Thematische Bibliographien / Organisation

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Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Organisation“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 31. Juli 2024

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Zeitschriftenartikel zum Thema "Organisation"

Luxmi und Sneha. „Perceived Organisational Support’s relationship with Psychological Empowerment: A Review of Literature“. Gyan Management Journal 17, Nr. 1 (09.02.2023): 28–34. http://dx.doi.org/10.48165/gmj.2022.17.1.4.

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Current research examined the role of psychological empowerment of employees with the perceived organisational supports of employees. There are a very few researches were conducted to explore the relationship between the two variables perceived organisational support and psychological empowerment. Here the current research is based on review of previous researches to explore the kind of relationship exist between perceived organisational support and psychological empowerment. The results of the study reveals that an organisation’s strength is depend upon the attitude of their employees toward them. If the organisation’s employees feel that their organisation doesn’t worth their effort, so they start loosing interest in the Organisations work. Various researchers have supported the fact that the employees who are more committed to the organisation are high in performance, reduce absenteeism and try to stay in their current organisation for longer duration.

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Mutebi, Henry, Moses Muhwezi, Joseph Mpeera Ntayi und John C. Kigozi Munene. „Organisation size, innovativeness, self-organisation and inter-organisational coordination“. International Journal of Emergency Services 9, Nr. 3 (05.08.2020): 359–94. http://dx.doi.org/10.1108/ijes-05-2020-0024.

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PurposeThe purpose of this study is to examine how humanitarian organisation size affects inter-organisational coordination and further tested the mediating role of organisational innovativeness, self-organisation in the relationship between humanitarian organisation size and inter-organisational coordination among humanitarian organisations in Uganda.Design/methodology/approachThe study is based on cross-sectional survey; data was collected from 101 humanitarian organisations. The analysis of the proposed hypotheses was done with the help of PLS-SEM using SmartPLS version 3.3.0 for professionals.FindingsThe results show that humanitarian organisation size significantly relates with inter-organisational coordination. In addition, self-organisation and organisational innovativeness play a complementary role between humanitarian organisation size and inter-organisational coordination.Research limitations/implicationsThe findings of this research provide useful insights into the role of humanitarian organisation size in boosting inter-organisational coordination in humanitarian relief delivery. High levels of self-organisation and organisational innovativeness not only improve inter-organisational coordination in humanitarian relief delivery but also enhance the transformation of humanitarian organisation size benefits into inter-organisational coordination.Originality/valueThis research is one of the few studies that investigated the effect of humanitarian organisation size and inter-organisational coordination. It also brings into the limelight the mediating role of self-organisation and organisational innovativeness between humanitarian organisation size and inter-organisational ordination in humanitarian relief delivery.

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Hafis Ahmad, Mohd, Syuhaida Ismail und Abd Latif Saleh. „Readiness of Organisation and Employees in the Malaysian Public Organisation Towards Change Management“. International Journal of Engineering & Technology 7, Nr. 2.29 (22.05.2018): 607. http://dx.doi.org/10.14419/ijet.v7i2.29.13984.

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Organisational change refers to the transformation of an organisation from its present condition to some intended conditions in the future in minimising refusal from employees and expenditure of running the organisation while simultaneously boosting the productiveness of the change attempt. This paper aims to appraise the change administration of organisations in Malaysia since limited research have been done to examine whether the employees are ready to accept change in the organisation. This research is materialising its objectives of (1) identifying the attributes of change management in the Malaysian public organisation; (2) investigating the current practice of organisation and employees in the Malaysian public organisation towards change management and (3) assessing the factors influencing readiness of organisation and employees in the Malaysian public organisation towards change management. It is found that change management is an organised way to make sure that changes are completely implemented without any problems to make transitions from the aspects of individuals, groups, and organisations to an intended circumstances in the coming days by focusing on the wider impacts of change, particularly on people, where change takes place thoroughly in the entire organisation. Furthermore, it is found that current practice of organisation and employees in the organisation towards change management involved in three main factors, namely trust in management, communication and organisational commitment; with the positive vision for the future perceived by management team as the factor of trust in management, meanwhile for communication, it is found that there is good communication between supervisors and employees about the organisation’s policy toward the changes. The factor found in organisational commitment is employees enjoy discussing their organisation with outsiders. The findings of this paper provide a positive impact on change management planning, which ultimately help in ensuring more effective change programme implementation in the public organisation in Malaysia.

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Howell, Gwyneth V. J., und Rohan Miller. „Maple Leaf Foods: Crisis and Containment Case Study“. Public Communication Review 1, Nr. 1 (09.02.2010): 47. http://dx.doi.org/10.5130/pcr.v1i1.1297.

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Crises can impact an organisation’s viability, credibility and reputation. Communication can preserve and protect the valuable reputation of an organisation, by demonstrating an acceptance of responsibility for the crisis and addressing victim concerns. The research illustrates that Maple Leaf Food’s crisis communication strategy was effectual and in supported to its purported organisational values as an organisation focused on health and safety. This case highlights why it is crucial for organisations to develop and apply a cohesive crisis communication strategy.

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Mutebi, Henry, Joseph Mpeera Ntayi, Moses Muhwezi und John C. Kigozi Munene. „Self-organisation, adaptability, organisational networks and inter-organisational coordination: empirical evidence from humanitarian organisations in Uganda“. Journal of Humanitarian Logistics and Supply Chain Management 10, Nr. 4 (21.08.2020): 447–83. http://dx.doi.org/10.1108/jhlscm-10-2019-0074.

