Dissertationen: „Organisations“

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Apelt, Christina L. „Organisational change in public organisations“. Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/73086/2/Christina_Apelt_Thesis.pdf.

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This research applies a multidimensional model of publicness to the analysis of organisational change and in so doing enriches understanding of the public nature of organisations and how public characteristics facilitate change. Much of the prior literature describes public organisations as bureaucratic, with characteristics that are resistant to change, hierarchical structures that impede information flow, goals that are imposed and scrutinised by political authority and red tape that constrains decision-making. This dissertation instead reports a more complex picture and explains how public characteristics can also work in ways that enable organisational change.

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Larner, Rebecca. „Organisational stress and well-being in sports organisations“. Thesis, University of Portsmouth, 2019. https://researchportal.port.ac.uk/portal/en/theses/organisational-stress-and-wellbeing-in-sports-organisations(53da814a-8f2c-410a-aa86-7a1e80f2e10f).html.

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3

Osterloh, Margit. „Interpretative Organisations- und Mitbestimmungsforschung /“. Stuttgart : Schäffer-Poeschel, 1993. http://catalogue.bnf.fr/ark:/12148/cb37438097s.

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Texte remanié de: Habilitationsschrift--Wirtschafts- und sozialwissenschaftlichen Fakultät--Erlangen-Nürnberg--Friedrich-Alexander-Universität Erlangen-Nürnberg, 1990.
Bibliogr. p. 353-388. Index.

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Ali, Sabah Hamid. „Factors affecting organisational development in Iraqi public sector organisations“. Thesis, Lancaster University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329626.

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This thesis considers the question of organisational development in Iraq and the role that senior public managers in the public sector of the economy in that country may have in the process. The argument begins with a consideration of the history of the country with special reference to the factors contributing to political instability, economic backwardness and the emergence of state planning of the economy. An understanding of the role of management in public sector organisations and the importance of organisation itself is developed through a consideration of scholarly work concerned with development and the character of organisation. This part of the thesis, which is primarily concerned with theoretical issues, culminates in a critique of contingency theory both as it has been developed by theorists and ex-patriate Arab scholars studying various middle-eastern countries. The conclusion of this consideration of contingency theory is the suggestion that, suitably amended, it can be used as the basis for research into organisational development in countries such as Iraq. In essence the amendments necessary are: to alter the concept of the environment so that it can take into account that in planned economies the most important influence on public sector organisations are the institutions of the state; and to adopt a more adequate definition of the culture and its impact on organisational forms. In the last part of the thesis the findings from an empirical survey of Senior managers in the Iraqi public sector are reported. As a result of this survey a good deal of information concerning the characteristics of Iraqi managers is discussed. The survey covers both factual details of the characteristics of Iraqi managers and also detailed information concerning their attitudes. On both these subjects there has been a negligible quantity of information available hitherto. In a final chapter which considers the survey results, an attempt is made to assess the extent to which subsamples of managers have different values and dispositionsand so might be thought more or less likely to bring about development through the active pursuit of policies designed to induce organisational change. In this way the empirical survey is directly related to the earlier historical and theoretical sections of the thesis

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D'Andrea, Dajana. „Organisational routines in project-based organisations : an exploratory study“. Thesis, University of Sussex, 2012. http://sro.sussex.ac.uk/id/eprint/39706/.

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This research explores the existence and evolution of organizational routines in small firm Project-Based Organisations (PBOs). To reach this aim, it investigates the interplay between the two aspects making up a routine: ostensive – i.e. the abstract representation – and performative – i.e. actual implementation. PBOs represent an interesting context, because project differences and discontinuities challenge the emergence, development and evolution of routines, yet the requirements of efficiency and co-ordination through repeated, similar actions would suggest the need for routines even in small firm PBOs. I have adopted an inductive case study research. The empirical setting is a Public Relation and Communication agency, where small firm PBOs are a typical form of organisation. The process nature of the subject of inquiry required a combination of bottom up and top down approaches that enabled me to identify and analyse routines in depth. As per the topdown approach, relying on extant theory, I developed a list of concepts discussed in the literature on organisational routines that in turn provided the basis for a framework within which analyse the empirical evidence. The bottom up approach draws on descriptive narratives, visual mapping, and grounded theory. The research provides both theoretical and empirical contributions towards a better understanding of the characteristics and evolution of organisational routines in small firm PBOs. Routines exist and are important for coordination and efficiency even in small firm PBOs. They are project procedures not necessarily embedded in any artefact, but perceived as regular processes by project participants. Across projects routines evolve by adapting to the context where they take place. Contexts are in turn shaped by contingencies pertaining to the actors, the project, organisational departments, and the specificities of the customer and the markets they serve. These contingencies define problems and issues that actors involved in the routine face. Facing problems and issues causes the routine to adapt, making the sequence and the content of the actions forming it different across projects. Predictability and recurrence of contingencies and related issues determine how routines adaptation occurs. When contingencies and issues are expected and recur across several projects, adaptation is planned in advance and is supposed to concern both ostensive and performative aspects of the routine. When contingencies and issues are less predictable or occur in just a single project, adaptation concerns only the performative aspect, keeping unchanged the ostensive one. In line with the low level of codification that informs small firm PBO activities, routines' adaptation is not necessarily embedded in any artefact. However, when adaptation is imposed by the owner or senior management, it can be communicated clearly to the interested actors. For small firm PBOs, the research suggests that adaptation of the routines they implement is fundamental to carrying out project activities effectively. It also implies that when aiming to change the way the organisation operates, entrepreneurs and managers should pay attention to both to the design of the routines themselves and the way actors perceive and implement changes to the routines. In addition, the study suggests that further investigation on how firm size and sector shapes the characteristics and dynamics of routines would be invaluable to the field. Regarding theory, the thesis contributes an articulation of the relationship between the two aspects of routines, performative and ostensive. Further research on the nature and functioning of routines in other types of organisation and sector would address the limitations of extant literature and achieve a more comprehensive understanding of routines.

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Rodríguez-Gómez, David, und Sallán Joaquín Gairín. „Innovation, Organisational Learning and Knowledge Management in Educational Organisations“. Pontificia Universidad Católica del Perú, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/116863.

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Educational organisations call for strategies that allow them to meet the constant and changing demands of their environment. It is not a question of organisations adapting to social change, but of them also being able to anticipate change and to seek out alternatives. It is precisely the development of organisational learning and knowledge management strategies that allows these challenges to be met, providing organisations with tools and processes that allow them to generate new knowledge and capitalise on existing knowledge, thereby improving staff performance and, therefore, the performance of the organisation itself. In this paper, do we examine the development of organisational learning processes in educational institutions, and we also advocate knowledge management as the best strategy for promoting organisational learning and innovation.
Las organizaciones educativas requieren de estrategias que les permitan responder lascontinuas y cambiantes exigencias y necesidades de su entorno. No se trata de que las organizaciones se adapten a los cambios sociales, sino de que también sean capaces de anticiparse a ellos y de buscar alternativas. El desarrollo de estrategias de aprendizaje organizativo y gestión del conocimiento permite, precisamente, afrontar estos desafíos, dotando a las organizaciones de herramientas y procesos que les permitan generar nuevo conocimiento y rentabilizar el conocimiento existente, mejorando así el rendimiento de los trabajadores y, por tanto, de la propia organización. En este artículo revisamos el desarrollo de los procesos de aprendizaje organizativo en lasinstituciones educativas, y defendemos la gestión del conocimiento como la mejorestrategia para promover el aprendizaje organizativo y la innovación.
Organizações educativas exigem estratégias para atender às demandas e necessidades de seu ambiente de contínuo e em constante mudança. Não é que as organizações se adaptarem às mudanças sociais, mas também ser capaz de antecipá-los e encontrar alternativas. Desenvolver estratégias para a aprendizagem organizacional e gestão do conhecimento permite justamente atender a esses desafios, as organizações que oferecem ferramentas e processos que lhes permitam gerar novos conhecimentos e capitalizar o conhecimento já existente, melhorando assim o desempenho dos trabalhadores e, assim, da organização. Neste artigo, revisamos o desenvolvimento de processos de aprendizagem organizacional em instituições de ensino, e defender a gestão do conhecimento como a melhor estratégia para promover a aprendizagem organizacional e inovação.

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Coule, Tracey M. „Sustainability in voluntary organisations : exploring the dynamics of organisational strategy“. Thesis, Sheffield Hallam University, 2008. http://shura.shu.ac.uk/19503/.

