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Thematische Bibliographien / Organisational reality

Inhaltsverzeichnis

Zeitschriftenartikel
Dissertationen
Bücher
Buchteile
Konferenzberichte

Auswahl der wissenschaftlichen Literatur zum Thema „Organisational reality“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 19. Februar 2022

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Zeitschriftenartikel zum Thema "Organisational reality"

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Percy, William, und Kevin Dow. „The Coaching Black Box: Risk Mitigation during Change Management“. Journal of Risk and Financial Management 14, Nr. 8 (27.07.2021): 344. http://dx.doi.org/10.3390/jrfm14080344.

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A case study of strategic renewal in the Chinese education market, this paper explores a non-directive coaching model and its impact on risk mitigation, knowledge exchange and innovation in strategic renewal through the application of multi-tiered coaching and manager coaches. Through an ethnographic action research methodology, we ask “Can coaching mitigate organisational risk and increase the likelihood of positive outcomes in change management?” and “Can managers, acting as internal coaches, increase knowledge socialisation and mitigate risk in the change management process?” The paper finds that there is no inherent failure rate in the change management process and that a strategic management approach can mitigate risk liberating managers and organisations to seek to create the collaborative environments that support organisational learning and strategic renewal, thus moving beyond a narrative of failure to one of strategic empowerment and a strategic management approach to risk mitigation. We conclude that a data-driven approach to organisational learning and Professional Learning Communities helps teams to ask the right questions and to mitigate risk through better aligning the organisation to its strategic reality, exploiting organisational learning to achieve competitive advantage and ensuring that systems and processes continue to match the emerging strategic reality.

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Ogbonna, Emmanuel. „Managing Organisational Culture: Fantasy Or Reality?“ Human Resource Management Journal 3, Nr. 2 (Dezember 1992): 42–54. http://dx.doi.org/10.1111/j.1748-8583.1992.tb00309.x.

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3

Dawson, Patrick, David Preece und Ian McLoughlin. „From Essex to Cyberspace: Virtual Organisational Reality and Real Organisational Virtuality“. Labour & Industry: a journal of the social and economic relations of work 14, Nr. 1 (August 2003): 73–89. http://dx.doi.org/10.1080/10301763.2003.10669281.

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4

McGeough, Francis. „Performance reporting in Ireland: the ongoing gap between rhetoric and reality“. International Journal of Public Sector Management 28, Nr. 1 (12.01.2015): 2–10. http://dx.doi.org/10.1108/ijpsm-08-2014-0108.

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Purpose – The annual report is an important means of organisational accountability. In recent years, public sector organisations (PSOs) influenced by New Public Management have been expected to publish performance information which will enable the readers of the annual report to assess how the organisation is doing. The purpose of this paper is to examine the level of performance information published by a range of PSOs in Ireland to verify if the increased emphasis on performance reporting was having an impact on actual reporting by PSOs. Design/methodology/approach – The research involved a detailed study of a number of annual reports published by Irish PSOs over two time periods. These organisations had an operational focus and were standalone. Findings – The research finds that Irish PSOs publish a reasonable level of performance indicators but most of these indicators are not compared to a target; the majority of organisations do not publish any targets in their annual report. This makes it very difficult for the reader to assess how the organisation is doing. The level of reporting has not improved since the OECD report of 2008. Originality/value – The research finds that there is a substantial gap between the rhetoric of reform as set out in official government documentation and the reality of reporting by Irish PSOs. This reduces the level of accountability and raises doubts about the performance and effectiveness of Irish PSOs.

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Gasparin, Marta, und Daniel Neyland. „We have always been modern(ist): Temporality and the organisational management of ‘timeless’ iconic chairs“. Organization 25, Nr. 3 (16.11.2017): 354–73. http://dx.doi.org/10.1177/1350508417740642.

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In organisation studies, objects have been analysed as actors that enable sense to be made of organisational reality. We expand on this literature by exploring the times of the modernist design firm through its iconic chairs, using archival and contemporary ethnography to study timeless design. We suggest that studies of organisational times that focus on selectivity in organisational memory or history can be augmented through a detailed study of the folding of pasts, presents and futures into objects. Furthermore, we advocate for the treatment of objects as material semiotic actors that participate in the construction of organisational times, with iconic chairs acting as disruptors of otherwise linear organisational times. As material semiotic actors, these objects do not enable a single organisational time, but instead participate in disrupting time, deny any possibility of a pure and linear form of time, continuing to provoke the organisation and its members.