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PurposeTo coordinate humanitarian organisations with different mandates that flock the scenes of disasters to save lives and respond to varied needs arising from the increased number of victims is not easy. Therefore, the level at which organisations self-organise, network and adapt to the dynamic operational environment may be related to inter-organisational coordination. The authors studied self-organisation, organisational networks and adaptability as important and often overlooked organisational factors hypothesised to be related to inter-organisational coordination in the context of humanitarian organisations.Design/methodology/approachThe study’s sample consisted of 101 humanitarian organisations with 315 respondents. To decrease the problem of common method variance, the authors split the samples within each humanitarian organisation into two subsamples: one subsample was used for the measurement of self-organisation, organisational network and adaptability, while the other was for the measurement of inter-organisational coordination.FindingsThe partial least square structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.8 indicated that self-organisation is related to inter-organisational coordination. Organisational network and adaptability were found to be mediators for the relationship between self-organisation and inter-organisational coordination and all combined accounted for 57.8% variance in inter-organisational coordination.Research limitations/implicationsThe study was cross sectional, hence imposing a limitation on changes in perceptions over time. Perhaps, a longitudinal study in future is desirable. Data were collected only from humanitarian organisations that had delivered relief to refugees in the stated camps by 2018. Above all, this study considered self-organisation, adaptability and organisational networks in the explanation of inter-organisational coordination, although there are other factors that could still be explored.Practical implicationsA potential implication is that humanitarian organisations which need to coordinate with others in emergency situations may need to examine their ability to self-organise, network and adapt.Social implicationsSocial transformation is a function of active social entities that cannot work in isolation. Hence, for each to be able to make a contribution to meaningful social change, there is need to develop organisational networks with sister organisations so as to secure rare resources that facilitate change efforts coupled with the ability to reorganise themselves and adapt to changing environmental circumstances.Originality/valueThe paper examines (1) the extent to which self-organisation, adaptability and organisational networks influence inter-organisational coordination; (2) the mediating role of both adaptability and organisational networks between self-organisation and inter-organisational coordination in the context of humanitarian organisations against the backdrop of complex adaptive system (CAS) theory.

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Nwanzu, Chiyem Lucky, und Sunday Samson Babalola. „Predictive Relationship between Sustainable Organisational Practices and Organisational Effectiveness: The Mediating role of Organisational Identification and Organisation-Based Self-Esteem“. Sustainability 11, Nr. 12 (22.06.2019): 3440. http://dx.doi.org/10.3390/su11123440.

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This study ascertains the predictive relationship that sustainable organisational practices have with organisational effectiveness and the mediating role of organisational identification and organisation-based self-esteem in this relationship. One-hundred and forty-five participants (62 males and 83 females) were sampled from 31 privately-owned organisations in Delta State, Nigeria. Regression analysis revealed that sustainable organisational practices positively and significantly predict organisational effectiveness, β = 0.42, p < 0.001, and that organisational identification and organisation-based self-esteem mediate the relationship. It was recommended that privately-owned organisations intensively implement sustainable organisational practices for organisational effectiveness, organisational identification and organisation-based self-esteem.

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Bunker, Deborah, Karl-Heinz Kautz und Anne Luu Thanh Nguyen. „Role of Value Compatibility in it Adoption“. Journal of Information Technology 22, Nr. 1 (März 2007): 69–78. http://dx.doi.org/10.1057/palgrave.jit.2000092.

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Compatibility has been recognised as an important element in the adoption of IT innovations in organisations but as a concept it has been generally limited to technical or functional factors. Compatibility is also significant, however, with regard to value compatibility between the organisation, and the adopted IT innovation. We propose a framework to determine value compatibility analysing the organisation's and information system's structure, practices and culture, and explore the value compatibility of an organisation with its adopted self-service computer-based information system. A case study was conducted to determine the congruence of an organisation's value and IT value compatibility. This study found that there was a high correspondence in the organisational structure and practice dimensions; however, there were organisational culture disparities. The cultural disparities reflected the self-service acceptance and training issues experienced by the case organisation. These findings add insight into the problems experienced with value compatibility and the adoption of the information systems, and show the potential use of the proposed framework in the detection of such problems.

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Clifton, Louise, und Paul Gentle. „The genie in the learning organisation? The experience of using multi-level action learning at the Leadership Foundation“. International Journal of Public Leadership 11, Nr. 2 (11.05.2015): 66–76. http://dx.doi.org/10.1108/ijpl-01-2015-0004.

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Purpose – The purpose of this paper is to examine the working practices and outcomes of an action research project in a specialist organisation engaged in the field of leadership development. The intention of the project was to enable the company involved to become a stronger learning organisation at a time when it was developing a future strategy. Design/methodology/approach – The paper uses a case study approach to describe and analyse a three-stage process involving the use of a focus group, organisational climate survey and voluntary action learning sets. Interviews with participants are analysed thematically in order to assess the impact of the action research project on the organisation’s culture. Findings – Participation by the majority of the Leadership Foundation’s staff in action learning and related opportunities for feedback within the organisation helped move its culture towards wider participation in strategy development and a whole organisation approach to working. Other organisations wishing to build collaborative working cultures can learn from the implications of the project, particularly those concerning the need to attend to the intended outcomes of action learning and the role of skilled, critical facilitators in action learning processes. Originality/value – The paper is innovative in that it explores practitioner-led action research work in a setting of leadership and organisational development. It will interest leaders and managers who seek to build learning organisations, as well as organisational developers with an interest in enhancing the impact of action learning.