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This thesis aims to develop further understanding of organisational sustainability in the voluntary sector, as a complex and dynamic phenomena inextricably linked to capacity for survival. In taking a holistic approach to exploring the dynamics of sustainability, the study considers the influencing factors, both internal and external, that can drive strategic change within voluntary organisations through an extensive multi-method research programme incorporating exploratory focus groups, descriptive survey fieldwork and multiple-case studies. Specifically, the research outlines the major internal and external systems that are important for voluntary organisations to consider when developing strategies for sustainability and, perhaps more importantly, explores the interconnections between them. The thesis departs from much of the dedicated voluntary sector literature, which often adopts a rationalist prescriptive approach to organisation and management. In aiming to advance something of a more critical approach, which considers what may be termed the 'emotional' side of strategy, the study makes a key contribution to the voluntary sector strategy literature. Ultimately, the author argues that to study, govern and manage voluntary organisations involves thinking about philosophy, politics and ethics. In the context of developing strategies for sustainability, this equates to considering who says what the job is, how it should be done, and how people are affected by doing it one way rather than another. In this regard, it would appear that acceptance and legitimisation of certain (pluralist or unitary) approaches to strategy and change is associated with the coherence between that approach and the social values expressed in the organisation's service work. It is argued that there is potential for voluntary organisations to utilise the strategy process to surface, articulate and test assumptions across organisational functions and hierarchy. This is especially relevant because of the turbulent environment that many organisations in the voluntary sector face and the diversity of the many stakeholders who have an interest in the organisation's long-term ability to achieve its mission. In these circumstances, it is unlikely that those individuals at the apex of the organisation (be they trustees and/or senior management) will be able to 'figure it out from the top' and have everyone else 'following the orders'. The practical implication of the thesis is that if strategy is, at least partly, about collective purpose and shared visions of the future, trustees and managers of voluntary organisations must recognise this explicitly in the way they create strategy. Indeed, the study demonstrates how some voluntary organisations have deeply involved individuals throughout the organisation in the strategy process as a means of creating, raising and sustaining commitment to a cocreated future vision of the organisation.

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Lee, Kuan-Fang. „Organisational commitment : employer expectations in the context of Taiwanese organisations“. Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.

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Mia, Mohammad Badruddozza. „ICT-based information systems and organisational change in microfinance organisations“. Thesis, Open University, 2013. http://oro.open.ac.uk/54684/.

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Microfinance has been used as a means of alleviating poverty for many years. A large number of organisations implement microfinance, covering a significant proportion of the world population. This study looks into the information systems (IS) of microfinance following an interpretive epistemological philosophy, drawing on research approaches within the fields of IS and organisational studies. It is based on an in-depth comparative case study in six micro finance organisations with different features and characteristics, combined with a questionnaire survey covering fifty-eight microfinance organisations of Bangladesh. Drawing on phenomena observed in microfinance this study analyses how lCT plays a role in shrinking organisational structure, enhancing the span of supervision and operational performance, and centralisation of delegation of authority. It identifies how key aspects of the context including financial, human resources, technological, regulatory, and national culture impact upon the IS of microfinance in Bangladesh, and block implementation of ICT -based IS . The findings on different positive and negative implications of the use of ICT on the personal, social and gender perspectives and job satisfaction of the human resources inform and add value to the existing body of knowledge. With an aim to contribute to the field of ICT4D, this study examines the use of ICT in combating corruption in microfinance and argues that along with the use of ICT, an ethical ambiance and administrative reforms are required to prevent corruption more effectively. It also argues that the adoption of emerging mobile phone-based microfinance will radically change the conventional operational model and its IS, with profound implications for the material aspects, but that it can also be detrimental to the social performance of this development programme.

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Garbash, Dor Avraham. „Organisational awareness : mapping human capital for enhancing collaboration in organisations“. Thesis, Sorbonne Paris Cité, 2016. http://www.theses.fr/2016USPCB134/document.

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Comment peut-on devenir plus conscients des sources de connaissance au sein des organisations des humains? Les changements économiques et technologiques rapides forcent les organisations à devenir plus souples, agiles et interdisciplinaires. Pour cela, les organisations cherchent des alternatives pour les structures de communication hiérarchiques traditionnelles qui entravent les pratiques de collaboration ascendantes. Pour que les méthodes ascendantes soient efficaces, il est nécessaire d'offrir aux membres l'accès à l'information et à l'expertise dont ils ont besoin pour prendre des décisions qualifiées. Ceci est un défi complexe qui implique la culture organisationnelle, l'informatique et les pratiques de travail. Un défaut au niveau de l'application de ce système peut aborder des points critiques qui peuvent ralentir les processus de travail, d'entraver l'innovation et qui conduisent souvent au travail suboptimal et redondant. Par exemple, une enquête 2014 de 152 dirigeants de Campus IT aux Etats-Unis, estime que 19% des systèmes informatiques du campus sont redondants, ce qui coûte les universités des Etats-Unis 3.8B$ par an. Dans l'ensemble, les travailleurs intellectuels trouvent l'information dont ils ont besoin seulement 56% du temps. Avec un quart du temps total des travailleurs intellectuels consacré à la recherche et l'analyse des informations. Ce gaspillage de temps coûte 7K$ pour chaque employé par an. Un autre exemple du gaspillage est celui des nouveaux arrivants et des employés promus qui peuvent prendre jusqu'à 2 ans pour s'intégrer pleinement au sein de leur département. En outre et selon des enquêtes étendues, seulement 28% des apprenants estiment que leurs organisations actuelles «utilisent pleinement» les compétences qu'ils ont actuellement capable d'offrir et 66% prévoient quitter leur organisation en 2020. Réussir la résolution de ce défi est capable de motiver les membres de l'organisation, ainsi que d'y améliorer l'innovation et l'apprentissage. L'objectif de cette thèse est de mieux comprendre ce problème en explorant les défis rencontrés par le service d'informatique dans une université et un centre de recherche interdisciplinaire. Deuxièmement, co-développer et mettre en œuvre une solution avec ces institutions, je décris leur utilisation des logiciels que nous avons développés, les résultats et la valeur obtenus avec ces pilotes. Troisièmement, tester l'efficacité de la solution, et explorer de nouvelles applications et le potentiel d'un tel système similaire pour être utilisé dans une plus grande échelle. Pour mieux comprendre le problème je me suis engagé dans une discussion avec les membres et les dirigeants des deux organisations. Une conclusion importante des discussions est que les membres de ces organisations souffrent souvent d'un manque de sensibilisation à propos de leurs connaissances-compétences au niveau d'organisation du capital, et la connaissance des processus et des relations sociales avec leurs collègues dans l'organisation. Grâce à cette exposition, les idées novatrices, les opportunités et les intérêts communs des pairs sont sévèrement limités. Cela provoque des retards inutiles dans les projets inter-équipes, des goulots d'étranglement, et un manque de sensibilisation sur les possibilités de stages. Aussi, j'ai craqué le problème et je l’avais défini comme l'une des informations de fragmentation: Différentes informations sont stockées dans des bases de données disparates ou dans la tête des gens, exigeant un effort et de savoir-faire pour l'obtenir. (...)
How can we become more aware of the sources of insight within human organisations? Rapid economical and technological changes force organisations to become more adaptive, agile and interdisciplinary. In light of this, organisations are seeking alternatives for traditional hierarchical communication structures that hinder bottom-up collaboration practices. Effective bottom-up methods require empowering members with access to the information and expertise they need to take qualified decisions. This is a complex challenge that involves organisational culture, IT and work practices. Failing to address it creates bottlenecks that can slow down business processes, hinder innovation and often lead to suboptimal and redundant work. For example, a 2014 survey of 152 Campus IT leaders in the US, estimated that 19% of the campus IT systems are redundant, costing US universities 3.8B$ per year. In aggregate, knowledge workers find the information they need only 56% of the time. With a quarter of knowledge workers total work time spent in finding and analyzing information. This time waste alone costs 7K$ per employee annually. Another example of the waste created is that newcomers and remote employees may take up to 2 years to fully integrate within their department. Furthermore according to extended surveys, only 28% of millennials feel that their current organizations are making ‘full use’ of the skills they currently have to offer and 66% expect to leave their organisation by 2020. Successfully resolving this challenge holds the potential to motivate organisation members, as well as enhance innovation and learning within it. The focus of this thesis is to better understand this problem by exploring the challenges faced by a university IT department and an interdisciplinary research center. Second, co-develop and implement a solution with these institutions, I describe their usage of the software tool we developed, outcomes and value obtained in these pilots. Third, test the effectiveness of the solution, and explore further applications and potential for a similar system to be used in a wider scale. To better understand the problem I engaged in discussion with members and leaders of both organisations. An important conclusion from the discussions is that members of these organizations often suffer from lack of awareness about their organisation’s knowledge capital—the competencies, knowledge of processes and social connections of their colleagues. Due to this exposure to innovative ideas, opportunities and common interests of peers is severely limited. This causes unnecessary delays in inter-team projects, bottlenecks, and lack of awareness about internship opportunities. I further broke down the problem, and defined it as one of information fragmentation: Different information is stored in disparate databases or inside people’s heads, requiring effort and know-how in order to obtain it. Following the conclusions of this analysis and state-of-the-art review, we have set together the goal to create a collaborative visual database to map the people, projects, skills and institutions for the IT department of Descartes University, and in addition, people, interests and internship opportunities within the CRI, an interdisciplinary research and education center. We have also conducted interviews, surveys and quizzes that ascertain that people had difficulties identifying experts outside their core teams. During the course of this thesis, I progressively addressed this challenge by developing two collaborative web applications called Rhizi and Knownodes. Knownodes is a collaborative knowledge graph which utilized information-rich edges to describe relationships between resources. Rhizi is a real-time and collaborative knowledge capital mapping interface. A prominent unique feature of Rhizi is that it provides a UI that turns text-based assertions made by users into a visual knowledge graph. (...)