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Yadav, Bhagwan Dutta, Hugh R. Bigsby und Ian MacDonald. „Elitism: normative ethics of local organisation in community-based natural resources management“. International Journal of Organizational Analysis 24, Nr. 5 (07.11.2016): 932–55. http://dx.doi.org/10.1108/ijoa-06-2015-0873.

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Purpose Local organisations have been established on participatory approach whose central purpose is to establish development activities bringing about positive change as four pillars of developments: to establish decentralised robust local organisation for sustainable forest management to enhance livelihood of rural people, to meet the forest products basic needs of local people, targeted interventions for poverty alleviation and social mobilisation initiatives and biodiversity conservation climate change mitigation and adaptation. Design/methodology/approach Local organisational elites designed/conceptualised the concept, where it can be operated organisationally and in local organisational context that provides new ways and methods to develop conceptual framework (Table I), which sheds light on involvement of poor and underprivileged members in decision-making process and distribution of benefit on equity basis. Findings The findings will lead to a positive change through the organisational elite model through both reorganising organisations and restructuring of power with change in the society and reduce the impact of rational choices, vested interests of elites (leaders of local organisation) and political factors, which are otherwise playing a game or tragedy of commons. Research limitations/implications Because of the limited resources and time, the authors are unable to verify it on the other development line agencies such as drinking water scheme, livestock, health and cooperative. Practical implications It considerably appears that the impacts are very sound to conclude from the review of above models of elites that provide a very clear understanding and useful conceiving lens to formulate how participation occurs in the executive committee of the community forestry user groups (CFUG) and community-based organisations based on three key elements. First are the caste and the caste structure of the community. Second is the wealth status of the individual, and third is power created both from wealth and caste. This should be determined from the local organisational elite model (Table I) about the nature of interactions on the executive of the CFUGs and other vehicles of local community-based development organisations. Social implications Local organisations will provide an opportunity in reality to both elites and non-elites to considerably change, make aware and create a realistic situation to determine the dialectical opportunity to develop relationship, interaction and configuration between elite and non-elite members both outside and inside of the local organisations. Originality/value It has not been found in literatures yet such sort of concept developed in development field particularly in the development activities performed by participation of local users. Hence, it is certainly original conceptual framework.

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Juchnowicz, Marta. „Self‑Engaging Organisation in Polish Reality“. Kwartalnik Ekonomistów i Menedżerów 45, Nr. 3 (19.07.2017): 11–22. http://dx.doi.org/10.5604/01.3001.0010.6277.

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The concept of self‑engaging organisation should be the basis of a contemporary personnel function. Its assumptions determine the human capital management of an organisation which is based on a positive organisational culture and atmosphere. The concept requires the application of a specific system and tools. Employee empowerment and relevant interpersonal relationships within the organisation are essential requirements for its implementation. The purpose of empirical research was to assess these conditions in Polish companies, considering the diversity of human capital, i.e. age, education level, seniority and professional rank. The analysis was based on the results of a survey conducted on a sample of 1.002 executive employees participating in the implementation of separate manufacturing processes. The results of the research indicate numerous limitations to the broad applicability of the concept of a self‑engaging organisation in Polish reality. It is situationally determined by the diversity of human capital, especially in terms of age and employment form. The assumptions of a self‑engaging organisation, however, are the necessary objective in the perspective of increasing innovation of Polish companies, i.e. the need to unleash creativity and continuous staff development. Thus, they set the direction of changes in the psychological contract and human capital management tools.

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Clifton, Jonathan. „Leaders as ventriloquists. Leader identity and influencing the communicative construction of the organisation“. Leadership 13, Nr. 3 (21.05.2015): 301–19. http://dx.doi.org/10.1177/1742715015584695.