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Alqudah, Hamzah E., Mani Poshdar, Luqman Oyekunle Oyewobi, James Olabode Bamidele Rotimi und John Tookey. „Sustaining Construction Organisations in NZ: A Linear Regression Model Approach to Analysing Determinants of Their Performance“. Sustainability 15, Nr. 5 (24.02.2023): 4143. http://dx.doi.org/10.3390/su15054143.

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The characteristics, strategies, capabilities, and resources of an organisation contribute to its competitive advantage and superior performance. A model to explain performance differences in the New Zealand context will be developed by examining the relationships between construction organisational performance and these constructs. The information was obtained using a questionnaire survey. A total of 101 organisations participated in the research. For the instrument used to elicit data, the literature was used to identify indicators associated with characteristics of organisational strategies for competition, resources and capabilities, and performance of the organisation. Analyses of descriptive, parametric, and linear regression were conducted to examine the effects of these constructs on organisational performance. The results suggest that organisational characteristics are significantly associated with internal business processes, learning, and the growth perspectives of an organisation’s performance, while competitive strategies, resources, and capability perspectives are significantly related to financial perspectives. As a result, these findings add to the current discourse regarding organisational performance differentials in the construction industry. The study demonstrates that it is critical to take into account the different organisational characteristics that are implemented within organisations and how they influence organisational performance beyond rational processes.

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Okigbo, O. N., I. Saidu, W. A. Ola-Awo und A. D. Adamu. „Organisational Characteristics as a Catalyst for Effective Performance of Nigerian Construction Organisations“. Environmental Technology and Science Journal 13, Nr. 2 (25.02.2023): 53–59. http://dx.doi.org/10.4314/etsj.v13i2.6.

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Organisational characteristics are distinctive features of an organisation that enable it to perform its statutory roles. It has a lot of influences on organisational performance but less study has indicated the role it plays in improving the performances of organisations. This study appraised different types of organisation characteristics in the Nigerian construction industry and their roles in improving the performances of organisations. In achieving the aim of the study 366 questionnaires were distributed purposefully to management members of construction organisations practising in Abuja who are members of the federation of the construction industry (FOCI). 310 of the questionnaires that were distributed were retrieved, this represented an 82% of response rate. A hypothesis was formulated and tested using multiple regression analysis. Each type of the characteristic form a model equation, the p-values of all the models were 0.000 and The model's result showed that management style, decision making style, organisational culture, organisation effectiveness, organisation efficiency, behaviour and structure have a predictive value of 26%, 45% 20%, 34%. 14%, 54%, and 44% respectively, indicated that all types of characteristics used in the study significantly affect organisational performance. Putting special attention on them by the management of the organisation will significantly improve its performance. The study recommended that organisations in the Nigerian construction industry pay more attention to the identified types of organisational characteristics in order to achieve effective performance.

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Dissertationen zum Thema "Organisation"

Rossiter, P. G. „Organisational improvement through learning organisation theory“. Thesis, University of Salford, 2007. http://usir.salford.ac.uk/2256/.

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A research study was conducted of the management theories and quality philosophies that have been expounded throughout the twentieth century. This study included the modem thinking for quality improvement and business excellence to include the modem concept of Learning Organisations. This research project was undertaken with the aim of producing a framework based on the culture of Learning Organisation Theory and including within it the external influences on such a culture. The framework consisted on a core of human values, divided into five areas that are deemed important to learning organisations. These were surrounded by the basic values of Trust, Honesty and Openness thus protecting the core from outside influence. Elements from traditional management systems theory provided the outer casing for the framework, these elements influencing the core for both good and bad. The contents of the framework were then studied in three organisations of differing background with a view to firmly establishing the elements and areas within the framework for validity in these three organisations. The common theme between all the organisations chosen was that they had all in the recent past been involved in major management and internal change. One study involved the development of a questionnaire and supporting matrices in order to identify the areas and elements of the framework, thus establishing their existence. Active research techniques were used in the other studies in order to establish both 'why' the elements are important and any interrelationship between the areas. As a result of these studies suggestions for modification to the framework were established in order to strengthen the thinking and these were encompassed in to the framework. Probably the most significant of these changes was the inclusion of 'Leadership' as being a major factor in the filtering of undesirable elements. The outcome from the research is that the aim was achieved and a framework was developed that, for the first time, was drawn up in such a way that the elements and areas can easily be recognised and an understanding of what they represent is clearly shown. The reasons as to why these elements are important are also established. This is regarded as an advancement in this field of study.

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Andersson, Curt. „Ångest i organisationen : - möten mellan konsult och organisation /“. Inhaltsverzeichnis, 2005. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=014187036&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Siddieg, T. E. S. I. „Culture and organisational change in a major Sudanese organisation“. Thesis, Lancaster University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.304295.

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Fodor, Neil. „The Warsaw Treaty Organisation : a political and organisational analysis“. Thesis, University of Glasgow, 1987. http://theses.gla.ac.uk/4359/.

