Thematische Bibliographien / Organisation at work

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Auswahl der wissenschaftlichen Literatur zum Thema „Organisation at work“

Autor: Grafiati

Veröffentlicht am 29. Juni 2021

Zuletzt aktualisiert am 6. Februar 2022

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Zeitschriftenartikel zum Thema "Organisation at work"

Garnett, Jonathan, Selva Abraham und Param Abraham. „Using work-based and work-applied learning to enhance the intellectual capital of organisations“. Journal of Work-Applied Management 8, Nr. 1 (01.03.2016): 56–64. http://dx.doi.org/10.1108/jwam-08-2016-0013.

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Purpose The purpose of this paper is to show how work-based and work-applied learning (WAL) can enhance the intellectual capital of organisations. Design/methodology/approach The paper draws organisational learning- and work-based learning literature and case study illustrations. Findings To achieve major strategic change in organisations requires working at senior level within the organisation to develop the capability of the organisation to learn and apply that learning strategically. WAL is explicitly geared to bring about change and enhance the learning capability within the organisation. Research limitations/implications There is a need for further longitudinal studies of organisations that have used the work-based and WAL approaches. Practical implications The conclusions reached have implications for higher education and non-award bearing executive education. Social implications The alignment of individual learning with organisational objectives positions learning as a co-operative part of working life rather than just individual preparation for employment. Originality/value The paper positions work-based learning and WAL as appropriate responses to the learning needs of organisations as well as individuals.

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Farndale, Elaine, Susanne E. Beijer, Marc J.P.M. Van Veldhoven, Clare Kelliher und Veronica Hope-Hailey. „Work and organisation engagement: aligning research and practice“. Journal of Organizational Effectiveness: People and Performance 1, Nr. 2 (27.05.2014): 157–76. http://dx.doi.org/10.1108/joepp-03-2014-0015.

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Purpose – To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide by exploring the construct clarity and discriminant validity of work and organisation engagement simultaneously, providing insight into how these constructs relate empirically, as well as investigating the nomological network of each. Design/methodology/approach – Empirical data were collected through online surveys from 298 employees in two multinational companies. Respondents were primarily managerial and professional employees. The survey included measures of work and organisation engagement, as well as work outcomes and organisation performance. Findings – The findings indicate that work and organisation engagement are distinct constructs, and have differential relationships with important employee outcomes (commitment, organisational citizenship behaviour, initiative, active learning, job satisfaction), and organisational performance. Practical implications – The findings provide opportunities for practitioners to explore the potentially unique ways in which different types of engagement may add value to jobs and organisations. Originality/value – The study takes important steps in bridging the academic/practitioner divide: the paper clearly demonstrates how the two concepts of work and organisation engagement relate to and complement each other as useful constructs for research and practice.

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Anttila, Timo, Tomi Sakari Oinas und Armi Mustosmäki. „Towards formalisation: The organisation of work in the public and private sectors in Nordic countries“. Acta Sociologica 62, Nr. 3 (26.03.2018): 315–33. http://dx.doi.org/10.1177/0001699318761782.

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According to European comparative studies, organisational change and restructuration have been especially prevalent in Nordic countries. In particular, public-sector organisations have been under turbulence due to pressures for cost reduction and increased efficiency. Yet, not much is known about how these changes have affected the organisation of everyday work. Based on the three waves of European Working Conditions surveys (2000, 2005, 2010), this paper analyses the change in the organisation of work in Nordic countries. The aim is to look into types of work organisation in public- and private-sector organisations in Sweden, Finland, and Denmark. The questions asked are how the type of work organisation differs between sectors and to what extent are there changes in the prevalence of work organisation types. According to the results, the trend is a move away from the use of forms of work organisation characterised by high levels of learning and autonomy to more constrained or formalised forms. However, differences were also found between countries and sectors. The formalisation of work (i.e. features characteristic especially of the lean model of work organisation) is more common in the public sector and in Finland and Denmark compared to Sweden.