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Traditionally leadership studies have focussed on psychological and quantitative approaches that have offered limited insights into the achievement of leader identity as an interactional accomplishment. Taking a discursive approach to leadership in which leaders emerge as those who have most influence in communicatively constructing the organisation, and using transcripts of naturally occurring decision-making talk, the purpose of this paper is to make visible the seen but unnoticed discursive resources by which leader identity emerges in talk. More specifically, using actor network theory as a methodology, this paper focusses on how the director of an organisation ventriloquises (i.e. makes another actor speak through the production of a given utterance) other entities to do leadership. Findings indicate that leadership is achieved by making relevant to the interaction hybrid presences of actants that allow certain organisational players to influence the communicative construction of the organisation and so manage the meaning of organisational reality. In this way, social actors talk into being a ‘leader identity’, which is not necessarily a purely human physical presence, but can also be a hybrid presence of human and nonhuman actants, which are dislocated across time and space. The hybrid production of presence(s) also allows leaders to enact authority as a way of influencing others to accept their version of organisational reality.

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Nissi, Riikka, und Pekka Pälli. „Textual artefacts at the centre of sensemaking: The use of discursive-material resources in constructing joint understanding in organisational workshops“. Discourse Studies 22, Nr. 2 (19.12.2019): 123–45. http://dx.doi.org/10.1177/1461445619893794.

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The article examines the role of discourse in organisational sensemaking. By building links between the theorising undertaken within organisational studies and the empirical analysis of multimodal social interaction, it argues for a relational view of sensemaking and investigates how sense is made in and through social interaction in real organisational situations where language use intertwines with embodied actions and the manipulation of artefacts. In particular, the article studies the use of discourse technologies of textual artefacts in sensemaking processes. The data come from training workshops of a Finnish workplace organisation, conducted in order for the employees to delineate the history and future of their organisation with the help of writable papers. The results show how the papers exert agency in the situation by facilitating three specific discursive practices and by enabling and restricting the actions employed in constructing a shared understanding of the organisational reality.

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Reynolds, Rysia, und Anne Ablett. „Transforming the rhetoric of organisational learning to the reality of the learning organisation“. Learning Organization 5, Nr. 1 (März 1998): 24–35. http://dx.doi.org/10.1108/09696479810200838.

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Dissertationen zum Thema "Organisational reality"

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Randall, Raymond. „Organisational interventions to manage work-related stress : using organisational reality to permit and enhance evaluation“. Thesis, University of Nottingham, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246934.

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Cerf, Marlon. „Opportunities for organisational training in the virtual world, Second Life“. Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/8575.

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Denham, Nicola R. „Rhetoric or reality? : an examination of feelings of empowerment amongst UK employees in 2 major business organisations“. Thesis, Loughborough University, 1997. https://dspace.lboro.ac.uk/2134/6888.

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Through the adoption of triangulated methodologies,this thesis seeks to evaluate the success of two large organisations in adopting empowerment initiatives. By focusing on two operating units in each organisation, it considers perceptions of empowerment at the non-managerial employee level and the effects on these perceptions of personality, orientations to work and the contexts of the units and their organisations. Through the use of management interviews, employee focus groups and questionnaires completed by non-managerial employees, the research indicates that aspects of the individual, whilst often contributing to attitudes towards empowerment, do not directly effect whether or not employees feel empowered. Rather, it concludes that job insecurity, management behaviour and the union/management relationship have a larger effect. However, what arises as central to the acceptance of empowerment in modern organisations is the clarity with which the policy is introduced. This thesis finds that organisations introduce ambiguous, mystical messages to their employees which merely cause confusion and unmatched expectations and that rather than increasing staff commitment, organisations are further alienating their employees.

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Ladner, Jane Alison. „The emergence of organisational identity within integrated public service delivery : a case study of The Children's Workforce within a local authority“. Thesis, University of Essex, 2015. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.701513.

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5

Nyame-Asiamah, Frank. „The deferred model of reality for designing and evaluating organisational learning processes : a critical ethnographic case study of Komfo Anokye teaching hospital, Ghana“. Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/7582.