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This thesis describes the political-military alliance of the Warsaw Treaty Organisation (WTO) from its origins and founding in 1955 to its 30th Anniversary in 1985, and after. In showing how the WTO has developed and operated, its practical application in the fields of joint foreign policy and military affairs is described and discussed. In the light of this analysis, the WTO is placed in its context within the socialist community. The origins of the WTO are shown to be part of a general trend towards closer co-operation between the European socialist countries. The states were formally brought together as a public response to the London and Paris Agreements of 1954, which officially rearmed the Federal Republic of Germany and incorporated it into the Western military alliance system and NATO. The structural development is described and analysed, showing the practice of the official structure largely to be a response to existing ad hoc arrangements. The limitations placed on the Organisation's political and military roles are explained, detailing how the WTO is formally restrained from operating as an efficient or effective multilateral co-ordinating body. Where it does operate, the WTO is shown principally to be a political organisation. The documentary history of the WTO is analysed, to show how the structure works in practice. Particular stress is placed on the role of the WTO in carrying out its claimed purpose of co-ordinating the foreign policies of the members. The conclusion is suggested that the WTO at most co-ordinates the `basic principles' rather than the diplomatic practice of its members' foreign policies. The participating states are shown not to be significantly bound by the WTO in the practice of their national foreign policies, though they are bound by bilateral factors external to the structure of the Warsaw Treaty. The 30th Anniversary of the signing of the WTO, potentially a historic landmark, is shown to have passed with very little pomp or celebration. The treatment of the Anniversary in the Soviet Union and amongst its allies was low-key. The issues covered by the Anniversary speeches and articles are described, and are analysed both for what they said about the WTO, its origins, practice, ansd significance, and for what was not said or done. Changes are analysed that have taken place under the new Soviet leadership of Mikhail Gorbachev, whose accession occurred just before the signing of the Protocol extending the Treaty. The 30th Anniversary soon followed. Structural changes were hinted at but never took place, though the documents issued by the existing bodies have become much more open in their description of the discussions and disagreements that took place. These events, coinciding with other changes in Soviet internal and externalpolicies, were shown to be part of an apparent attempt by the Soviet authorities to consult and co-ordinate its actions with its allies, or at least to appear to be doing so. It is also shown where past practices, such as unilateral Soviet moves on foreign policy and arms control, have not changed. The conclusion is that the real significance of the WTO is ideological, serving to give the impression of unity. The Warsaw Treaty Organisation is just another means in the many forms of alliance indicating, and used to justify, the `socialist community'. Other forms of alliance, both political and military, take precedence over the WTO in all its functions. These are principally bilateral, rather than multilateral, forms, and in many cases they are party, rather than state, forms of alliance. Research into the WTO has not been fruitless, but has proved to be the study of issues other than the foreign or defence policies of a multilateral alliance.

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Stokes, Lorraine. „'Who am I … in this organisation?': The Development of Organisation-based Identities and the Consequences for Individuals and Organisations“. Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368141.

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Understanding the psychological relationship between the individual and the organisation, and its effects on behaviour, continues to have strong theoretical and practical relevance for identification researchers (van Knippenberg & Sleebos, 2006). Indeed, it has been argued that an organisation can not be fully understood without understanding the identity dynamics that arise from the interactions between the organisation, its social environment, and the individual psychology of its members (Ashforth & Mael, 1989; Haslam, 2014; Hodgkinson, 2013; Tajfel, 1981). The goal of this thesis project was to undertake an indepth exploration of employee identifications in one organisation undergoing large-scale change. The first major aim was to illuminate the particular identities that were most salient for participants as they reflected on their experience of the changes. The second aim was to conduct an indepth exploration of those identities, to shed light on their origins and core features, and to understand why they were evoked during change. A third aim was to explore the relationship between the identities, and participants' perceptions and responses to change. Finally, a key aim was to illuminate any features of the organisational and social context that were related to the presence, development and effects of salient identities. The guiding methodology was interpretive qualitative research, chosen for its acute sensitivity to identity processes and associated contextual features (Yin, 2009). The advantage of this approach is that it allowed for indepth exploration of the nature, sources and effects of employee identifications, including contextual aspects involved in shaping and sustaining important identities.
Thesis (PhD Doctorate)
Doctor of Philosophy in Organisational Psychology (PhD OrgPsych)
School of Applied Psychology
Griffith Health
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Dowse, Andrew Information Technology &amp Electrical Engineering Australian Defence Force Academy UNSW. „The diverse organisation : operational considerations for managing organisational information resources“. Awarded by:University of New South Wales - Australian Defence Force Academy. School of Information Technology and Electrical Engineering, 2007. http://handle.unsw.edu.au/1959.4/38677.