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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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Susomrith, Pattanee, und Albert Amankwaa. „Relationship between job embeddedness and innovative work behaviour“. Management Decision 58, Nr. 5 (13.08.2019): 864–78. http://dx.doi.org/10.1108/md-11-2018-1232.

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Purpose The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship. Design/methodology/approach Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to test the direct and moderation effects. Findings The two components of JE, organisational and community embeddedness, were found to positively predict IWB. Additionally, life satisfaction was found to moderate the relationship between organisational embeddedness and IWB, but not the relationship between community embeddedness and IWB. At low levels of life satisfaction, the JE and IWB relationship was non-existent. Practical implications Organisations can potentially foster employee innovation by adopting strategies that seek to strengthen employee embeddedness in the organisation and in their community. Originality/value Studies on the effect of JE on IWB, particularly in small and medium enterprises and the influence of life satisfaction is sparse. This study redresses this imbalance in the knowledge base.

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WEBB, JANE. „KEEPING ALIVE INTER-ORGANISATIONAL INNOVATION THROUGH IDENTITY WORK AND PLAY“. International Journal of Innovation Management 21, Nr. 05 (Juni 2017): 1740009. http://dx.doi.org/10.1142/s1363919617400096.

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This paper discusses how people draw on the strategic interests and motivations of their home organisations in negotiating the activities inter-organisational collaboration for innovation will include. Through presenting ethnographic snapshots of a case involving fifteen partner organisations, the paper explores how members of a coordinating group make sense of the possibilities and constraints for joint work. As they discuss new activities, they engage in identity work and identity play, simultaneously identifying with their home organisations and the meta-organisation. This finding challenges previous research assuming the importance of a coherent and stable collective identity for collaborative work. Instead the author suggests that innovation practitioners leave space for multiple objectives to emerge over time within joint activities in order to keep alive inter-organisational innovation. The author calls for more research into how the interplay of organisational identities enables and constrains the practices of organising for inter-organisational innovation.

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Parkes, Louise P., und Peter H. Langford. „Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations“. Journal of Management & Organization 14, Nr. 3 (Juli 2008): 267–84. http://dx.doi.org/10.1017/s1833367200003278.

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AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.

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Farkas, Johanna, János Sallai und Ernő Krauzer. „The Organisational Culture of the Police Force“. Internal Security 12, Nr. 1 (22.07.2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.

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The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational settings, and the factors influencing it. Organisational culture includes communication with clients (in the case of police, citizens) and the relating approach system. The organisational culture cannot be considered basically “good” or “bad”. There are external and internal metrics and requirements that reflect the state of a given organisation: they indicate the quality and quantity of value creation, the organisation’s acceptance in its environment as well as its necessity in the society. The organisational culture is optimal if it serves the organisation’s tasks, objectives, the fulfillment of its duties, an the maintenance of its expedience, as well as if it is supportive, creative and facilitating. In an optimal organisational culture, the interests are enforced between the groups and people in the organisation in a peaceful way, their work is effective and successful, all conditions are ensured, the staff is satisfied, and the organisation’s output is accepted, recognised and required in its external environment. These organisations are acknowledged by the citizens and operate in accordance with their environments.

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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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Dissertationen zum Thema "Organisation at work"

Scott, James Timothy. „Work and organisation“. Thesis, Lancaster University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.321052.

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Tsoukas, Haridimos. „Explaining work organisation : a realist approach“. Thesis, University of Manchester, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.481035.

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Roffe, Michael. „The social organisation of social work“. Thesis, Loughborough University, 1996. https://dspace.lboro.ac.uk/2134/7334.