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The study proposed an evidence-based framework for designing and evaluating organisational learning and knowledge management processes to support continuously improving intentions of organisations such as hospitals. It demarcates the extant approaches to organisational learning including supporting technology into ‘rationalist’ and ‘emergent’ schools which utilise the dichotomy between the traditional healthcare managers’ roles and clinicians’ roles, and maintains that they are exclusively inadequate to accomplish transformative growth intentions, such as continuously improving patient care. The possibility of balancing the two schools for effective organisational learning design is not straightforward, and fails; because the balanced-view school is theoretically orientated and lack practical design to resolve power tensions entrenched in organisational structures. Prior attempts to address the organisational learning and knowledge management design and evaluation problematics in actuality have situated in the interpretivist traditions, only focusing on explanations of meanings. Critically, this is uncritical of power relations and orthodox practices. The theory of deferred action is applied in the context of critical research methods and methodology to expose the motivations behind the established organisational learning and knowledge management practices of Komfo Anokye Teaching Hospital (KATH) which assumed rationality design conceptions. Ethnographic data was obtained and interpreted with combined critical hermeneutics and narrative analyses to question the extent of healthcare learning and knowledge management systems failures and unveil the unheard voices as force for change. The study makes many contributions to knowledge but the key ones are: (i) Practically, the participants accepted the study as a catalyst for (re)-designing healthcare learning and knowledge management systems to typify the acceptance of the theory of deferred action in practice; (ii) theoretically, the cohered emergent transformation (CET) model was developed from the theory of deferred action and validated with empirical data to explain how to plan strategically to achieve transformative growth objectives; and (iii) methodologically, the sense-making of the ethnographic data was explored with the combined critical hermeneutics and critical narrative analyses, the data interpretation lens from the critical theory and qualitative pluralism positions, to elucidate how the unheard emergent voices could bring change to the existing KATH learning and knowledge management processes for improved patient care.

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Steynberg, Johanna Dorothea Irene. „An investigation to explore the impact of construction of reality on motivation in the industry : a narrative investigation / Irene Steynberg“. Thesis, Potchefstroom University for Christian Higher Education, 2001. http://hdl.handle.net/10394/430.

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The objective of this research study is to attempt to determine whether the realities or life-stories that successful' employees construct with input from both their cultures of origin (external culture) and the organisational (internal) culture impact on their state of motivation in the workplace. This mini-dissertation is approached from both a theoretical and practical point of view. Related theories and perspectives are explored in an attempt to arrive at an understanding of the philosophy pertaining to construction of reality and motivation in the workplace. Individual narrative discussions were conducted with successful employees, also referred to as respondents, in the research and development division of a South African target industry in an effort to determine whether internal and/or external locus of control impacted on construction of reality and subsequently on work-related motivation. The results from a motivation questionnaire were also incorporated in the research study in order to try to determine whether it supported the findings from the narrative discussions. It can be concluded from this study that successful employees are mostly also motivated employees and that both their cultures of origin and the organisational culture impact on their construction of reality regarding motivation in the workplace. Furthermore, this explanation revealed that an employee's construction of reality definitely impacts on his3 motivation. It is also evident from this research study that these employees have an internal and/or external locus of control. It seemed insignificant whether the respondents were motivated by internal or external factors, but what distinguished them from the other employees were the finding that they were in fact motivated by some or other factor. This study confirmed that different motivational factors impact on different employees as a result of their uniquely constructed realities regarding work-related motivation and success. The challenge for organisations therefore lies in determining which specific, culturally determined internal and/or external factors motivate individual employees. This will enable them to instigate, sustain or increase the motivation of their employees.
Thesis (M.A. (Sociology))--Potchefstroom University for Christian Higher Education, 2002.

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Cheng, Diana Wai Mui. „Propagation of perception and reality construction in organisations by measurement“. Thesis, Lancaster University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340523.

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Layland, Peter John. „Public service orientation in housing : theory v reality“. Thesis, University of Salford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314003.

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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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10

Schéele, Fabian von. „Perceived and objective reality : a temporal perspective on economy in service organisations“. Licentiate thesis, Luleå tekniska universitet, 1999. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-17126.

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Bücher zum Thema "Organisational reality"

1

Ogbonna, Emmanuel. Managing organisational culture: Fantasy or reality?. London: Industrial Relations Services, 1998.

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2

Kilduff, Martin. "The social destruction of reality: Organisational conflict as social drama". Fontainbleau: INSEAD, 1986.

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Ben, Lewis. The reality of now: How the social process drives organisational behaviour. London: NEF, 2014.

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1957-, Liu Kecheng, Hrsg. Virtual, distributed, and flexible organisations: Studies in organisational semiotics. Dordrecht: Boston, 2004.