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Sharing and exploitation of information resources across a diverse organisation can confer a significant competitive advantage but also can be a substantial challenge in coordinating across structural and specialisation boundaries. This challenge reflects the difficulties traditionally associated with lateral relations, which were recognised by classical organisational theorists but are more pronounced with the emergence of information as a critical resource. Notwithstanding the benefits of information sharing across the organisation, the classical concept of specialisation remains fundamental to organisational theory; thus there is potential for friction between requirements for specialisation and coordination. This research therefore examines information management arrangements to balance specialisation and coordination in a diverse organisation. The research takes advantage of organisational and systems theory literature to appreciate complex information management requirements in terms of differentiation/cohesion and integration/coupling of organisational elements. Information management???s business and technology perspectives define the conceptual framework, within which gaps in the literature are identified and become the focus of the research. The two key research areas are the opportunities enabled by technology for business integration through collaborative decision-making and the management of organisation-wide information technology infrastructure. Collaborative decision-making is an integrating mechanism that can provide balance between specialisation and coordination contingent upon the nature of decision tasks and their organisational context. Propositions associated with an adaptive approach to collaborative decision-making were tested in laboratory experiments, with positive support for the contingency model albeit constrained by individual cognitive variances. Organisations increasingly are adopting centralised approaches to the provision of IT services, with IT governance as an integrating mechanism and a need for multiple business-IT alignments to add value according to the differentiation required by organisational elements. Propositions relating to the adaptation of IT management arrangements based upon organisational characteristics were tested using a multi- iv -discipline approach, which resulted in support for the model although practical difficulties were experienced in the action research component. This research provides a framework for maintaining effective variety of information capabilities commensurate with the diverse organisation???s mission and environment, while also exploiting the synergies and economies of shared information resources for holistic benefits.

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Alblas, Lourence Badenhorst. „The organisational diagnoses of a distribution organisation / Lourence Badenhorst Alblas“. Thesis, Potchefstroom University for Christian Higher Education, 2002. http://hdl.handle.net/10394/171.

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Hansson, Finn. „Forskningsevaluering, kvalitet og organisation : nye roller for forskningsevalueringen i organisationer /“. Frederiksberg : Samfundslitteratur, 2003. http://www.gbv.de/dms/zbw/375445013.pdf.

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Johansson, Ebba, und Sofia Bellinder. „En lärande organisation? : en pragmatisk teoretisk modell för lärande organisationer“. Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-376876.

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Under 1990-talet populariserades fenomenet lärande organisationer för att bemöta den konkurrens som globaliseringen medförde. Det finns både nya och mer klassiska forskningsstudier inom fenomenet lärande organisationer. Nyare studier inom fältet har försökt att skapa en heltäckande bild om lärande organisationer. Dessa studier tenderar dock att vara för smala och leder därmed till en alltför ytlig bild. Syftet med denna studie är därför att generera kunskaper om hur ett företag kan ses som en lärande organisationer genom en hybridmodell. Denna hybridmodell kombinerar Senges (2006) organisatoriska strukturer för innovativt lärande, tillsammans med Argyris och Schöns (1996) teori om olika nivåer av lärande. Studien har därmed en deduktiv ansats och den metod som studien använder är kvalitativa intervjuer. Resultaten visar att samtliga organisatoriska strukturer för innovativt lärande går att återfinna samt att dessa tillsammans leder till en djupare nivå av lärande. Slutsatsen av denna studie är därmed att denna hybridmodell kan ses som ett komplement till framtida studier inom området och att resultaten av denna studie tycks gå i linje med befintlig forskning inom området.

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Hagnestad, Jonathan, und Anna Rex. „Lärande organisationer i praktiken : En fallstudie om en lärande organisation“. Thesis, Mittuniversitetet, Institutionen för utbildningsvetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-43292.

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Lärande organisationer har sedan slutet av 80-talet kommit att få mycket plats inomorganisationsforskning och begreppet har blivit synonymt med hur företag anpassar sig efter denomvärld de verkar i. Forskningen har visat hur givande lärandet kan vara för företag både i termer avvinst och välmående hos medarbetarna, men empiriska undersökningar har samtidigt visat att lärandeorganisationer inte fått fäste i praktiken. Parallellt med detta finns vissa rön som stödjer det traditionellasynsättet att vissa individer är mer kapabla att fatta strategiska beslut, medan andra är mer lämpadesom enbart utförare, och därmed är i behov av styrning. Vårt syfte var att i detta arbete undersöka hurlärande inom en organisation kan förstås genom en grupp chefers upplevelser. Studien designades somen fallstudie inom ett företag och empirin inhämtades från sex kvalitativa intervjuer. Genomklassificering av resultaten i enlighet med Senges discipliner, visade studien att intervjupersonernasupplevelser till stor del sammanföll med det aktuella företagets profilering som lärande organisation,då arbetssättet beskrevs som adaptivt, både inom den egna organisationen och gentemot omvärlden. Imaterialet kunde vi skönja en bakomliggande människosyn, vilket kunde möjliggöra en diskussion påett aggregerat plan. Vilka implikationer detta har för lärandet kan inte identifieras utifrån studiensresultat, utan kräver vidare undersökningar, förslagsvis innehållande både observationer ochintervjuer med fler medarbetare.
Since the end of the 1980s, learning organizations have gained a lot of space in organizational researchand have become synonymous with how companies adapt to the world in which they operate. Researchhas shown how rewarding learning can be for companies both in terms of profit and well-being of theiremployees, but empirical studies also show that learning organizations have not gained foothold inactual practice. In parallel with this, some evidence supports the traditional view that some individualsare more capable of making strategic decisions, while others are more suited to following orders andtherefore need to be controlled. The present study was designed as a case study within a company andthe empirical evidence was obtained from six qualitative interviews. By categorizing the results inaccordance with Senge's disciplines, the results showed that the interviewees' experiences by and largewere consistent with the company's profile as a learning organization, as the work methods weredescribed as adaptive, both within the organization and vis-à-vis the outside world. The materialshowed an underlying attitude towards colleagues, which made a discussion on an aggregated levelpossible. The implications of this relationship for learning could not be identified on the basis of theresults of the present study, and would require further investigations, including both observations andinterviews with more employees.

