adaptability (Hagedoorn & Duysters, 2022). However, scholars caution that innovation alone is insufficient; without proper strategic alignment, such efforts may fail to translate into sustained growth (Deloitte, 2024). Similarly, human capital plays a critical role in shaping organizational performance, as employee engagement, training, and development are directly correlated with higher productivity, retention, and long-term competitiveness (Gallup, 2023). Conversely, underinvestment in human capital weakens organizational resilience and limits growth capacity (McKinsey & Company, 2023). Taken together, research emphasizes that organizational growth is not driven by a single variable but emerges from the synergistic interaction of leadership, innovation, and human capital, which collectively ensure sustainable and competitive development (Barney, 1991; Strategic Management Journal, 2024).

8. Theoretical Framework & Hypotheses Development Conceptual Model Human Capital Innovation and Technology Organizational Performance Leadership and Vision

9. Research Hypotheses H1 Effective leadership and a clear organizational vision positively influence organizational performance. H2 Higher levels of innovation lead to greater organizational performance . H3 Investments in human capital, have a significant positive impact on organizational performance .

10. Chapter # 3 Research Methodology Research Design Quantitative research Target Population Employees, managers, and business professionals from various sectors in Pakistan . Sample Size 109 from banking sector Survey Design Survey questionnaire Sampling Technique Convenience Sampling Data Analysis software SPSS Software

11. Chapter # 4 Data Analysis and Results Hypotheses Testing table Predictor Variable B (Beta) Std. Error t-value Sig. (p-value) User Generated Content 0.283 0.082 3.470 <0.001 Social Media Advertisement 0.214 0.065 3.297 0.001

12. Chapter # 5 Conclusion The study concludes that organizational performance is largely determined by intangible resources such as human capital, innovation, and leadership & vision rather than physical or financial assets alone. Human capital ensures a capable and committed workforce, innovation enables adaptability and sustainability, and leadership with vision provides clear direction and purpose. When integrated, these elements not only improve performance outcomes but also secure long-term organizational growth and competitiveness. Thus, organizations aiming for sustainable success must strategically invest in and align these three drivers to maintain resilience in evolving business environments.