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Priego, Luz María. „Modélisation intentionnelle et organisationnelle des systèmes d'information dans les organisations virtuelles“. Thesis, Grenoble, 2011. http://www.theses.fr/2011GRENM010/document.

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Pour répondre à un marché de plus en plus concurrentiel, les organisations tendent aujourd'hui à se regrouper sous la forme d'organisations virtuelles (OV). Concevoir le système d'information (SI) d'une OV sur la base des SI des organisations participantes pose des problèmes méthodologiques et techniques. En particulier, l'identification et l'expression des besoins, déjà difficile lors du développement d'un SI « classique », représente un enjeu important. Le SI de l'OV jouant un rôle prépondérant pour la collaboration et la coopération des organisations participantes et l'atteinte de l'objectif commun. Nous proposons des critères permettant d'identifier et de classifier précisément et à un niveau intentionnel, les différentes informations nécessaires à la conception du SI de l'OV ainsi que des modèles graphiques et textuels simples. Notre travail comprend une transformation partielle à partir des modèles intentionnels jusqu'aux modèles de processus métier de base au niveau organisationnel
Nowadays, organizations which aim to be competitive in a more concurrent market, tend to group together into virtual organizations (VO). Designing the information system (IS) of such a VO on the basis of the IS of those participating arises methodological and technical problems. Particularly, the formal identification and representation of requirements which has been researched to a large extent for a single organization, is not adequate for a VO. Indeed, the IS of a VO plays an important role in the collaboration and the cooperation of the participants organizations to achieve a common goal. We propose at an intentional level, criteria allowing virtual organizations to be identified and classified, as well as simple graphical and textual models to design the virtual organization's IS. Our work includes a partial transformation proposal from the intentional models to basic business process models at the organizational level

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Aiken, Mike. „Managing values : the reproduction of organisational values in social economy organisations“. Thesis, Open University, 2002. http://oro.open.ac.uk/57702/.

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This thesis examines how quality social economy organisations reproduce their organisational values. The `social economy' sector is of growing importance in the European Union for employment and as a deliverer of public services. Others see social economy organisations as an important component of civil society: as advocates for the disadvantaged, as critics of social injustice, and as innovators of social changes (Korten 1990; Putnam 1993). These organisations are seen as distinctive in being independent of government and commercial enterprise, and because they are value-based. This study examined a crucial issue for social economy organisations: how they reproduce their distinctive values. The research examined six social economy organisations in the voluntary and cooperative sector in the UK using an exploratory case study strategy. Semi-structured interviews, documentary evidence and group discussions were used to illuminate the understandings of organisational actors. Organisations were chosen in a range that stretched from a worker co-operative operating in commercial markets; through to social enterprises using a mixture of public, private and charitable income streams; to charities using grants and government contracts. The study assumed a realist ontology. It drew from institutionalist and management culture theories informed by the not-for-profit research literature. The argument has been that economically orientated value-based organisations will face inevitable degeneration in the face of market pressures with a loss of their distinctive values (Webb 1930). A parallel argument has suggested that charitable organisations face threats to their independence from statutory funding regimes particularly with contracts for welfare services (Taylor 1990). This study suggests that a decline of values may occur, but that it is not inevitable, and shows some of the processes operating in social economy organisations which can enable and encourage the reproduction of values. These included integrated organisational structures which gave space to embed values in practise and enabled key values to influence decision-making processes.

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Al, Qahtani Khalid Mohammed. „Investigating the impact of bureacratic factors on government organisational performance in the Kingdom of Bahrain : a multiple case study approach“. Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/8766.

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This research is undertaken in response to the need to offer fresh insights to the number of models of organisational bureaucracy. The main aim of this thesis is to explore the bureaucratic factors related to governmental organisations that may influence their performance. Through conceptual and empirical research, several key factors have been identified which link organisational performance to social responsibility, job satisfaction, motivation, and decision quality. To support this research, Hofstede’s cultural dimensions were used in connection with the performance dimensions and the bureaucratic factors. In this context, the case study design used multiple sources of evidence in a triangulation strategy to contribute to developing a perspective on bureaucracy and its impact to government organisations in the Kingdom of Bahrain. Thus, a conceptual framework has been developed and proposed as part of the study. This research adopted a semi-structured interview research design in order to elicit the views of individuals and in-depth qualitative information. The findings in the context of this research confirmed that Bahrainis are highly rule-oriented, risk averse and do not readily accept change. In addition, they have a high preference for avoiding uncertainty thus they maintain rigid codes of belief and behaviour. The results of the empirical investigation have therefore enriched the growing literature of bureaucracy and performance of government organisations not only in the Kingdom of Bahrain but also in the global setting it used the Hofstede’s cultural dimensions. The result of this research may be of help to a range of human resource managers, public administrators, employees and other stakeholders in bureaucratic organisational context.

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Frétigné, Cédric. „Les entreprises d'entraînement : entre organisations formatives et organisations productives“. Paris 10, 2001. http://www.theses.fr/2001PA100138.

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Reproduisant l'activité d'une société commerciale dans ses fonctions tertiaires, le stage en entreprise d'entraînement ou pédagogique (EEP) vise à restaurer l'employabiblité de demandeurs d'emploi en les formant sur poste de travail. Notre thèse s'attache à montrer que la mise en oeuvre de ce dispositif de formation répond aux objectifs actuellemet dévolus à la formation professionnelle, non plus la "promotion sociale" de tous mais la "lutte contre l'exclusion" de certains. Nous montrons ainsi qu'une logique "productive" (centrée sur les retours à l'emploi) organise le déroulement du stage et se substitue à une logique "formative" (attachée aux apprentissages) afin d'assurer, d'abord et avant tout, le placement des stagiaires
Reproducing the activity of an enterprise, the training course in a practice firm tends to restore the employability of work seekers by training on true k=job. This thesis tries to demonstrate that implementation of this training device ix answering to the current aimsnof professional qualification: no more "social promotion" of everybody but strugle against exclusion" of some. So we are showing that a productive logic (focused on return to employment) organizes the curse of the training logic (linking to learnings) in order to asset first of all the hiring of trainees

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Ironside, James. „Towards a Model of Organisational Progression for Community-Led Regeneration Organisations“. Thesis, University of Leeds, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.503288.

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Riley, Jordyn Amelia. „The Role of Recruitment Expectations and Organisational Trust in Volunteer Organisations“. Thesis, University of Canterbury. Psychology, 2013. http://hdl.handle.net/10092/7620.

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Volunteer organisations provide significant value to society. However, limited research exists on ways through which volunteer organisations can manage the behaviour and attitudes of their volunteers. The main purpose of this study was to contribute to literature in this area by assessing the applicability of setting appropriate recruitment expectations and fostering organisational trust in the volunteer context. This was done by examining the influence of the relationship between pre-entry recruitment expectations and post-entry experiences of volunteers on levels of satisfaction, commitment, co-operative behaviour and turnover intentions. The influence of organisational trust on these variables was also assessed. Volunteers from a national non-profit organisation were given a survey of their expectations shortly after joining (and prior to undertaking any voluntary work), and then completed another set of measures two months later after participation in voluntary training and activities. Sampling resulted in 22 matched surveys between phase one and phase two. Results partially suggest that expectations and organisational trust are associated with volunteer satisfaction levels, and provide evidence indicating that further research in this area using a larger sample may reveal significant associations. Overall, the present study suggests that volunteer organisations can benefit from the appropriate management of recruitment processes and organisational trust, and provides a foundation for further research on this topic.

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Parker, Martin. „Organisational culture in context : a study of management in three organisations“. Thesis, Staffordshire University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262037.

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Fernagu, Oudet Solveig. „Organisation du travail et développement des compétences : le cas des organisations qualifiantes“. Lyon 2, 2004. http://theses.univ-lyon2.fr/documents/lyon2/2004/fernagu_s.

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On écrit depuis longtemps que les situations de travail peuvent être porteuses d'apprentissages. La notion d'organisation qualifiante en constitue la figure emblématique. Selon nous, elle est la plus à même d'exprimer la relation organisation du travail et développement des compétences. Notre projet fut alors de repérer les processus existants, informels ou formels, en lien avec les opportunités d'apprentissages offertes par l'organisation du travail. Pour les repérer nous avons porté un regard sur la relation organisation du travail et développement des compétences, non à partir d'une discipline de référence mais à partir d'un objet : l'organisation du travail et le vécu de ses acteurs. Sur le plan méthodologique, nous avons réalisé cinq monographies à partir de l'observation de cinq PME et nous avons suivi un dispositif organisationnel particulier : un groupe de travail. Dans la littérature à propos de la relation organisation du travail et développement des compétences on trouve très peu de données. Des concepts comme celui d'organisation qualifiante semblent exister à priori sans que l'on ait réunit d'observations pour les valider. Notre empirie nous alerte à propos de l'efficacité de ces dispositifs et nous conduit à les questionner. Ainsi s'explique notre problématique : pour quelles raisons une organisation qui est la plus à même de développer les compétences ne parvient-elle que modérément à le faire ? Nous ne cherchons pas à dire comment il faut faire pour que des organisations deviennent qualifiantes mais à comprendre pourquoi elles ont tant de mal à l'être ou à le devenir. . .