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The need to try to work in partnership with parents during a child protection investigation is a legally-derived expectation of social work practice. Yet very few empirical studies have examined what social workers and their clients say to each other when parents are being assessed for the risk they might present to their children. The patterning of such talk, and how this might perform a range of activities is addressed in this thesis. Social work can be said to derive its practice from twin concerns with 'care' and 'control'. I describe the ways these themes are made relevant by participants in child protection investigations using an approach based on Conversation and Discourse Analysis. The main sources of data are transcriptions of audio recordings of six extended meetings between social workers and parents. The discourse of the worker-client meetings is examined for how it orients to, constitutes and makes relevant the participants' contrasting roles and responsibilities. A central analytic theme I consider is the conversational management of co-operation in social work. This arises out of my examination of research on the professional-client relationship in social work and also studies of institutional interactions in particular settings. Goffman's (1984) concept of 'footing' and Edwards and Potter's (1992) recent reworking of this within a 'discursive' approach to social psychology are enlisted among other sources to analyse the interactions. The series of analyses which I present show how local interactional difficulties are created by the professional's attempts to affiliate with parents. These are resolved sequentially and interactionally as the talk oscillates between various activities associated with the participants' accountability. I take social work to be constituted by the orientations of the participants to the control and care dimensions of child protection. Throughout the thesis, the aim is to validate my approach through a dialogue with other research studies and also through considering the participants' own orientations to the issues under discussion.

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Frost, A. J. „Teaching work design : the analysis of a behavioural simulation of work organisation“. Thesis, Cranfield University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305794.

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Söderholm, Elsa, und Erla Resare. „Does Work Organisation Impact Individuals’ Labour Market Position?“ Thesis, Linköpings universitet, Nationalekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-121539.

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The purpose of this study is to investigate the relationship between work organisation and the labour market status of employees in Sweden, during the years 2008 to 2012. The main interest is to analyse the probability of staying employed or not, and staying employed after the general retirement age.To assess this relationship three different data sources are combined. Work organisation is approximated with the NU2012 survey, which was conducted by the Swedish Work Environment Authority. We use an empirical combination of the questions, and the work organisation is assumed constant throughout the years. Separate regressions are estimated for each possible labour market status. The regressions are estimated with cross section models and random effects panel data models.We find that there is a relationship between work organisation and employees’ labour market positions. Numerical flexibility is found to affect the work environment and the individuals’ labour market statuses negatively. Decentralisation’s and learning’s impact on the individuals’ labour market status is, however, incoherent with theories and previous research. These results are probably due to the reverse time causality of the study. Finally we propose that it is important to investigate this relationship further to be able to make policy changes.

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Hart, Christopher Martin. „Work organisation in the production of an advertisement“. Thesis, Manchester Metropolitan University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334438.

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Dixon, Kevin. „The right to work and not to work : unemployed organisation in the eighties“. Thesis, University of Essex, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.291404.

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Tamangani, Zivanayi. „The relationship between forms of organisation and managerial work : a study of service organisations in Zimbabwe“. Thesis, University of Surrey, 1995. http://epubs.surrey.ac.uk/844402/.

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This study explores the link between forms of organisation and managerial work and seeks to answer questions which have hitherto been neglected in studies of managerial work: To what extent is what managers are expected to do and their intended functions influenced by organisational context in terms of institutional arrangements for the management of managers' work? To what extent are managers' work activities influenced by organisational context? The study adopts a comparative case study of unit managers in four organisations - two each from the hotel and retail sectors in Zimbabwe - using depth interviews, structured observation and activity sampling. The study shows that the configuration of institutional arrangements for the management of work, divided into planning/decision-making, allocation of work, motivation, coordination and control influences the management division of labour, in particular, the extent to which management and business responsibilities are divided between high and lower-level managers. Decentralised organisations devolve greater operational and business responsibilities to unit managers compared with a focus upon internal systems and processes in centralised organisations. The role expectations surrounding unit managers' jobs and work activities are shown to exhibit some generic characteristics relating to staff and information administration; a neglect of future developmental work aspects and a tendency to spend time on non-managerial work. The key effect of organisational form on unit managers' roles is to emphasise output or performance in decentralised organisation in contrast to processes and procedures in centralised organisations. The industry sector differences show an emphasis on service quality and self administration in hotels compared with customer and merchandise administration in retail operations. Overall, therefore, form of organisation is shown to impact primarily upon the formal management division of labour but in its effect on managers' role expectations and work activities is modified and refracted by commonalities in unit managerial work, industry sector and individual factors.