2021-06-07

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Bücher zum Thema "Organisation"

James, Kim. Psychological dynamics and organisational learning: From the dysfunctional organisation to the healthy organisation. Cranfield: Cranfield School of Management, 1996.

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Schreyögg, Georg. Organisation. Wiesbaden: Gabler, 2008. http://dx.doi.org/10.1007/978-3-8349-8152-3.

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Bleicher, Knut. Organisation. Wiesbaden: Gabler Verlag, 1991. http://dx.doi.org/10.1007/978-3-322-82918-4.

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Schreyögg, Georg, und Daniel Geiger. Organisation. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-8349-4485-6.

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Schreyögg, Georg. Organisation. Wiesbaden: Gabler Verlag, 1999. http://dx.doi.org/10.1007/978-3-322-96601-8.

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Schreyögg, Georg. Organisation. Wiesbaden: Gabler Verlag, 2003. http://dx.doi.org/10.1007/978-3-8349-9134-8.

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Albach, Horst, Hrsg. Organisation. Wiesbaden: Gabler Verlag, 1989. http://dx.doi.org/10.1007/978-3-322-83699-1.

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Schreyögg, Georg. Organisation. Wiesbaden: Gabler Verlag, 1998. http://dx.doi.org/10.1007/978-3-322-94474-0.

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Bach, Norbert, Carsten Brehm, Wolfgang Buchholz und Thorsten Petry. Organisation. Wiesbaden: Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-17169-8.

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Schreyögg, Georg. Organisation. Wiesbaden: Gabler Verlag, 1996. http://dx.doi.org/10.1007/978-3-322-86021-7.

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Buchteile zum Thema "Organisation"

Rowlinson, Michael. „Organisational economics and organisation theory“. In Organisations and Institutions, 81–107. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25163-6_5.

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Hoffman, Edwin. „Das TOPOI-Modell: Organisatie (Organisation)“. In Interkulturelle Gesprächsführung, 349–71. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-07192-9_10.

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Luhmann, Niklas. „Die Organisation der Organisation“. In Organisation und Entscheidung, 302–29. Wiesbaden: VS Verlag für Sozialwissenschaften, 2000. http://dx.doi.org/10.1007/978-3-322-97093-0_10.

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Luhmann, Niklas. „Die Organisation der Organisation“. In Organisation und Entscheidung, 302–29. Wiesbaden: VS Verlag für Sozialwissenschaften, 2011. http://dx.doi.org/10.1007/978-3-531-93042-8_10.

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Jäger, Wieland, und Arthur R. Coffin. „System: Organisation der Organisation“. In Die Moral der Organisation, 11–27. Wiesbaden: VS Verlag für Sozialwissenschaften, 2011. http://dx.doi.org/10.1007/978-3-531-92686-5_2.

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Backhausen, Wilhelm. „Die Organisation der Organisation“. In Management 2. Ordnung, 21–29. Wiesbaden: Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-8260-5_3.

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Börnfelt, P.-O. „Organisation and Work Organisation“. In Work Organisation in Practice, 1–24. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-21667-1_1.

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Harding, Gabi. „Organisation“. In Topmanagement und Angst, 69–78. Wiesbaden: VS Verlag für Sozialwissenschaften, 2012. http://dx.doi.org/10.1007/978-3-531-18796-9_5.

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Carl, Notger, Rudolf Fiedler, William Jórasz und Manfred Kiesel. „Organisation“. In Grundkurs Betriebswirtschaftslehre, 111–26. Wiesbaden: Vieweg+Teubner Verlag, 2001. http://dx.doi.org/10.1007/978-3-322-93954-8_4.

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Weischenberg, Siegfried. „Organisation“. In Nachrichtenschreiben, 98–105. Wiesbaden: VS Verlag für Sozialwissenschaften, 1988. http://dx.doi.org/10.1007/978-3-322-94238-8_15.

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Konferenzberichte zum Thema "Organisation"

NANAYAKKARA, N. B., Y. G. SANDANAYAKE und B. J. EKANAYAKE. „AN INVESTIGATION ON CORPORATE SOCIAL RESPONSIBILITY OF CONSTRUCTION ORGANISATIONS IN DISASTER IN SRI LANKA“. In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.22.

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Corporate Social Responsibility (CSR) is a concept, which is broadly determined as ensuring the efficacy of the organisation in integrating social and environmental considerations into organisational operations. In Sri Lankan context, a great enthusiasm can be seen among organisations to engage in CSR initiatives. Having considered the importance and impact, the study aims to investigate the importance of CSR initiatives by construction organisations in disasters in Sri Lanka. Thus, a mixed method research approach was followed as the methodology of this study. Findings are based on semi-structured interviews held with construction industry professionals. Findings of this study revealed that the implementation of CSR initiatives is more important during a disaster situation in the aspects of both affected party and aiding party. Moreover, construction organisations implement CSR during disaster situations by considering it as a mandatory responsibility of an organisation. Further, most of the construction organisations engage in CSR implementation during natural disaster situations. In practice all the construction organisations tend to engage in reactive initiatives. More importantly, it is revealed that both the organisational work force and society are benefitted through CSR implementation in disaster situations.