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Fernagu, Oudet Solveig Develay Michel. „Organisation du travail et développement des compétences le cas des organisations qualifiantes /“. Lyon : Université Lumière Lyon 2, 2004. http://theses.univ-lyon2.fr/sdx/theses/lyon2/2004/fernagu_s.

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Nikolova, Radoslava. „Essais en Théorie des Organisations : Incitations et Structure des Organisations“. Phd thesis, Université Montpellier I, 2007. http://pastel.archives-ouvertes.fr/pastel-00003401.

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Cette thèse traite trois sujets de théorie des organisations. D'abord, nous étudions l'impact de changements dans l'environnement institutionnel et des caractéristiques du marché du travail sur la structure des organisations, et comment ces évolutions à leur tour affectent l'emploi et les salaires. Ceci est effectué dans le cadre d'un modèle d'équilibre sur le marché du travail, où la structure des organisations est endogène et la production est organisée dans des hiérarchies basées sur les connaissance. Ensuite, nous étudions la forme du contrat incitatif optimal lorsque les employés sont hétérogènes et leur performance n'est pas vérifiable. Nous montrons que l'employeur peut motiver les agents en utilisant simultanément un salaire fixe avec la menace de licenciement en cas d'échec et un bonus basé sur la performance. La part relative de chacun de ces deux outils dans le contrat optimal dépend de l'hétérogénéité des employés, de leur productivité espérée, mais également du taux de rotation exogène et du taux de chômage. Enfin, nous examinons l'impact de la possibilité pour les employés de se superviser mutuellement sur le contrat optimal proposé par l'employeur. Nous montrons que lorsque les employés sont suffisamment bien informés et peu protégés par la responsabilité limitée, cette possibilité de supervision mutuelle permet de réduire le coût des incitations, encouru par l'employeur

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Diedrich, Guy. „Trust in organisations“. Thesis, Swansea University, 2013. https://cronfa.swan.ac.uk/Record/cronfa42632.

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This thesis seeks to contribute to the organisational trust literature by investigating the relevance of trust to organisations through executive self-reports, and exploring the potential congruities and incongruities of these self-reports with the existing trust literature. Further, the study allows for the participants to introduce unique conceptualisations of trust in organisations that may not appear in the literature but might be worthy of further consideration and research. The results of this study begin to fill an existing gap in the trust literature by considering the perceptions of the most senior executives in the corporate environment. A trust typology is proposed (Chapter 5) which distinguishes between characteristics of genuine trust and surrogate trust. Definitions widely cited in the literature are analysed against the typology, and the executives' definitions are compared to consider congruities and incongruities of definitions. The dynamics of trust are examined (Chapter 6), and an optimal trust path for transactions is proposed (Chapter 7). The possible economic impacts of trust in organisations are evaluated (Chapter 8) and new conceptualisations from executive reports are analysed. The extensive use of metaphors by the executives to convey trust is examined (Chapter 9). Alternative configurations of trust are examined (Chapter 10) and a model for optimal trust transactions based on the literature and executive reports are presented. The final chapter argues that future studies may benefit from the findings of this thesis, including key considerations in defining trust for research in organisations, recognising that executives may view trust as an asset that is strategically invested like any other corporate asset, expanding the scope of trust and its potential economic impacts on the organisation, and developing new models for building trust.

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Sudjadi, Achmad. „Leadership styles, organisational commitment, and job satisfaction in normative and utilitarian organisations“. Thesis, University of Liverpool, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.417297.

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Jacobs, Aimee. „Assessing organisational readiness for enterprise social media introduction in information intensive organisations“. Thesis, University of Reading, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.603504.

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In recent years, the use of social media tools has grown significantly in our personal lives as a preferred method of communicating and connecting with others. Consequently, organisations have begun to introduce these tools to facilitate communication, cooperation, collaboration and connections. Despite the benefits that early adapters have gained, many organisations have been slow to adopt. The reasons for slow adoption include policies and procedures that inhibit change, privacy and security issues, and organisational culture. Additionally, organisations struggle with how to use the tools, measure the effectiveness and fail to realise their potential benefits. Thus, a key issue for organisations is the lack of preparedness prior to introducing enterprise social media tools. However, it is difficult for organisations to assess their level of readiness for enterprise social media, because a method or tool to produce an assessment of their readiness was non-existent. This limitation is addressed by investigating organisational readiness within information intensive organisations. Organisational Semiotics was adopted as an approach to identify the organisational readiness factors for enterprise social media to ensure that the social and technical relationships were considered in the solution. The readiness factors identified were resources (human, financial and technical), organisational climate (culture and awareness), new processes, values, discrepancy, benefit, management support and organisational controls (security! privacy, policies and procedures, accountability, communication procedures, and fall back). Additionally, a stages of growth model has been used to investigate the organisational environment and identify the phases in which enterprise social media is introduced in an organisations. The outcome of this is a readiness assessment method for organisations to introduce ESM. The results will indicate areas of improvement and can be used by organisations to build a strategic plan to introduce enterprise social media

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Solomons, Cecily. „Organisational discourses : electronic windows on the work of HIV/AIDS-care organisations“. Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6745.