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Hallgren, Jenny, und Malin Sörensson. „The Imaginary Network : a flexible way of organising work“. Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1025.

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Background: The changing demands of the environment is leading to the development of new organisational forms. These organisations are characterised by flexibility, specialisation, delegation of authorities and development of competence. Small organisations that have started to adapt innovative constructions in order to be flexible are becoming of increasing importance in trade and industry but are given little attention in current research.

Purpose: To make an in-depth study of Agora in order to increase the understanding about small organisations where the majority of the work force consists of self-employed actors.

Realisation: We have made a case study on one company, namely Agora. Our empirical findings where collected through six in-depth interviews.

Results: We have come to the conclusion that Agora cannot be seen as neither a network organisation nor an imaginary organisation but something in between: an imaginary network. Furthermore, we have identified three main forces that hold the company together: the shared values, the business concept of Agora and the leadership. There is a distinct and strong leadership that to a large extent is linked to the personality of the CEO and it is crucial for the maintenance of Agora.

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Rocha, Robson. „Work systems transformation : factory re-organisation in multinational companies /“. Frederiksberg : Samfundslitteratur, 2003. http://www.gbv.de/dms/zbw/375437088.pdf.

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Bücher zum Thema "Organisation at work"

Sociology, work and organisation. 6. Aufl. New York, NY: Routledge, 2011.

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Rapp, Birger, und Paul Jackson, Hrsg. Organisation and Work Beyond 2000. Heidelberg: Physica-Verlag HD, 2003. http://dx.doi.org/10.1007/978-3-642-57346-0.

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Organisation, International Labour. The ILO at work. London: International Labour Office, 1995.

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Arnal, Elena. Knowledge, work organisation and economic growth. Paris: OECD, 2001.

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Connexions Herefordshire & Worcestershire. Work experience database: Worcester by organisation. Worcester: Connexions Herefordshire & Worcestershire, 2004.

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Andersson, Curt. Ångest i organisationen: Möten mellan konsult och organisation. [Göteborg]: Göteborgs universitet, Institutionen för arbetsvetenskap, 2005.

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Andersson, Curt. Ångest i organisationen: Möten mellan konsult och organisation. [Göteborg]: Göteborgs universitet, Institutionen för arbetsvetenskap, 2005.

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L' organisation du travail. Montréal, Québec: Agence d'ARC, 1986.

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Birchall, David. Issues in managing the future work organisation. Henley-on-Thames: HenleyManagement College, 1993.

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Petkov, Krustyu. The brigade organisation of work in Bulgaria. Sofia: Sofia Press, 1988.

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Buchteile zum Thema "Organisation at work"

Ennals, Richard. „Work Organisation“. In Work Life 2000 Yearbook 3, 24–44. London: Springer London, 2001. http://dx.doi.org/10.1007/978-1-4471-0291-5_3.

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Thompson, Paul, und David McHugh. „Organisation Theory“. In Work Organisations, 13–46. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-20741-1_2.

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Thompson, Paul, und David McHugh. „Reinventing Organisation Man“. In Work Organisations, 221–42. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-20741-1_7.

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Rendall, Jane. „Work and Organisation“. In The Origins of Modern Feminism: Women in Britain, France and the United States 1780–1860, 150–88. London: Macmillan Education UK, 1985. http://dx.doi.org/10.1007/978-1-349-17733-2_6.

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Young, R. „Business Organisation“. In Work Out Economics GCSE, 48–59. London: Macmillan Education UK, 1987. http://dx.doi.org/10.1007/978-1-349-09348-9_6.

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Thompson, Paul, und David McHugh. „Corporations and Culture: Reinventing Organisation Man?“ In Work Organisations, 158–77. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-08842-0_11.

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Thompson, Paul, und David McHugh. „Corporations and Culture: Reinventing Organisation Man?“ In Work Organisations, 191–209. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-4039-0765-3_13.