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SKAČKAUSKIENĖ, Ilona, und Juliana SMIRNOVA. „OPPORTUNITIES FOR THE DEVELOPMENT OF A GREEN ORGANISATION IN THE CONTEXT OF NATIONAL AND INTERNATIONAL STRATEGIC DOCUMENTS AND INICIATIVES“. In International Scientific Conference „Contemporary Issues in Business, Management and Economics Engineering". Vilnius Gediminas Technical University, 2021. http://dx.doi.org/10.3846/cibmee.2021.628.

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The article emphasizes the aspects of organisational development in the context of green organisation, de- scribing the importance of changes in an external environment for the development of the organisation. Purpose – the purpose of the article is to analyse the relevance of green organisation development at the national and international levels by examining it through the prism of strategic documents and initiatives. In order to determine the development directions of the green organisation on the basis of strategic documents and initiatives. Research methodology – the methods of critical analysis of scientific literature, strategic documents, initiatives and synthesis as well as abstrahation have been applied. Findings – main findings of the research proved that development of green organisation is relevant in the context of key international and national strategic documents. Also the definition of the development of green organisations is proposed by authors. The analysis of strategic documents and initiatives at the national and international levels has shown that their impact on the development of a green organisation can be both direct and indirect. Research limitations – the limitation of this reseach is that mainly key international and national strategic documents were analyzed. Analysis of other strategic documents can be stated as a direction for future research. Practical implications – the results of the research could be used as a basis for the promotion of the development of green organisations at the national and international level both directly and indirectly. Originality/Value – the originality of this research can be defined by complex approach to analysis related to the impact of actual legal regulation to the development of green organisations.

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Colberg, Tim. „ORGANISATIONAL RESILIENCE: CREATING AMBIDEXTERITY IN STRATEGIC AND OPERATIONAL RESILIENCE“. In 12th International Scientific Conference „Business and Management 2022“. Vilnius Gediminas Technical University, 2022. http://dx.doi.org/10.3846/bm.2022.770.

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In the current unstable business environment, resilience in organisations might be an enabler to withstand this uncertainty. This study aims to separate strategic and operational resilience and discuss the simultaneous ap-proachability to enhance the understanding of resilience. Therefore, this conceptual research applies a literature review of leading publications in organisational ambidexterity and organisational resilience. Achieving organisational resil-ience is possible by seeing resilience, not as a standalone function, but by sensing and seizing opportunities and threats and transforming the business model into a resilient state by pursuing an ambidextrous organisation by exploiting op-erational and exploring strategic resilience. Combining organisational resilience and ambidexterity into one framework can help organisations and management prepare for and deal with uncertainty by building resilience on the strategic and operational levels.

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Gaheyr, Asha, Anand Sheombar und Pascal Ravesteijn. „Comparison of BPM Maturity and Performance of the Dutch Department of Defence With Other Sectors“. In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.41.

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This study investigates the Business Process Management (BPM) maturity and process performance of the Dutch Department of Defence (DDoD). Like any other organisation, defence departments use BPM to manage their daily business processes. Despite using BPM, the organisation has never undertaken the initiative to analyse its BPM Maturity level and process performance. This paper presents the first results of such a study and compares this to similar military organisations, non-profit organisations and other organisations in the private sector. The DDoD BPM Maturity index score of 2.66 is similar to that of peer organisations. The study provides some suggestions for research and practical implications for further Business Process Maturity development of the DDoD organisation.

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„Organisation“. In 2010 Sixth International Conference on Intelligent Sensors, Sensor Networks and Information Processing (ISSNIP). IEEE, 2010. http://dx.doi.org/10.1109/issnip.2010.5706792.

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„Organisation“. In 2011 Seventh International Conference on Intelligent Sensors, Sensor Networks and Information Processing (ISSNIP). IEEE, 2011. http://dx.doi.org/10.1109/issnip.2011.6146540.

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„Organisation“. In 2011 International Conference on Semantic Technology and Information Retrieval (STAIR). IEEE, 2011. http://dx.doi.org/10.1109/stair.2011.5995754.

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„Organisation“. In 2007 3rd International Conference on Intelligent Sensors, Sensor Networks and Information. IEEE, 2007. http://dx.doi.org/10.1109/issnip.2007.4496808.

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„Organisation“. In 2009 International Conference on Intelligent Sensors, Sensor Networks and Information Processing (ISSNIP). IEEE, 2009. http://dx.doi.org/10.1109/issnip.2009.5416834.

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„Organisation“. In 2010 4th International Symposium on Communications, Control and Signal Processing (ISCCSP). IEEE, 2010. http://dx.doi.org/10.1109/isccsp.2010.5463503.

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Berichte der Organisationen zum Thema "Organisation"

Kurmanov, Bakhytzhan. Shanghai Cooperation Organisation looking frosty from Astana. East Asia Forum, Juli 2018. http://dx.doi.org/10.59425/eabc.1532167215.

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Nosova, Olga. Structural Changes and the Ukrainian Labour Market Organisation. Publishing House - Vilnius Business College, Juni 2023. http://dx.doi.org/10.57005/ab.2023.1.1.