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Thesis (MPhil (General Linguistics))--University of Stellenbosch, 2011.
Bibliography
ENGLISH ABSTRACT: This thesis is interested in textual features of websites which cover the same kind of content, but represent different organisations and address different kinds of audiences. Specifically, it investigates how information on HIV/AIDS is multimodally represented on the webpages of two non-governmental organisations (NGOs) and two governmental organisations. First, the websites of the national Department of Health and of a provincial Department of Health (Western Province) are scrutinised. Second, the websites of the Treatment Action Campaign (TAC) and Avert, NGOs with a special interest in the prevention and treatment of HIV/AIDS in southern Africa, are investigated. The aim of the research is to consider aspects of layout, the use of multimodality, and the introduction of selected themes and concerns foregrounded in the selected websites. The focus of the thesis is on the transmission of information, particularly through the electronic media, by investigating multimodal elements (language, images, sound, colours) and the layouts of websites, in order to identify possible interpretations which the intended audiences may afford the various texts. The analysis of the sites relies theoretically on the metafunctions developed by Halliday (1985) in his systemic functional linguistic framework. It also refers to an extension of Halliday’s work developed to allow multimodal discourse analysis that considers aspects of visual design and placement, developed by Kress and van Leeuwen (1996, 1998) and Kress (2003, 2005). These approaches focus on text, multimodal elements, the placements thereof on a page as well as the coherence between design of layouts and communicative modes that intend to send a convincing and meaningful message. The thesis also refers to Critical Discourse Analysis in that it considers matters of language and power in internet based communication. It seems that the governmental sites are set up with an audience in mind who needs to be informed on policy matters, while the NGO sites are set up with a more vulnerable audience in mind. One kind of web-communication is likely to alienate the exact people who should be receiving state support and treatment in the face of HIV/AIDS. Another is aimed more at supporting activism against the perceived lethargy of the state. A third supports various charities that reach out to communities where HIV-infection rates are particularly high. The interpretation of multimodal pages requires knowledge of website design for educational purposes as well as information on usage of the internet to get sufficient information. Further, access of the intended audience to electronic communication needs to be considered as this will determine whether the seriousness of the illness and possible prevention or treatment, is well communicated, especially to those who have been identified as most vulnerable to new infection. The thesis finds that electronic communication cannot be the first step to circulating information related to HIV/AIDS. Non-governmental and governmental institutions are still dependent on other forms of media than websites, thus on the printed media, radio and television, and on campaigns or community based projects to communicate with particular audiences. Electronic communication is complex in that it works with various modes (visual, verbal, audial) and requires some technical sophistication from producers and receivers of texts. Theories of communication and discourse analytic methodologies can assist in our understanding of how the internet succeeds or fails in circulating critical health care information. However, to gain a reliable understanding of how the internet functions in transmitting HIV-information to all interest groups, received knowledge of other areas of scholarly interest in health care communication, such as multilingualism, sociology, anthropology, behavioural sciences, cognitive psychology or brain research elaborations, would eventually have to be considered as well.
AFRIKAANSE OPSOMMING: Hierdie tesis stel belang in tekstuele kenmerke van webwerwe wat dieselfde tipe inhoud weergee, maar verskillende organisasies verteenwoordig en verskillende tipes gehore aanspreek. Dit ondersoek spesifiek hoe inligting oor MIV/Vigs multimodaal op die webbladsye van twee nie-regeringsorganisasies (NRO’s) en twee regeringsorganisasies aangebied word. Die webwerwe van die Nasionale Departement van Gesondheid en die Provinsiale Departement van Gesondheid (Wes-Kaap) word eerstens noukeurig ondersoek. Tweedens word die webwerwe van die Treatment Action Campaign (TAC) en Avert, NRO’s met spesiale belang in die voorkoming en behandeling van MIV/Vigs in suidelike Afrika, ondersoek. Die doel van hierdie navorsing is om oor aspekte van uitleg, die gebruik van multimodaliteit en die invoering van spesifieke temas en sake wat op die geselekteerde webwerwe beklemtoon word, na te dink. Die tesis se fokus in op die oordrag van inligting, veral deur die elektroniese media, deur multimodale elemente (taal, beelde, klank, kleur) en die uitleg van webwerwe te ondersoek, om sodoende verskillende moontlike interpretasies wat die bestemde gehoor aan die verskeie tekste mag heg, te identifiseer. Die analise van die webwerwe steun teoreties op die metafunksies wat deur Halliday (1985) ontwikkel is in sy grammatikale raamwerk, Systemic Functional Grammar. Dit verwys ook na ’n uitbreiding op Halliday se werk, wat deur Kress en Van Leeuwen (1996, 2005, 1998) en Kress (2003) ontwikkel is om multimodale diskoersanalise toe te laat wat aspekte van visuele ontwerp en plasing oorweeg. Hierdie benaderings fokus op teks, multimodale elemente, die plasing daarvan op ‘n bladsy en die koherensie tussen die ontwerp, uitleg en kommunikatiewe modusse. Dit kyk na hoe hierdie elemente saamwerk om ’n oortuigende en betekenisvolle boodskap uit te stuur. Hierdie tesis verwys ook na aspekte van Kritiese Diskoersanalise wat betrekking het op kwessies van taal en mag in internetgebaseerde kommunikasie. Dit kom voor asof die regeringswebwerwe ontwerp is met ’n gehoor in gedagte wat oor beleidskwessies ingelig moet word, terwyl die NRO-webwerwe ontwerp is met ’n meer weerlose gehoor in gedagte. Lg. gehoor word ingelig oor die siekte en behandelingsmoontlikhede eerder as beleid. Een soort web-kommunikasie sal waarskynlik dié mense wat juis regeringsondersteuning teen MIV/Vigs behoort te ontvang, vervreem. ’n Ander soort is meer daarop gerig om aktivisme teen die staat se vermeende traagheid te ondersteun. ’n Derde soort kommunikasie ondersteun verskeie liefdadigheidsorganisasies wat uitreik na gemeenskappe waar MIV-infeksiekoerse besonder hoog is. Die interpretasie van multimodale webwerwe vereis kennis van webwerf-ontwerp vir opvoedkundige doeleindes asook inligting oor die gebruik van die internet om voldoende inligting te bekom. Verder moet die bestemde gehoor se toegang tot elektroniese kommunikasie in ag geneem word, aangesien dít sal bepaal of die erns van die siekte en moontlike voorkoming of behandeling, goed weergegee word, veral aan dié wat s besonder blootgestel is en dus hoë risiko loop vir nuwe infeksie. Die tesis bevind dat elektroniese kommunikasie nie die eerste stap kan wees in die proses om inligting oor MIV/Vigs te sirkuleer nie. Nie-regerings- en regeringsorganisasies is steeds afhanklik van ander media as webwerwe, soos drukmedia, radio, televisie en veldtogte of gemeenskapsgebaseerde projekte, om met bepaalde gehore te kommunikeer. Elektroniese kommunikasie is kompleks omdat dit met verskeie modusse (visueel, verbaal, oudio) werk en tegniese sofistikasie van vervaardigers en ontvangers van tekste vereis. Teorieë van kommunikasie en diskoersanalise-metodologieë kan ons insig in hoe die internet daarin slaag (of nie) om belangrike gesondheidsorginligting te versprei. Om egter ’n betroubare begrip vir die werking van die internet as verspreider van MIV-inligting aan alle belange-groepe te verkry, moet kennis van ander areas van belangstelling in gesondheidsorg-kommunikasie, soos veeltaligheid, sosiologie, antropologie, gedragswetenskappe, kognitiewe psigologie of brein-navorsing, ook uiteindelik oorweeg word.

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Osborne, Jeremy. „Extending knowledge management beyond organisational borders – barriers for South African construction organisations“. Master's thesis, Faculty of Engineering and the Built Environment, 2020. http://hdl.handle.net/11427/32907.

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Previous research raised the question of why South African organisations do not extend their Knowledge Management (KM) practices beyond their organisational borders. Therefore, there is a need to examine the barriers faced by construction organisations when trying to extend KM activities beyond organisational borders towards encouraging the South African construction sector to improve upon its collective KM maturity. This research utilised a quantitative approach which initially examined the available literature on the topic of Knowledge Management and the barriers found inhibiting its implementation. From this knowledge a survey instrument was developed and circulated to 499 construction professionals based in South Africa to elicit their opinions on Knowledge Management, extending KM activities beyond organisational boundaries and the barriers potentially inhibiting these activities. A total of 93 usable data sets were received and subjected to statistical analysis. This research found that there was a clear positive opinion towards KM and to extending these activities beyond organisational borders. The perception that by extending KM activities beyond organisational borders may negatively impact the organisations competitiveness is still prevalent and is a barrier to extending KM activities beyond organisational borders. Further it was found that the lack of time allocated to KM activities was an inhibitor to KM activities bother internally and from extending these KM activities beyond organisational borders. However, the amount of training given on KM and support of management was only found to be of significant concern in the less mature organisations and therefore may inhibit KM activities but were not a clear inhibitor to extending these activities beyond organisational borders. Continuity in the makeup of project teams was identified as a potential route to improve project performance and the current contracts utilised in the sector did not appear to currently impact knowledge sharing. Encouragingly it was found that knowledge was not withheld by employees to improve job security and further the challenges faced by multiple languages being spoken in the project environment and in coordinating TMO's did not register as significant inhibitors to knowledge sharing. This research's findings show that professionals in the South African construction sector have a positive opinion towards KM and extending these activities beyond organisational borders. Barriers do exist in the sector that are inhibiting knowledge managements implementation and growth, however by highlighting these issues it is possible for organisations to overcome the challenges faced, grow their knowledge management maturity and extract the most out of the strategies implemented. Based on these findings, the study recommended that there is a need to establish partnerships and longstanding relationships which foster knowledge transfer to overcome the negative perception that extending knowledge management activities beyond organisational borders may negatively impact competitiveness. This research was limited by the response rate to the survey circulated being low with only 93 valid data sets in the sample for statistical analysis. Further most respondents to the survey were from small and micro organisations who had low KM maturities and therefore the results for this research cannot claim to represent the construction sector of South Africa as a whole.

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Tan, Chekfoung. „Organisational semiotics inspired abductive methodology in developing information architecture for healthcare organisations“. Thesis, University of Reading, 2016. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.694644.

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Morris, Charlotte L. „Leadership in charitable non-government organisations (NGOs) : integrating individual and organisational beliefs“. Full text available, 2006. http://adt.curtin.edu.au/theses/available/adt-WCU20070511.111236.

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Morris, Charlotte Lucy. „Leadership in charitable non-government organisations (NGO's): Integrating individual and organisational beliefs“. Thesis, Curtin University, 2006. http://hdl.handle.net/20.500.11937/1815.

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The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses.The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.

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Morris, Charlotte Lucy. „Leadership in charitable non-government organisations (NGO's): Integrating individual and organisational beliefs“. Curtin University of Technology, Curtin Business School, 2006. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=17015.

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The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses.
The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.

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Sheard, Stephen. „The myth of 'organisation' : towards a novel histographic perspective on socio-economic organisations“. Thesis, University of Kent, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.297350.

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Price, Christine. „Examining Relationships Between Organisational Spirituality and Organisational Resilience: Perceptions of Leadership and Staff within Australian Organisations“. Thesis, Curtin University, 2020. http://hdl.handle.net/20.500.11937/83168.

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Exploratory and pioneering, this thesis informs the body of knowledge on organisational spirituality and organisational resilience in the Australian context. Organisational spirituality was found to act as transformative energy, impacting organisational resilience in a positive way. Compassion, connectedness, and leadership ambience were revealed as vital in the relational dynamics of building resilience capacity.

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Drepper, Thomas. „Organisationen der Gesellschaft : Gesellschaft und Organisation in der Systemtheorie Niklas Luhmanns /“. Wiesbaden : Westdeutscher Verlag, 2003. http://catalogue.bnf.fr/ark:/12148/cb390769914.

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Juslin, Petersen Annastina. „Den viktiga dialogen : En studie om kommunikationens betydelse för lärande i en organisation“. Thesis, Linköpings universitet, Pedagogik och vuxnas lärande, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-119752.