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Kitson, Alan, und Robert Campbell. „Ethical Dilemmas at Work“. In The Ethical Organisation, 231–39. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24405-8_16.

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Whalley, Peter. „Collective Organisation“. In The Social Production of Technical Work, 151–83. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07469-3_7.

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Whalley, Peter. „The Organisation of Work“. In The Social Production of Technical Work, 66–91. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-07469-3_4.

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Konferenzberichte zum Thema "Organisation at work"

Jury, G. M. „The organisation of work“. In IEE Colloquium Stepping into Management. IEE, 1999. http://dx.doi.org/10.1049/ic:19990044.

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Verdins, Gunars, und Kristine Elere. „Welding work organisation in serial production“. In 20th International Scientific Conference Engineering for Rural Development. Latvia University of Life Sciences and Technologies, Faculty of Engineering, 2021. http://dx.doi.org/10.22616/erdev.2021.20.tf050.

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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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Coulson-Thomas, Colin. „The responsive organisation: re-engineering new patterns of work“. In IEE Colloquium on `Beyond TQM and Re-Engineering - Managing Through Process'. IEE, 1996. http://dx.doi.org/10.1049/ic:19960788.

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Seidelin, Cathrine, Yvonne Dittrich und Erik Grönvall. „Data Work in a Knowledge-Broker Organisation: How Cross-Organisational Data Maintenance shapes Human Data Interactions“. In Proceedings of the 32nd International BCS Human Computer Interaction Conference. BCS Learning & Development, 2018. http://dx.doi.org/10.14236/ewic/hci2018.14.

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Beasley, R. „Systems thinking: introducing systems engineering to your organisation“. In IET Seminar on Systems Engineering in Railways 2009: Making it work for you. IET, 2009. http://dx.doi.org/10.1049/ic.2009.0279.

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Laristov, A. I., Yu T. Lyachek und Musaeed Abdulfattah Mohammed Obadi. „Use of Internet technologies for work organisation with projection system“. In 2015 XVIII International Conference on Soft Computing and Measurements (SCM). IEEE, 2015. http://dx.doi.org/10.1109/scm.2015.7190448.

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Seidelin, Cathrine. „Developing the data-based organisation: Exploring Data Work and Human-Data Interactions in a Cross-Organisational context“. In Proceedings of the 32nd International BCS Human Computer Interaction Conference. BCS Learning & Development, 2018. http://dx.doi.org/10.14236/ewic/hci2018.200.

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Yaakup, Kausar. „Identities In Organisation: The Impact Of Identity Work On Job Performance“. In 13th Asian Academy of Management International Conference 2019. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.10.70.

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Blumberga, Solveiga. „REMOTE WORK – ADVANTAGES AND DISADVANTAGES ON THE EXAMPLE IN IT ORGANISATION“. In NORDSCI International Conference. SAIMA Consult Ltd, 2019. http://dx.doi.org/10.32008/nordsci2019/b2/v2/18.

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Berichte der Organisationen zum Thema "Organisation at work"

P., DALLA VILLA. Overcoming the impact of COVID-19 on animal welfare: COVID-19 Thematic Platform on Animal Welfare. O.I.E (World Organisation for Animal Health), Oktober 2020. http://dx.doi.org/10.20506/bull.2020.nf.3137.

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The World Organisation for Animal Health (OIE) represents 182 countries with a focus on animal health, animal welfare and veterinary public health. The OIE has several Collaborating Centres that support the work of the organisation. The Istituto Zooprofilattico Sperimentale dell’Abruzzo e del Molise ‘Giuseppe Caporale’ (IZSAM) is the Secretariat for the OIE Collaborating Centre Network on Veterinary Emergencies (EmVetNet). In April 2020, the IZSAM initiated a COVID-19 Thematic Platform on Animal Welfare. The working group represented the EmVetNet Collaborating Centres, international institutions, veterinary associations, authorities and animal welfare organisations. Lincoln Memorial University College of Veterinary Medicine recruited summer research students whom catalogued over 1,200 animal welfare related reports and provided 64 report narratives for the working group. IZSAM launched the EmVetNet website (https://emvetnet.izs.it) for public and private exchange of information, materials, and guidelines related to veterinary emergencies. The EmVetNet COVID-19 Thematic Platform on Animal Welfare continues to meet to address emerging issues, strengthen the network for future emergencies, and share information with stakeholders including national Veterinary Services responding to the epidemic.