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Otunnu, Chua Mony-Oruma. The rise of the learning organisational theory and practice: Fad or reality. Oxford: Oxford Brookes University, 2003.

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1967-, Pollock Neil, Hrsg. Putting the university online: Information, technology, and organisational change. Phildelphia, Pa: Society for Research into Higher Education & Open University, 2003.

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7

Stewart, Rosemary. The Reality of organisations. London: Pan Books, 1985.

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Taylor, Brian. Learning organisations: Concepts to reality. Birmingham: University of Central England in Birmingham, 2000.

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Ismail, Johari. Enigma politik Anwar: Igauan atau realiti? Kuala Lumpur: R&S Founder Vision, 1999.

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La gestion des nouvelles organisation virtuelles: Un sport extrême. Saint-Nicolas, QC: Presses de l'Université Laval, 2005.

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Buchteile zum Thema "Organisational reality"

1

Duignan, Patrick A. „Fuzzy Leadership: Dancing with Organisational Reality“. In Fuzzy Systems Design, 3–23. Heidelberg: Physica-Verlag HD, 1998. http://dx.doi.org/10.1007/978-3-7908-1885-7_1.

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Kamaté, Caroline. „HOF: Adjusting the Rule-Based Safety/Managed Safety Balance and Keeping Pace with a Changing Reality“. In Human and Organisational Factors, 133–38. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-25639-5_16.

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Stahl, Bernd Carsten. „Addressing Ethical Issues in AI“. In SpringerBriefs in Research and Innovation Governance, 55–79. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69978-9_5.

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AbstractThis chapter reviews the proposals that have been put forward to address ethical issues of AI. It divides them into policy-level proposals, organisational responses and guidance for individuals. It discusses how these mitigation options are reflected in the case studies exemplifying the social reality of AI ethics. The chapter concludes with an overview of the stakeholder groups affected by AI, many of whom play a role in implementing the mitigation strategies and addressing ethical issues in AI.

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Cranmer, Eleanor, Timothy Jung, M. Claudia tom Dieck und Amanda Miller. „Understanding the Acceptance of Augmented Reality at an Organisational Level: The Case of Geevor Tin Mine Museum“. In Information and Communication Technologies in Tourism 2016, 637–50. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-28231-2_46.

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Krystek, Ulrich, Wolfgang Redel und Sebastian Reppegather. „Virtuelle Organisationen zwischen Illusion und Realität“. In Grundzüge virtueller Organisationen, 1–2. Wiesbaden: Gabler Verlag, 1997. http://dx.doi.org/10.1007/978-3-322-87046-9_1.

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Whiston, Thomas G. „So You Really Want Integration? The Ten-by-Three Recipe“. In Managerial and Organisational Integration, 213–24. London: Springer London, 1992. http://dx.doi.org/10.1007/978-1-4471-1839-8_10.

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7

Gerhardt, Thomas. „Ausgangssituation: Transaktionskostentheorie als ökonomische Organisationstheorie im Kontext der Neuen Institutionenökonomie“. In Theorie und Realität ökonomischer Organisation, 1–16. Wiesbaden: Deutscher Universitätsverlag, 1995. http://dx.doi.org/10.1007/978-3-663-09043-4_1.

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Gerhardt, Thomas. „Wissenschaftstheorie und Ökonomie“. In Theorie und Realität ökonomischer Organisation, 17–54. Wiesbaden: Deutscher Universitätsverlag, 1995. http://dx.doi.org/10.1007/978-3-663-09043-4_2.

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Gerhardt, Thomas. „Erklärungsansätze zur vertikalen Integration“. In Theorie und Realität ökonomischer Organisation, 55–82. Wiesbaden: Deutscher Universitätsverlag, 1995. http://dx.doi.org/10.1007/978-3-663-09043-4_3.

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Gerhardt, Thomas. „Transaktionskostenökonomie — Theorie oder Fiktion?“ In Theorie und Realität ökonomischer Organisation, 83–126. Wiesbaden: Deutscher Universitätsverlag, 1995. http://dx.doi.org/10.1007/978-3-663-09043-4_4.

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Konferenzberichte zum Thema "Organisational reality"

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Nilsson, Susanna, Bjorn Johansson und Arne Jonsson. „Using AR to support cross-organisational collaboration in dynamic tasks“. In 2009 8th IEEE International Symposium on Mixed and Augmented Reality (ISMAR). IEEE, 2009. http://dx.doi.org/10.1109/ismar.2009.5336522.