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Sammanfattning Syftet med studien är att beskriva och analysera, samt bidra med ökad kunskap om, hur olika kommunikationsfaktorer inom en organisation kan främja lärande. Mer precist är syftet att studera hur chef och medarbetare uppfattar vilka faktorer som påverkar digital och verbal kommunikation. Samt hur dessa faktorer kan påverka lärandet i organisationen. Studien är kvalitativ med en induktiv ingång och för att få empiri har intervjuer utförts på ett företag, med såväl chefer som medarbetare. Resultatet visar på att följande faktorer visade sig ha betydelse för kommunikation i organisationen; kombination och alternativ av kommunikationskanal; tydlighet; ansvar; riktlinjer och socialt samspel. I studien framkom även att det fanns en del störningsmoment gällande kommunikation. Vidare framkom under analysarbetet att följande kategorier inverkar på lärandet i organisationen; synen på att utvecklas; uppfattningen om att lära sig i arbetet; möjlighet att diskutera alternativa lösningar; att lära sig av sina kollegor; återkoppling; att lösa uppgifter i grupp; att lära av och med sina kollegor och socialt samspel.Studien finner att genom att beakta faktorerna som påverkar kommunikationen, kan många störningsmoment avvärjas och därmed kan tid frigöras. Denna tid är värdefull och kan användas på ett mer kreativt sätt, exempelvis till innovation och lärande. I studien visas också att organisationer behöver fokusera mer på socialt samspel och se till att medarbetarna kan mötas ofta och på ett otvunget sätt. När motiverade medarbetare möts i dialog kan de finna innovativa lösningar på problem, vilket kan leda till ett utvecklingsinriktat lärande i organisationen. Studien föreslår team eller förändringsarbete som lärstrategi.

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Vo, Hong Nga, und vohongnga@hotmail com. „Nexus between organisational culture and IT implementation in Vietnamese organisations : a doctoral thesis“. Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2005. http://adt.lib.swin.edu.au./public/adt-VSWT20060605.150040.

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In Vietnam, together with the renovation program known as Doi moi, promulgation of resolution 49/CP in 1993 and subsequently of directive 58 CT/TW in 2000 provided the incentive and resolve to use Information Technology (IT) as a driver of economic development and social advancement. Thus, IT was designated a national strategic priority. However, despite the Government�s efforts to implement IT, uptake and use of IT in organisations have been embryonic. Existing studies implied IT implementation in Vietnamese organisations to have been influenced in part by organisational culture factors traceable to the national culture. In light of these findings, the present study focuses on the relationships between organisational culture and IT implementation in Vietnamese organisations. Nine objectives were set for the study. The related research questions were focused on identifying the most common features of organisational culture in Vietnam, how respondents� and organisational characteristics were associated with organisational culture, the general level of IT implementation success in organisations, how respondents� and organisational characteristics were associated with IT implementation, and the nature of the relationship between a Vietnamese organisation�s culture and effectiveness of its IT implementation. In pursuing quantitative research methodology, a questionnaire was developed and subjected to a focus group scrutiny at the preliminary stage and then again prior to implementation to confirm the questionnaire�s suitability and applicability. Data, from 328 returned questionnaires, and the findings of the subsequent analyses were validated via semi-structured interviews and a panel of experts. To address the research questions, the data were subjected to a battery of statistical analysis tools, including descriptive, correlation, association, analyses of variance and factor analysis. The findings were then interpreted and the panel of experts used to confirm and better understand the findings and to offer extra insights. The majority of the organisations surveyed were characterised by the 'Elephant' organisational culture (OC) style that had elements of order, uniformity, rules and regulations and emphasis on stability. Most of these organisations were state-owned enterprises located in northern Vietnam. In number, these were followed by the �Tiger� OC organisations, comprising mainly private and foreign-owned organisations, especially those located in Ho Chi Minh City. These �Tiger� organisations stressed their operational efficiency, and externally positioned themselves toward winning competitive advantage and achieving market superiority. �Rabbit� characteristics, such as flexibility, creativity and innovation did not surface often within Vietnamese organisations. Most organisations surveyed claimed to enjoy a rather high level of IT implementation benefits, especially those relating to internal-focused aspects such as �Faster response time�, �Better communication & networking�, and �Higher quality of performance�. Finance related benefits of IT implementation were at the lowest level. Private and foreign-owned organisations had the highest level of both IT investment payoff and IT implementation benefits while state-owned organisations had the lowest on both measures. State-owned organisations also reported the most problems with IT implementation the most frequently, while foreign-owned organisations least often faced such problems. Exploration of the association between OC and IT implementation showed that 'Elephants� were significantly associated with lower levels of successful IT implementation, while �Tiger� organisations followed by �Rabbit� were significantly associated with higher levels of success. �Production-oriented� organisations indicated higher levels of IT investment payoff than �People-oriented� ones. Organisations with �entrepreneurial� characterisation were found to have high levels of IT implementation success. In light of the findings and their implications, recommendations were made for government, industry, business and research organisations. The recommendations are designed to foster improved uptake and use of IT in Vietnamese organisations through the process of 'Organisational Doi moi' (organisational renewal) as well as to enlarge the research base on socio-cultural aspects of IT to buttress such efforts.

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Baillie, Tamara Lee. „Getting development organisations right for women : gender policy and organisational culture at AusAID /“. Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09AR/09arb157.pdf.

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Davies, Richard J. „Order and diversity: representing and assisting organisational learning in non-government aid organisations“. Thesis, Swansea University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.558557.

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The aim of this thesis is to develop a coherent theory of organisational learning which can generate practical means of assisting organisational learning. The thesis develops and applies this theory to one class of organisations known as non-government organisations (NGOs), and more specifically to those NGOs who receive funds from high income countries but who work for the benefit of the poor in low income countries. Of central concern are the processes whereby these NGOs learn from the rural and urban poor with whom they work. The basis of the theory of organisational learning used in this thesis is modem evolutionary theory, and more particularly, evolutionary epistemology. It is argued that this theory provides a means of both representing and assisting organisational learning. Firstly, it provides a simple definition of learning that can be operationalised at multiple scales of analysis: that of individuals, organisations, and populations of organisations. Differences in the forms of organisational learning that do take place can be represented using a number of observable attributes of learning which are derived from an interpretation of evolutionary theory. The same evolutionary theory can also provide useful explanations of processes thus defined and represented. Secondly, an analysis of organisational learning using these observable attributes and background theory also suggest two ways in which organisational learning can be assisted. One is the use of specific methods within NGOs: a type of participatory monitoring. The second is the use of particular interventions by their donors: demands for particular types of information which are indicative of how and where the NGO is learning In addition to these practical implications, it is argued that a specific concern with organisational learning can be related to a wider problematic which should be of concern to Development Studies: one which is described as "the management of diversity". Individual theories, organisations, and larger social structures may not survive in the face of diversity and change. In surviving they may constrain and / or enable other agents, with feedback effects into the scale and forms of diversity possible. The management of diversity can be analysed descriptively and prescriptively, at multiple scales of aggregation.

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Burnard, Kevin J. „Establishing the resilient response of organisations to disruptions : an exploration of organisational resilience“. Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12489.

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The focus of this thesis is to investigate resilience at an organisational level. The research aims to identify and establish the features of resilience within the response of an organisation to disruptive and crisis events. Natural disasters, pandemic disease, terrorist attacks, economic recession, equipment failure and human error can all pose both a potentially unpredictable and severe threat to the continuity of an organisation's operations. As a result, disruptive events highlight the need to develop robust and resilient organisational and infrastructural systems capable of adapting and overcoming complex disruptive events.

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Phookpan, Pantharak. „An analysis of organisational culture of integrated public organisations : the case of Thailand“. Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/an-analysis-of-organisational-culture-of-integrated-public-organisations-the-case-of-thailand(645829e4-8770-4789-b986-9b4165218294).html.

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The theme of the re-aggregation of public organisations has been embraced in the recent public sector reforms of some developed countries such as the UK. The re-aggregation of public organisations may benefit the government in terms of focusing its interests on policy coordination. This is an alternative way of reforming the public sector in order to increase greater outcomes and the performance of public organisations with regard to the achievement of particular policy goals. The reform inevitably affects the targeted public organisations in both tangible and intangible ways. Since organisational culture is an important issue that can affect organisational outcomes and performance, including the achievement of policy goals, the research aims to analyse how organisational cultures have been changed following the integration of Thai public organisations. In this respect, the researchers used an integrated model of Competing Values Framework and human paradox theory to assess cultural changes of integrated public organisations.The research was based on quantitative and qualitative data gathered in field research conducted in Thailand’s four integrated public organisations. It was found that, overall, organisational cultures were altered following the organisational integration. Public employees perceived that the hierarchy culture hardly changed following a reform. However, the clan value has largely reduced, while market and adhocracy values have increased rather significantly within the new organisations. In terms of clan value, the research found that the reduction was a result of power struggles between groups of people who came from different organisational backgrounds. Power-struggling between clans could lead to lower team cooperation, a lack of trust and diminished loyalty to organisations. Public officials also perceived that a significant development of market and adhocracy cultures in organisations could be a result of external forces, as well as the integration reform. With regard to these changes, the development of market values was inimical to human relations within integrated organisations. Together with the existence of a patronage system in the Thai public organisations, leadership also contributed to a paradox of competition and cooperation where members of a dominant clan could be favoured over the others. People who came from minor cultures might feel a disadvantage from being part of the minority and then give minimal cooperation to the integrated organisation. In this respect, teamwork and organisational cohesion could be difficult to build if the tension is unbalanced. It can be concluded that the cultural model of the organisations studied changed and seemed to be more balanced than was previously found. The integration of organisations also has a great influence on cultures and paradoxes in organisations. The dissertation hopes to contribute to the existing literature, with regard to the application of a Competing Values Framework and human paradox theory to the underexplored context of integration reform in the public sector. Findings from the use of this instrument can offer a fresh point of view towards the reality of organisational integration reforms, especially for academics, Thai reformers and public employees themselves.