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Mott, Joanna, Heather Brown, Di Kilsby, Emily Eller und Tshering Choden. Gender Equality and Social Inclusion Self-Assessment Tool. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/slh.2021.016.

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The facilitated self-assessment provides the opportunity to discuss and reflect on current strengths and how to improve processes that drive positive change in GESI through your projects and organisation. It also provides an opportunity for your project and organisation to measure progress towards transformative practice and outcomes. It enables participants to identify strategies to strengthen gender equality/diversity and social inclusion, consider strategies to make change, and highlight opportunities for improvement within their work.

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Gordon, Eleanor, und Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.

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Fieve, Julius Karl D. Fieve. Assessing the Influence of the Media on the Work of Development Organisations. West Africa Civil Society Institute (WACSI), April 2021. http://dx.doi.org/10.15868/socialsector.38372.

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Bolton, Laura. Donor Support for the Human Rights of LGBT+. Institute of Development Studies (IDS), Juni 2021. http://dx.doi.org/10.19088/k4d.2021.100.

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This rapid review synthesises evidence on the bilateral and multilateral donors promoting and protecting the human rights of LGBT+ people on a global scale. It focusses on those donors that have policies, implementation plans and programmes on LGBT+ rights. This review also examines the evidence on the impact of their work. The bilateral donors providing the most support for LGBT+ (Lesbian, Gay, Bisexual, Transgender, +) communities in 2017-18 are the Swedish International Development Cooperation Agency (Sida), UK Department for International Development (DFID), The Netherlands Development Cooperation, Norwegian Agency for Development Cooperation (Norad), and the European Commission (EC). Whilst the multilateral donors providing the most support for LGBT+ are the UN and World Bank. The United Nations (UN) is doing a huge amount of work on LGBT+ rights across the organisation which there was not scope to fully explore in this report. The UN Office of the High Commissioner on Human Rights (UNOCHR) in particular is doing a lot on this theme. They publish legal obligation information, call attention to rights abuses through general assembly resolutions. The dialogue with governments, monitor violations and support human rights treaties bodies. The work of the World Bank in this area focuses on inclusion rather than rights. A small number of projects were identified which receive funding from bilateral and multilateral donors. These were AMSHeR, International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA), and Stonewall. This rapid review focused on identifying donor support for LGBT+ rights, therefore, searches were limited to general databases and donor websites, utilising non-academic and donor literature. Much of the information comes directly from websites and these are footnoted throughout the report. Little was identified in the way of impact evaluation within the scope of this report. The majority of projects found through searches were non-governmental and so not the focus of this report.

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Kelly, Luke. Lessons Learned on Cultural Heritage Protection in Conflict and Protracted Crisis. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/k4d.2021.068.

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This rapid review examines evidence on the lessons learned from initiatives aimed at embedding better understanding of cultural heritage protection within international monitoring, reporting and response efforts in conflict and protracted crisis. The report uses the terms cultural property and cultural heritage interchangeably. Since the signing of the Hague Treaty in 1954, there has bee a shift from 'cultural property' to 'cultural heritage'. Culture is seen less as 'property' and more in terms of 'ways of life'. However, in much of the literature and for the purposes of this review, cultural property and cultural heritage are used interchangeably. Tangible and intangible cultural heritage incorporates many things, from buildings of globally recognised aesthetic and historic value to places or practices important to a particular community or group. Heritage protection can be supported through a number of frameworks international humanitarian law, human rights law, and peacebuilding, in addition to being supported through networks of the cultural and heritage professions. The report briefly outlines some of the main international legal instruments and approaches involved in cultural heritage protection in section 2. Cultural heritage protection is carried out by national cultural heritage professionals, international bodies and non-governmental organisations (NGOs) as well as citizens. States and intergovernmental organisations may support cultural heritage protection, either bilaterally or by supporting international organisations. The armed forces may also include the protection of cultural heritage in some operations in line with their obligations under international law. In the third section, this report outlines broad lessons on the institutional capacity and politics underpinning cultural protection work (e.g. the strength of legal protections; institutional mandates; production and deployment of knowledge; networks of interested parties); the different approaches were taken; the efficacy of different approaches; and the interface between international and local approaches to heritage protection.