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Guzmán Ortiz, Brunnel Eduardo. „Assessment of the impact of using Augmented Reality to support learning“. In INNODOCT 2020. Valencia: Editorial Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/inn2020.2020.11813.

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Augmented Reality (AR) is changing the perception of education in the way of learning, therefore, in the way of teaching, consolidating AR as part of the future of education, but not only in this field, but in general in the medicine, industry, transportation, marketing, architecture, entertainment and tourism. Currently, education seeks new techniques that help and facilitate students to improve compression. The present work makes a study of the use of Augmented Reality for the improvement of learning, from an analysis of the technological development of this technology, the types of software on the market to create augmented models, and an analysis of the use of this technology in the education, then an application, for the Logistics course of the Master's Degree in Organisational and Logistics Engineering of the Universitat Politècnica de València, with this application we intend to innovate in traditional educational strategies. Once this tool was created, we evaluated the use of Augmented Reality with the students of the subject, in which users determined that AR facilitates the learning process and motivates their participation in the subject.

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Speck, Julian B., und Abdolreza T. M. Iravani. „Industry Survey of Risk-Based Life Management Practices“. In ASME 2002 Pressure Vessels and Piping Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/pvp2002-1381.

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The application of risk-based life management practices has generated considerable interest in industry. Plant safety and availability can be demonstrably improved through the application of risk-based methods alongside good plant management practices. The needs for and the experience of risk-based plant life management however, vary greatly across industry sectors. The principles of risk-based methods are documented and many risk-based techniques are widely available, but the practical interpretation of the principles and the use of the most appropriate techniques are subjects of great debate. This paper will identify technical and organisational requirements to implement risk-based methods. As part of this paper, a questionnaire survey has been carried out among companies to gain better understanding of the reality of plant life management and the needs of plant operators. This survey indicates that the benefits of risk-based methods for inspection (RBI) and maintenance (RBM) optimisation are recognised by different industrial sectors. There appears to be a lack of established and documented uniform RBI/RBM policy or guidance for application throughout the industry sectors. There is also an indication of insufficient resources and training to implement risk-based methods. Development of risk-based techniques by a competent team and an integrated user-friendly software based on a sound methodology remain as key issues. A case study is described of the application of RBI to an oil refinery process unit.

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Suciu, Lavinia, und Albu Mădălina. „The Signature-Discourse of the Organisation: Between Symbolism and Reality“. In The 4th Virtual International Conference on Advanced Research in Scientific Areas. Publishing Society, 2015. http://dx.doi.org/10.18638/arsa.2015.4.1.768.

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Fernandes, Constança, Viviana Meirinhos und Ana Cláudia Rodrigues. „VIRTUAL REALITY AND AUGMENTED REALITY IN EDUCATIONAL AND TRAINING ORGANISATIONS: THE PERSPECTIVE OF HUMAN RESOURCES PROFESSIONALS“. In 15th International Technology, Education and Development Conference. IATED, 2021. http://dx.doi.org/10.21125/inted.2021.1190.

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Sung, Raymond C. W., James M. Ritchie, Theodore Lim und Hugo Medellin. „Assembly Planning and Motion Study Using Virtual Reality“. In ASME-AFM 2009 World Conference on Innovative Virtual Reality. ASMEDC, 2009. http://dx.doi.org/10.1115/winvr2009-713.

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Carrying out assembly process planning tasks manually is both time-consuming and requires a lot of effort. Due to this, a great deal of research has been carried out on computer-aided process planning (CAPP) and computer-aided assembly planning (CAAP) systems. This paper presents two virtual tools called COSTAR (Cable Organisation System Through Alternative Reality) and HAMMS (Haptic Assembly, Manufacturing and Machining System) that both have an assembly planning capability. To gain an insight into the processes that occur during a design and assembly task, two time and motion study methods called therbligs and chronocyclegraphs have been utilised in both virtual tools to carry out the investigation. In addition, a brief investigation has been carried out to examine the time savings of using the virtual tools in comparison with the traditional manual method.

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Hawking, Paul, Andrew Stein und Susan Foster. „e-HR and Employee Self Service: A Case Study of a Victorian Public Sector Organisation“. In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2757.