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Al, Barrak Hesham M. „The Role of AIS in Organisational Sustainability: An Empirical Study of Saudi Organisations“. Thesis, Griffith University, 2013. http://hdl.handle.net/10072/366933.

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Over the past 30 years, the concept of sustainability has attracted public attention all over the world, encouraging organisations to progressively seek sustainability. A sustainable organisation is basically an organisation that considers not only financial measures but also non-financial measures to manage its overall performance. The relevant literature suggests that the role of accounting information (AIS) is critical as it provides information on performance leading to facilitation of management decisions. However, the literature is unclear on the role of AIS in helping organisations to manage their sustainable organisational performance (SOP); this results in incomplete understanding of the relationship between AIS and SOP. The present study focused on addressing this gap in knowledge by investigating whether both the quality of AIS and managers' use of AIS information are associated with SOP. Additionally, this study investigated the role of two other independent variables in the relationship, family control of management and industry dynamism. 18 hypotheses were developed based on an integrative review of theories and studies relating to the variables in the research model.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Herfurth, Lorenz. „Organisations as artefacts : an inquiry into hidden design activities within situated organisational contexts“. Thesis, Lancaster University, 2016. http://eprints.lancs.ac.uk/86225/.

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The overall aim of this PhD is to provide insights into the hidden and socially-distributed design activities and behaviours through which members of an organisation contribute to its shape. How do those who are part of the organisational artefact contribute to the design of the artefact? Looking at an organisation as an artefact on the one hand acknowledges the human-made process that brings organisations into existence and the possibility that an organisation is a product of human action. On the other hand it raises questions with regard to the properties of this artefact and the design activities that lead to its existence or influence its development. A paradox is represented by the circumstance that an organisation is both made by and, at the same time, “consists” of humans. A small sample qualitative multi-case study was selected as the research strategy. One case is a retrospective study of an architectural construction project for a higher education institution in the UK, the other is a live study of a mass participation music performance that took place in a major UK city. Together they combine the wealth of material from a longitudinal and retrospective study with the detailed insights obtained from live observation. Analysis is partially grounded, prioritising an understanding emerging from the data itself rather than applying a specific concept to identify themes accordingly. However, fundamental understandings of design are applied to understand whether the design activities identified cohere with existing approaches or provide novel insights into hidden design actions. In both cases the findings confirm the existence of hidden and socially-distributed design actions in processes of organisational design. While fundamental indicators of design change are identifiable in selected events, novel characteristics add to existing understandings of design. Contributions this PhD makes concern the identification and description of hidden design activities within communities of non-expert, silent designers and the empirically supported specification of organisations as socially-designed artefacts. Specifically, the findings lead to the articulation of three contributions: design-before- design, an approach that promotes the acknowledgement of unique organisational settings before design interventions, socially-distributed design as an empirically supported extension of silent design and the resulting description of case studies as self-referential artefacts.

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Mallard, Bruno. „Du developpement economique a l'auto-organisation informelle : micro-entreprises et organisations populaires au chili“. Toulouse 2, 1997. http://www.theses.fr/1997TOU20079.

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Le chili a connu un processus de developpement caracterise par l'application successive de strategies aux orientations ideologiques tres diverses. Mais les resultats obtenus ont ete systematiquement decevants dans le domaine social, avec la persistance d'une masse importante de laisses-pour-compte. Essentiellement concentree dans les peripheries urbaines. Ce phenomene de dualisation ne semble pas devoir etre surmonte a l'avenir, a la fois en raison des limites sociales du modele economique en vigueur et de celles de la dynamique de modernisation elle-meme. Pour autant, la situation n'apparait pas desesperee pour les perdants du developpement, car ceux-ci ne subissent pas passivement leur etat : poursuivant une ancienne tradition, les habitants des secteurs populaires des villes s'organisent pour faire face a l'adversite et creent un tres large eventail de structures d'entraide et de micro-entreprises. Cette "economie populaire" peut etre interpretee comme l'expression d'une dynamique alternative. Inserant les populations dans une logique originale qui ouvre sur des formes d'existence differentes et porteuses de satisfactions pour ceux qu'elles concernent. Cette dynamique fait aujourd'hui preuve d'une grande vitalite, mais une menace pese sur son avenir : les actions d'assistance ayant vocation a assurer son integration a la logique de developpement dominante. Ces interventions sont menees dans la majorite des cas par l'appareil public d'appui au secteur de la petite production, dont l'activite s'accompagne frequemment d'effets pervers importants. Mais certaines sont le fait des organismes non gouvernementaux dits "solidaristes", dont l'action ne se demarque pas clairement de l'aide a optique integratrice et ne contribue pas a frayer la "voie alternative" qu'elle pretend promouvoir
Chile has experienced a development process characterized by the successive implementation of different strategies. But the results obtained have invariably proved disappointing on the social front, with the abiding presence of masses of poor and marginalized people, mainly concentrated in city suburbs. This dualization phenomenon is unlikely to disappear in the future, owing to the social limits of the prevailing economic model as well as of the modernization process itself. For all that, the underpriviledged are not in a no-way out situation. Following an old tradition, inhabitants of lower -class urban sectors organize themselves to get by and create a wide array of self-help structures and micro-enterprises. This grass-roots economy can be viewed as the expression of an alternative social logic, which gives rise to new ways of life capable of offering gratifications. This dynamics currently shows great vitality, but its future is under threat due to the growing number of support interventions tending to integrate it into the prevailing economic logic. These support initiatives are mainly carried out - often with severe counter-productive effects - by public institutions aiming at encouraging the growth of the small-scale production sector. But some are the work of the so-called "solidarity" non-governmental organizations, which do not dissociate themselves clearly from integration-oriented schemes and prove incapable of paving the way for a genuine alternative socio-economic system

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Brown, Ann. „Information systems in organisations“. Thesis, City University London, 2005. http://openaccess.city.ac.uk/8450/.

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This research explores two separate but related lines of enquiry - the business value of individual applications and the social and organisational impact of information systems. From this research it is clear that information systems have immense potential to change organisations. The conventional view focuses on the value that organisations can obtain through greater efficiency or new activities made possible by specific applications. But experience suggests that many organisations fail to gain the value expected. This research was started with the aim of attaining a greater understanding of the business value that information systems could offer organisations and finding ways by which organisations could assess and realise this value. The research has adopted a variety of methodological approaches and this integrating paper assesses the choices made and locates the papersin relation to the literature on information systems research methodology. The nine research papers taken together demonstrate that is business value is a complex concept and difficult to measure in practice. The research finds that the business and organisational environments are key factors in achieving the business value to be reaped from the range of benefits that each type of IS application offers. The research also demonstrates why IS evaluation practice continues to pose problems for researchers and practitioners. This integrating paper situates the work within the relevant literature on information systems research, assesses the contribution of the research papers to information systems research and concludes with a discussion of future research that flows from this work.

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Gentry, Caron E. „Women in revolutionary organisations“. Thesis, University of St Andrews, 2003. http://hdl.handle.net/10023/2694.

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The main aim of this thesis is to demonstrate that the female revolutionary is no different from her male compatriot. She enters the organisation in the same manner; she shares the same ideology; she participates equally within the revolutionary organisation; and, if she leaves the struggle, she does so in much the same way as her peers. The thesis uses a framework based upon New Social Movement theory to establish the social and historical context of the women by comparing the following five aspects of a new social movement: historical context, leadership, membership, collective action and group ideology and the revolutionary dimension. Before the three historical narratives on the American Movement, the West German student movement and the Palestinian Resistance Movement are undertaken, a literature review covers Social Movement theory, New Social Movement theory, theories on Violence and Terrorism Studies. The thesis also looks at how women have been gendered in criminology and war and how this gendering has influenced some of the leading research on the female terrorist. In order to show that the female revolutionary is very similar to the male, this thesis examines the three historical narratives mentioned above. After reviewing the social and historical context, the respective new social movement, the role of women in the revolutionary organisations (the Weather Underground, the Red Army Faction and Fateh and the Popular Front for the Liberation of Palestine) are reviewed in depth by studying their entry, ideology, group dynamics and exit.