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Herbert, Siân. Donor Support to Electoral Cycles. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/k4d.2021.043.

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This rapid literature review explains the stages of an election cycle, and how donors provide support to electoral cycles. It draws mainly on policy guidance websites and papers due to the questions of this review and the level of analysis taken (global-level, donor-level). It focuses on publications from the last five years, and/or current/forthcoming donor strategies. The electoral cycle and its stages are well-established policy concepts for which there is widespread acceptance and use. Donor support to electoral cycles (through electoral assistance and electoral observation) is extremely widespread, and the dominant donors in this area are the multilateral organisations like the United Nations (UN) and the European Union (EU), and also the United States (US). While almost all bilateral donors also carry out some work in this area, “almost all major electoral support programmes are provided jointly with international partners” (DFID, 2014, p.5). Bilateral donors may provide broader support to democratic governance initiatives, which may not be framed as electoral assistance, but may contribute to the wider enabling environment. All of the donors reviewed in this query emphasise that their programmes are designed according to the local context and needs, and thus, beyond the big actors - EU, UN and US, there is little overarching information on what the donors do in this area. While there is a significant literature base in the broad area of electoral support, it tends to be focussed at the country, programme, or thematic, level, rather than at the global, or donor, level taken by this paper. There was a peak in global-level publications on this subject around 2006, the year the electoral cycle model was published by the European Commission, International Institute for Democracy and Electoral Assistance (International IDEA), and United Nations Development Programme (UNDP). This review concludes by providing examples of the electoral assistance work carried out by five donors (UN, EU, US, UK and Germany).

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Phillips, Jake. Understanding the impact of inspection on probation. Sheffield Hallam University, 2021. http://dx.doi.org/10.7190/shu.hkcij.05.2021.