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The application of the internet to the Human Resource function (e-HR) combines two elements: one is the use of electronic media whilst the other is the active participation of employees in the process. These two elements drive the technology that helps organisations lower administration costs, improve employee communication and satisfaction, provide real time access to information while at the same time reducing processing time. This technology holds out the promise of challenging the past role of HR as one of payroll processing and manual administrative processes to one where cost efficiencies can be gained, enabling more time and energy to be devoted to strategic business issues. The relative quick gains with low associated risk have prompted many Australian companies to realise what can be achieved through the implementation of a business to employee (B2E) model. Employee Self Service (ESS), a solution based on the B2E model enables employees to access the corporate human resource information system 24x7. This paper adopts a case study approach with a view to investigating the benefits and associated issues obtained from an implementation of an ESS in an Australian public sector organisation.Keywords: Employee Self Service, e-Human Resources, B2E, HRMIS, ERP Systems, Australian Case Study

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Atanasovski, Atanasko, Zorica Bozinovska Lazarevska und Marina Trpeska. „CONCEPTUAL FRAMEWORK FOR UNDERSTANDING EMERGING TECHNOLOGIES THAT SHAPE THE ACCOUNTING AND ASSURANCE PROFESSION OF THE FUTURE“. In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0005.

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We are currently on the verge of the fourth industrial revolution (industry 4.0) that will fundamentally change the way in which businesses and individuals operate. It is characterized by the integration of both physical and virtual world with a new pulse for greater automation and autonomy of business processes without or limited need of human intervention. Cloud computing, the internet of things, big data and data analytics, artificial intelligence and machine learning, blockchain, augmented reality are among the most exploited contributing technologies. This paper provides a conceptual framework for emerging technologies with greatest disruptive potential for the accounting and assurance profession. We have surveyed the scarce literature with the aim of investigating the relationship and interplay between most potent emerging technologies and accounting and assurance services. Our findings suggest that cloud accounting, big data, blockchain, artificial intelligence and machine learning will most likely shape the accounting and assurance world for many organisations and future skills set pursued by professionals in order to add value. We conclude that current accounting research efforts are insufficient to understand and grasp the possible future interactions between the vibrant digital economy, its emerging technologies and the accounting profession, including the changing information needs of investors.

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Ettema, Roelof, Goran Gumze, Katja Heikkinen und Kirsty Marshall. „European Integrated Care Horizon 2020: increase societal participation; reduce care demands and costs“. In CARPE Conference 2019: Horizon Europe and beyond. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/carpe2019.2019.10175.

