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The conceptual framework diagram presents three columns labelled first-order codes, second-order themes, and aggregate dimensions. Groups of first-order codes are connected by brackets to four themes: setting the foundation for continuous resource-based growth within the company; building the company’s future foundation through market power and revenues; the complexities of striking a balance between opportunity maximisation and consistency; and setting the tone regarding the company’s competitive ambitions and goals. Each theme connects to an aggregate dimension: continual growth cycle, expanding the critical mass, maintaining equivalence, and industry reference point. Below, a table titled emerging themes dash first order codes lists entries with columns n equals 18 and per cent. Entries include hiring new staff 16 and 88.9 per cent, higher share 12 and 66.7 per cent, increased number 12 and 66.7 per cent, achieving leadership position 9 and 50.0 per cent, more in depth training 8 and 44.4 per cent, new investments 7 and 38.9 per cent, paradox one 6 and 33.3 per cent, paradox two 6 and 33.3 per cent, fostering research and development 5 and 27.8 per cent, opening doors 5 and 27.8 per cent, and financial benefits 2 and 11.1 per cent. A note states percentages were rounded off.
Figure 1.
The conceptual framework diagram presents three columns labelled first-order codes, second-order themes, and aggregate dimensions. Groups of first-order codes are connected by brackets to four themes: setting the foundation for continuous resource-based growth within the company; building the company’s future foundation through market power and revenues; the complexities of striking a balance between opportunity maximisation and consistency; and setting the tone regarding the company’s competitive ambitions and goals. Each theme connects to an aggregate dimension: continual growth cycle, expanding the critical mass, maintaining equivalence, and industry reference point. Below, a table titled emerging themes dash first order codes lists entries with columns n equals 18 and per cent. Entries include hiring new staff 16 and 88.9 per cent, higher share 12 and 66.7 per cent, increased number 12 and 66.7 per cent, achieving leadership position 9 and 50.0 per cent, more in depth training 8 and 44.4 per cent, new investments 7 and 38.9 per cent, paradox one 6 and 33.3 per cent, paradox two 6 and 33.3 per cent, fostering research and development 5 and 27.8 per cent, opening doors 5 and 27.8 per cent, and financial benefits 2 and 11.1 per cent. A note states percentages were rounded off.How Savico’s business leaders perceive opportunities
Source: Authors’ own work