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Each of these patterns has similarities in characteristics, business model building blocks arrangements and behaviors. Alexander Osterwalder call these similarities the "business model pattern". [2] [3] "Innovation, entrepreneurship and disruption are not about creative genius", says A. Osterwalder explaining the need for business model ...
The business model canvas is a strategic management template used for developing new business models and documenting existing ones. [2] [3] It offers a visual chart with elements describing a firm's or product's value proposition, [4] infrastructure, customers, and finances, [1] assisting businesses to align their activities by illustrating potential trade-offs.
Alexander Osterwalder at the Business of Software 2011 conference Alexander Osterwalder (born 1974) is a Swiss business theorist, [ 1 ] author, speaker, consultant, and entrepreneur, known for his work on business modeling [ 2 ] and the development of the Business Model Canvas .
Pigneur authored and co-authored a series of books and articles since the 1980s, [3] and became globally known as co-author with Alexander Osterwalder of the 2010 book Business Model Generation. Pigneur and Osterwalder are considered one of the world’s 50 most influential management thinkers.
Business Motivation Model. The Business Motivation Model (BMM) in enterprise architecture provides a scheme and structure for developing, communicating, and managing business plans in an organized manner. [1] Specifically, the Business Motivation Model does all the following: identifies factors that motivate the establishing of business plans;
Job characteristics theory is a theory of work design.It provides “a set of implementing principles for enriching jobs in organizational settings”. [1] The original version of job characteristics theory proposed a model of five “core” job characteristics (i.e. skill variety, task identity, task significance, autonomy, and feedback) that affect five work-related outcomes (i.e ...
Initially, the 3C-model was published as the "compensatory model of work motivation and volition". [9] The original title referred to one of the central assumptions of the model, namely that volition compensates for insufficient motivation. Because of the potential confusion with "worker compensation", however, the name was changed to "3C-model."
However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work. Thus, satisfaction and ...