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BackgroundCare recipients in care and welfare are increasingly presenting themselves with complex needs (Huber et al., 2016). An answer to this is the integrated organization of care and welfare in a way that personalized care is the measure (Topol, 2016). The reality, however, is that care and welfare are still mainly offered in a standardized, specialized and fragmented way. This imbalance between the need for care and the supply of care not only leads to under-treatment and over-treatment and thus to less (experienced) quality, but also entails the risk of mis-treatment, which means that patient safety is at stake (Berwick, 2005). It also leads to a reduction in the functioning of citizens and unnecessary healthcare cost (Olsson et al, 2009).Integrated CareIntegrated care is the by fellow human beings experienced smooth process of effective help, care and service provided by various disciplines in the zero line, the first line, the second line and the third line in healthcare and welfare, as close as possible (Ettema et al, 2018; Goodwin et al, 2015). Integrated care starts with an extensive assessment with the care recipient. Then the required care and services in the zero line, the first line, the second line and / or the third line are coordinated between different care providers. The care is then delivered to the person (fellow human) at home or as close as possible (Bruce and Parry, 2015; Evers and Paulus, 2015; Lewis, 2015; Spicer, 2015; Cringles, 2002).AimSupport societal participation, quality of live and reduce care demand and costs in people with complex care demands, through integration of healthcare and welfare servicesMethods (overview)1. Create best healthcare and welfare practices in Slovenia, Poland, Austria, Norway, UK, Finland, The Netherlands: three integrated best care practices per involved country 2. Get insight in working mechanisms of favourable outcomes (by studying the contexts, mechanisms and outcomes) to enable personalised integrated care for meeting the complex care demand of people focussed on societal participation in all integrated care best practices.3. Disclose program design features and requirements regarding finance, governance, accountability and management for European policymakers, national policy makers, regional policymakers, national umbrella organisations for healthcare and welfare, funding organisations, and managers of healthcare and welfare organisations.4. Identify needs of healthcare and welfare deliverers for creating and supporting dynamic partnerships for integrating these care services for meeting complex care demands in a personalised way for the client.5. Studying desired behaviours of healthcare and welfare professionals, managers of healthcare and welfare organisations, members of involved funding organisations and national umbrella organisations for healthcare and welfare, regional policymakers, national policy makers and European policymakersInvolved partiesAlma Mater Europaea Maribor Slovenia, Jagiellonian University Krakow Poland, University Graz Austria, Kristiania University Oslo Norway, Salford University Manchester UK, University of Applied Sciences Turku Finland, University of Applied Sciences Utrecht The Netherlands (secretary), Rotterdam Stroke Service The Netherlands, Vilans National Centre of Expertise for Long-term Care The Netherlands, NIVEL Netherlands Institute for Health Services Research, International Foundation of Integrated Care IFIC.References1. Berwick DM. The John Eisenberg Lecture: Health Services Research as a Citizen in Improvement. Health Serv Res. 2005 Apr; 40(2): 317–336.2. Bruce D, Parry B. Integrated care: a Scottish perspective. London J Prim Care (Abingdon). 2015; 7(3): 44–48.3. Cringles MC. Developing an integrated care pathway to manage cancer pain across primary, secondary and tertiary care. International Journal of Palliative Nursing. 2002 May 8;247279.4. Ettema RGA, Eastwood JG, Schrijvers G. Towards Evidence Based Integrated Care. International journal of integrated care 2018;18(s2):293. DOI: 10.5334/ijic.s22935. Evers SM, Paulus AT. Health economics and integrated care: a growing and challenging relationship. Int J Integr Care. 2015 Jun 17;15:e024.6. Goodwin N, Dixon A, Anderson G, Wodchis W. Providing integrated care for older people with complex needs: lessons from seven international case studies. King’s Fund London; 2014.7. Huber M, van Vliet M, Giezenberg M, Winkens B, Heerkens Y, Dagnelie PC, Knottnerus JA. Towards a 'patient-centred' operationalisation of the new dynamic concept of health: a mixed methods study. BMJ Open. 2016 Jan 12;6(1):e010091. doi: 10.1136/bmjopen-2015-0100918. Lewis M. Integrated care in Wales: a summary position. London J Prim Care (Abingdon). 2015; 7(3): 49–54.9. Olsson EL, Hansson E, Ekman I, Karlsson J. A cost-effectiveness study of a patient-centred integrated care pathway. 2009 65;1626–1635.10. Spicer J. Integrated care in the UK: variations on a theme? London J Prim Care (Abingdon). 2015; 7(3): 41–43.11. Topol E. (2016) The Patient Will See You Now. The Future of Medicine Is in Your Hands. New York: Basic Books.

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Haig-Smith, Timothy, und Maureen Tanner. „Cloud Computing as an Enabler of Agile Global Software Development“. In InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3477.

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[The final form of this paper was published in the journal Issues in Informing Science and Information Technology.] Agile global software development (AGSD) is an increasing prevalent software development strategy, as organisations hope to realise the benefits of accessing a larger resource pool of skilled labour, at a potentially reduced cost, while at the same time delivering value incremental-ly and iteratively. However, the distributed nature of AGSD creates geographic, temporal, socio-cultural distances that challenge collaboration between project stakeholders. The Cloud Compu-ting (CC) service models of Infrastructure as a Service (IaaS), Platform as a Service (PaaS), and Software as a Service (SaaS) are similar to the aspirant qualities of AGSD as they provide ser-vices that are globally accessible, efficient, and stable, with lower predictable operating costs that scale to meet the computational demand. This study focused on the 12 agile principles upon which all agile methodologies are based therein potentially increasing the potential for the find-ings to be generalized. The four dimensions of Domestication Theory were used to assist in un-derstanding how cloud technologies were appropriated in affordance of AGSD. The research strategy took the form of case study research. The findings suggest that through the use of CC some of the challenges in applying the agile principles in AGSD may be overcome.

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