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This research sought to understand the impact of probation inspection on probation policy, practice and practitioners. This important but neglected area of study has significant ramifications because the Her Majesty’s Inspectorate of Probation has considerable power to influence policy through its inspection regime and research activities. The study utilised a mixed methodological approach comprising observations of inspections and interviews with people who work in probation, the Inspectorate and external stakeholders. In total, 77 people were interviewed or took part in focus groups. Probation practitioners, managers and leaders were interviewed in the weeks after an inspection to find out how they experienced the process of inspection. Staff at HMI Probation were interviewed to understand what inspection is for and how it works. External stakeholders representing people from the voluntary sector, politics and other non-departmental bodies were interviewed to find out how they used the work of inspection in their own roles. Finally, leaders within the National Probation Service and Her Majesty’s Prisons and Probation Service were interviewed to see how inspection impacts on policy more broadly. The data were analysed thematically with five key themes being identified. Overall, participants were positive about the way inspection is carried out in the field of probation. The main findings are: 1. Inspection places a burden on practitioners and organisations. Practitioners talked about the anxiety that a looming inspection created and how management teams created additional pressures which were hard to cope with on top of already high workloads. Staff responsible for managing the inspection and with leadership positions talked about the amount of time the process of inspection took up. Importantly, inspection was seen to take people away from their day jobs and meant other priorities were side-lined, even if temporarily. However, the case interviews that practitioners take part in were seen as incredibly valuable exercises which gave staff the opportunity to reflect on their practice and receive positive feedback and validation for their work. 2. Providers said that the findings and conclusions from inspections were often accurate and, to some extent, unsurprising. However, they sometimes find it difficult to implement recommendations due to reports failing to take context into account. Negative reports have a serious impact on staff morale, especially for CRCs and there was concern about the impact of negative findings on a provider’s reputation. 3. External stakeholders value the work of the Inspectorate. The Inspectorate is seen to generate highly valid and meaningful data which stakeholders can use in their own roles. This can include pushing for policy reform or holding government to account from different perspectives. In particular, thematic inspections were seen to be useful here. 4. The regulatory landscape in probation is complex with an array of actors working to hold providers to account. When compared to other forms of regulation such as audit or contract management the Inspectorate was perceived positively due to its methodological approach as well as the way it reflects the values of probation itself. 5. Overall, the inspectorate appears to garner considerable legitimacy from those it inspects. This should, in theory, support the way it can impact on policy and practice. There are some areas for development here though such as more engagement with service users. While recognising that the Inspectorate has made a concerted effort to do this in the last two years participants all felt that more needs to be done to increase that trust between the inspectorate and service users. Overall, the Inspectorate was seen to be independent and 3 impartial although this belief was less prevalent amongst people in CRCs who argued that the Inspectorate has been biased towards supporting its own arguments around reversing the now failed policy of Transforming Rehabilitation. There was some debate amongst participants about how the Inspectorate could, or should, enforce compliance with its recommendations although most people were happy with the primarily relational way of encouraging compliance with sanctions for non-compliance being considered relatively unnecessary. To conclude, the work of the Inspectorate has a significant impact on probation policy, practice and practitioners. The majority of participants were positive about the process of inspection and the Inspectorate more broadly, notwithstanding some of the issues raised in the findings. There are some developments which the Inspectorate could consider to reduce the burden inspection places on providers and practitioners and enhance its impact such as amending the frequency of inspection, improving the feedback given to practitioners and providing more localised feedback, and working to reduce or limit perceptions of bias amongst people in CRCs. The Inspectorate could also do more to capture the impact it has on providers and practitioners – both positive and negative - through existing procedures that are in place such as post-case interview surveys and tracking the implementation of recommendations.

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Bolton, Laura. The Economic Impact of COVID-19 in Colombia. Institute of Development Studies (IDS), Februar 2021. http://dx.doi.org/10.19088/k4d.2021.073.

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Available data provide a picture for the macro-economy of Colombia, agriculture, and infrastructure. Recent data on trends on public procurement were difficult to find within the scope of this rapid review. In 2020, macro-level employment figures show a large drop between February and April when COVID-19 lockdown measures were first introduced, followed by a gradual upward trend. In December 2020, the employment rate was 4.09 percentage points lower than the employment rate in December 2019. Macro-level figures from the National Administrative Department of Statistics (DANE) show that a higher percentage of men experienced job losses than women in November 2020. However, the evidence presented by the Universidad Nacional de Colombia based on the DANE great integrated house survey shows that a higher proportion of all jobs lost were lost by women in the second quarter. It may be that the imbalance shifted over time, but it is not possible to directly compare the data. Evidence suggests that women were disproportionately more burdened by home activities due to the closure of schools and childcare. There is also a suggestion that women who have lost out where jobs able to function during lockdowns with technology are more likely to be held by men. Literature also shows that women have lower levels of technology literacy. There is a lack of reliable data for understanding the economic impacts of COVID-19 for people living with disabilities. A report on the COVID-19 response and disability for the Latin America region recommends improving collaboration between policymakers and non-governmental organisations. Younger people experienced greater job losses. Data for November 2020 show 3.3 percent of the population aged under 25 lost their job compared to 1.8 percent of those employed between 24 and 54. Agriculture, livestock, and fishing increased by 2.8% in 2020 compared to 2019. And the sector as a whole grew 3.4% between the third and fourth quarters of 2020. In terms of sector differences, construction was harder hit by the initial mobility restrictions than agriculture. Construction contracted by 30.5% in the second quarter of 2020. It is making a relatively healthy recovery with reports that 84% of projects being reactivated following return to work. The President of the Colombian Chamber of Construction predicting an 8.4% growth in the construction of housing and other buildings in 2021.

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