Summary Incorporation and Analysis Incorporate and analyze the topic by identifying any apparent gaps in the existing literature. Background Information Provide background information on the research topic, identifying the principal schools of thought, trends in academic literature, and commonalities that define academic scholarship regarding your topic. Evaluation of Main Concepts Evaluate the main concepts, focusing on their application to business/management practice and their impact on fostering positive social change. Key Insights: Importance of leadership practices and job satisfaction Alignment between leadership and employee perceptions Gaps in the Literature Identified Gaps: Limited focus on cultural attributes in competitive strategy Lack of industry-specific research for service firms Underexplored role of external environmental factors The Moderating Role of Technological Change on Alignment in Service Firms Objective: Explore how technological advancements impact strategy and cultural alignments in service firms Background Information Principal Schools of Thought: Contingency Theory: Alignment of strategy, structure, and environment Resource-Based View: Internal resources and competitive advantage Dynamic Capabilities Theory: Adapting resources to changing environments Application to Business Practice Strategic Alignment: Develop adaptive and resilient strategies Align with technological trends Cultural Adaptation: Foster innovation and technological adaptation Role Behavior: - Align role behaviors with strategic goals and cultural values Impact on Positive Social Change Enhanced Employee Satisfaction: Align strategies with cultural values and technological advancements Organizational Resilience: Navigate technological changes for stability and growth Innovation and Competitiveness: Contribute to societal advancements in technology and service quality Conclusion Summary: Importance of aligning competitive strategy, culture, and role behavior Addressing gaps in literature Proposed research on technological change in service firms Next Steps: Conduct research to explore and validate findings Apply insights to enhance organizational performance and social impact References Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human resources and the resource- based view of the firm. Journal of Management, 27(6), 701-721. https://doi.org/10.1177/014920630102700607 Tulcanaza-Prieto, A. B., Aguilar-Rodriguez, I. E., & Artieda, C. (2021). Organizational culture and corporate performance in the Ecuadorian environment. Administrative Sciences, 11(4), 132. https://doi.org/10.3390/admsci1 1040132 Kaupa, S. (2022). Organizational learning culture and sustainable competitive advantage: implications for organizational development specialists. Development in Learning Organizations an International Journal, 37(2), 7-9. https://doi.org/10.1108/dlo-12-2021-0214 Ali, H., Yin, J., Manzoor, F., & An, M. (2023). The impact ofReferences continues . Jimenez, D. and Sanz-Valle, R. (2011). Innovation, organizational learning, and performance. Journal of Business Research, 64(4), 408-417. https://doi.org/10.1016/j.jbusres.2010.0 9.010 Bibi, S., Khan, A., Hongdao, Q., Garavelli, A. C., Natalicchio, A., & References Wei, Y., O'Neill, H., Lee, R., & Zhou, N. (2012). The impact of innovative culture on individual employees: the moderating role of market information sharing. Journal of Product Innovation Management, 30(5), 1027-1041. https://doi.org/10.1111/j.1540- 5885.2012.01000.x Hartline, M. D., Maxham, J. G., & Mckee, D. (2000). Corridors of influence in the dissemination of customer-oriented strategy to customer contact service employees. Journal of Marketing, 64(2), 35-50. https://doi.org/10.1509/jmkg.64.2.35.18001 Thiel, M. (2021). Employee social network strategies: implications for firm strategies and performance in future organizations. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.726606