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The article aims to analyze the structural changes and the Ukrainian labor market organization in the condition of military aggression against Ukraine. The Ukrainian economy encounters the devastating destructions and losses of economic entities, enormous capital, and labor under the effect of military aggression. Structural changes include a change in the industrial structure of production, the destruction of large enterprises, and supply chains, the loss of part of the labor force, and fluctuations between skilled and unskilled jobs. Thus, SMEs in the service sector suffer due to the reduction of the population in cities, which causes both a reduction in demand for certain types of services (hotel and restaurant business, beauty salons, providers of extracurricular educational services, etc.) and a reduction in the supply of highly qualified specialists (IT sector, experts in financial, design and consulting services). Small business because of the war feels caught between the minimum possible sale of their products and reduced demand. The basic research questions are identifying and estimating the urgent needs of the labor market and capital. It will be directed to define sectors that can speed up the process of rebuilding the economy. Diversifying the economy, increasing product/service sophistication, using comparative advantages and transfer of resources (both labor and capital) leads to more productive activities and a rise in well-being.

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Musa, Padde, Zita Ekeocha, Stephen Robert Byrn und Kari L. Clase. Knowledge Sharing in Organisations: Finding a Best-fit Model for a Regulatory Authority in East Africa. Purdue University, November 2021. http://dx.doi.org/10.5703/1288284317432.

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Knowledge is an essential organisational asset that contributes to organisational effectiveness when carefully managed. Knowledge sharing (KS) is a vital component of knowledge management that allows individuals to engage in new knowledge creation. Until it’s shared, knowledge is considered useless since it resides within the human brain. Public organisations specifically, are more involved in providing and developing knowledge and hence can be classified as knowledge-intensive organisations. Scholarly research conducted on KS has proposed a number of models to help understand the KS process between individuals but none of these models is specifically for a public organisation. Moreover, to really reap the benefits that KS brings to an organization, it’s imperative to apply a model that is attributable to the unique characteristics of that organisation. This study reviews literature from electronic databases that discuss models of KS between individuals. Factors that influence KS under each model were isolated and the extent of each of their influence on KS in a public organization context, were critically analysed. The result of this analysis gave rise to factors that were thought to be most critical in understanding KS process in a public sector setting. These factors were then used to develop a KS model by categorizing them into themes including organisational culture, motivation to share and opportunity to share. From these themes, a KS model was developed and proposed for KS in a medicines regulatory authority in East Africa. The project recommends that an empirical study be conducted to validate the applicability of the proposed KS model at a medicines regulatory authority in East Africa.

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Ng, J., und Yefgeny Raitses. Self-organisation Processes In The Carbon ARC For Nanosynthis. Office of Scientific and Technical Information (OSTI), Februar 2014. http://dx.doi.org/10.2172/1121753.

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Ng, Jonathan, und Yevgeny Raitses. Self-organisation Processes In The Carbon ARC For Nanosynthis. Office of Scientific and Technical Information (OSTI), Februar 2014. http://dx.doi.org/10.2172/1128925.

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Oakley, Peter. Organisation, negotiation and contracting in development programmes and projects. Geneva: ILO, 2001. http://dx.doi.org/10.54394/00000007.

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Chowdhury, Savvina. The Organisation of Social Reproduction in a Postcapitalist Participatory Economy. Mέta | Centre for Postcapitalist Civilisation, Mai 2022. http://dx.doi.org/10.55405/mwp12en.

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mέta Working Papers’ series “Towards (a Better) Postcapitalism: A Handy How-To Guide” publishes solicited policy papers on aspects of how would a non-dystopian postcapitalism look like. The series focuses on three ‘pillars’: Production | Allocation | Decision Making i.e., how could/would postcapitalist production be like (and who would own the means of production), what shape would the allocation of goods take (and which alternatives to the market economy may be explored), and what would be the main tenets of postcapitalist decision making and democracy. In this paper, Savvina Chowdhury addresses the first pillar, i.e. producion.

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Parry, Jame, und Nicola Sainsbury. Procedure for the Investigation of Misconduct in Research. UK Research Integrity Office, 2023. http://dx.doi.org/10.37672/ukrio.2023.01.misconduct.

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The Model Procedure for the Investigation of Misconduct in Research is at the heart of and crucial to the mission of the UK Research Integrity Office.Misconduct in research can have wide-ranging and damaging consequences, harming the integrity of research, bringing the individuals involved and the organisation into disrepute and causing harm to those involved. It can also damage public confidence in research. It is therefore vitally important that organisations have robust procedures to investigate alleged misconduct fully and fairly. The Procedure described here is designed as a model for research organisations to follow for the investigation of allegations of misconduct in research. Such allegations might be brought to an organisation as the employer of the individual(s) against whom the allegations are made, or brought to them in another capacity, such as the host, funder or sponsor of the research.

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de Pury, John, Jean Ledger und Jill Fairbank. The National Institute for Health Research Service Delivery and Organisation Network. National Institute for Health Research, April 2015. http://dx.doi.org/10.3310/hsdr-08-1718-202.

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Kofod, Klaus Kasper, Annemarie Højmark und Søren Langager. Projekt KvaliKomBo – portræt af de ni deltagende botilbuds organisation og pædagogik. Aarhus University, 2012. http://dx.doi.org/10.7146/aul.30.50.

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