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Baxter, Lynne. „Power relations in organisations“. Thesis, University of Manchester, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.629936.

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This thesis is about power and technology in organisations. It begins with a review of the literature on technology and technical change, and the author argues that most writers project a simplistic view of power in their texts. This leads them to assume that managers in organisations can use technology to further their own sectional interests. Managers can influence how the technology is developed, and operate it in a way which furthers their own objectives. The author reviews previous work on power, and concludes by asserting that the way power operates in organisations would undermine the assumptions held by writers on technical change. However, the theoreticians in the power literature hold that there is a very close association with power and knowledge, and that technology is a useful bond in this association. The author decided that the best way to study these ideas empirically was to carry out a grounded study of a change in technology in an organisation. The centrepiece of the work is a qualitative case study of British Rail. The organisation decided to implement local area networks, and the first piece of software on this system was designed to facilitate the entry of payroll information. The author spent a year interviewing a wide range of people connected with the change. The material obtained is described in some depth. Grounded theorising techniques were used to analyse the material. The author found that existing theory could not explain certain aspects of her data. For example, the way power operated in the organisation was very different to how the theory would predict. The technology was new in itself and new to the organisation. This meant that no one grouping had full knowledge of it. Managers from the part of the organisation which sponsored the project did not want to know about errors in the technology or organisational problems with the implementation. A feature which emerged was that managers in higher status parts of the organisation said that they could not interfere with lower status units. Local sites trying to operate the technology eventually devised local solutions to problems. As a result of these and other findings, the author concludes that technology is not a simple device to increase management power, but can lower it. Powerlessness can be used as a strategic device to get other people to do what they would not otherwise. In organisations not knowing something can be a sign of power.

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Kota, Ramachandra. „Self-adapting agent organisations“. Thesis, University of Southampton, 2009. https://eprints.soton.ac.uk/72019/.

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Autonomic systems, capable of self-management, are being advocated as a solution to the problem of maintaining modern, large, complex computing systems. Given this, we believe self-organising multi-agent systems provide a convenient paradigm to develop these autonomic systems because such self-organising systems can arrange and re-arrange their structure autonomously, without any external control, in order to adapt to changing requirements and environmental conditions. Furthermore, such systems need to be decentralised, so that they are robust against failures; again, this characteristic fits with the multi-agent paradigm. With this motivation, this thesis explores the area of self-organisation in agent systems, and particularly focuses on the decentralised structural adaptation of agent organisations. In more detail, self-organisation has been generated in agent systems using various approaches like stigmergy, reinforcement mechanisms, cooperative actions of agents and reward based mechanisms for selfish agents. However, none of these are directly applicable to agent organisations because they cannot be incorporated into deliberative agents working towards organisational goals. The few adaptation mechanisms that are applicable are either centralised or are based on restricted settings and also ignore the resources being used by the adaptation process. Here, we particularly focus on such problem solving agent organisations because they provide a suitable representation for autonomic systems. We investigate and develop mechanisms to incorporate decentralised structural adaptation in organisations to improve their performance. More specifically still, we provide a generic framework for representing problem solving agent organisations. This serves as the platform on which we investigate approaches for structural adaptation. Following this, we demonstrate a robust, decentralised adaptation method that enables the agents to modify the organisational structure. As the method is based on self-organisation principles, the agents use only their local views to change their structural relations to achieve a better allocation of tasks in the organisation. Particularly, the agents reason about when and how to adapt using only their history of interactions as guidance. We empirically show that, in a wide range of closed, open, static and dynamic scenarios, the performance of organisations using our method is close (70 − 90%) to that of an idealised centralised allocation method and is considerably better (10 − 45%) than the current state of the art decentralised approaches.

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Lagrange, Évelyne. „Représentation et organisations internationales“. Paris 1, 2000. http://www.theses.fr/2000PA010287.

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Quoique la qualité de personnes morales et de sujets du droit international ne leur soit plus déniée en principe, les organisations internationales sont présentées comme des institutions soit parfaitement transparentes aux états membres soit parfaitement autonomes. Or, pour être juridiquement distincte de la collectivité de ses membres, l'organisation est inséparable d'un système représentatif d'essence intergouvemementale. La représentation des états y obéit à une codification rigoureuse visant à l'attribution de droits de participation différenciés et, correlativement, à la représentation des différences qui structurent la collectivité des membres. Les autres organes, organes parlementaires internationaux ou organes dévoués à des fonctions de caractère exclusivement international demeurent, du fait de l'agencement des pouvoirs de nomination et des règles de composition; sous l'influence des états membres. Les actes adoptés dans les organes intergouvemementaux sont imputables à l'organisation parce que le vote émis par les représentants d'état n'est pas un acte juridique mais le concours apporté à une procédure de décision collective dont les règles reprennent les principes représentatifs qui gouvernent la composition des organes. Les actes qui entrent en vigueur sans le consentement des états sont des actes collectifs. Mais ce consentement, lorsqu'il est requis, ne leur confère pas nécessairement un caractère conventionnel et peut donner naissance à des actes complexes dont l'organisation et les membres sont coauteurs. Dans l'ordre juridique international, l'organisation n'agit normalement pas en représentation de ses membres mais en tant que sujet distinct doté de la capacité de contracter, selon la volonté des sujets qui l'ont fondée et dans la limite de ses compétences. Les accords conclus en son nom propre n'ont, pour les membres que des effets indirects. Mais, contrainte par le principe de spécialité, l'organisation doit conclure certains accords, mixtes, avec la participation de ses membres. L'autonomie relative des organisations internationales expose leurs membres à des contrariétés d'obligations qui, en l'absence de hiérarchie entre les ordres juridiques, se règlent sur le terrain de la responsabilité ou par la coordination des ordres juridiques sur une base consensuelle.

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Vandepoorter, Alexandre. „Organisations non étatiques armées“. Paris 2, 2005. http://www.theses.fr/2005PA020022.

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L'appelation “organisation non étatiques armées” désigne un concept : une catégorie d'êtres auxquels les droit international fait une situation particulière. Les organisations armées sont des collectivités d'individus organisés qui, en employant la force armée, exercent un pouvoir sur le territoire d'un état et qui par conséquent sont immédiatement sous l'emprise du droit international. Non étatiques, elles sont par ailleurs des entités qui n'ont pas le statut d'organe d'un état et qui par conséquent ne répondent matériellement pas à la définition d'un gouvernement. Les organisations non étatiques armées disposent d'un statut défini par le droit international, statut dont les éléments sont leur personnalité internationale, des caractères qui la façonne et certains attributs qui lui sont associés. Cette personnalité internationale, les caractéristiques et les attributs qui l'accompagnent sont la conséquence de ce qu'elles sont des pouvoirs non étatiques. Les organisations non étatiques armées ne peuvent qu'avoir une personnalité internationale et cette personnalité est marquée par trois caractéristiques qui font de cette personnalité une personnalité dont il ne faut pas surestimer l'importance. Non étatiques, les organisations armées sont des personnes souveraines, dérivées et fonctionnelles. Deux attributs essentiels et inhérents à ce qu'elles sont vont être greffés à la personnalité internationale des organisations non étatiques armées. Les organisations non étatiques armées ne peuvent qu'avoir une capacité de répondre et une capacité de s'engager. Pouvoirs non étatiques, les organisations non étatiques armées sont ainsi des sujets capables du droit international.

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

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Understanding the psychological relationship between the individual and the organisation, and its effects on behaviour, continues to have strong theoretical and practical relevance for identification researchers (van Knippenberg & Sleebos, 2006). Indeed, it has been argued that an organisation can not be fully understood without understanding the identity dynamics that arise from the interactions between the organisation, its social environment, and the individual psychology of its members (Ashforth & Mael, 1989; Haslam, 2014; Hodgkinson, 2013; Tajfel, 1981). The goal of this thesis project was to undertake an indepth exploration of employee identifications in one organisation undergoing large-scale change. The first major aim was to illuminate the particular identities that were most salient for participants as they reflected on their experience of the changes. The second aim was to conduct an indepth exploration of those identities, to shed light on their origins and core features, and to understand why they were evoked during change. A third aim was to explore the relationship between the identities, and participants' perceptions and responses to change. Finally, a key aim was to illuminate any features of the organisational and social context that were related to the presence, development and effects of salient identities. The guiding methodology was interpretive qualitative research, chosen for its acute sensitivity to identity processes and associated contextual features (Yin, 2009). The advantage of this approach is that it allowed for indepth exploration of the nature, sources and effects of employee identifications, including contextual aspects involved in shaping and sustaining important identities.
Thesis (PhD Doctorate)
Doctor of Philosophy in Organisational Psychology (PhD OrgPsych)
School of Applied Psychology
Griffith Health
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Dercho, Aliette. „Exploring antecedents of philanthropic behaviours towards nonprofit organisations: The role of perceived organisational reputation, perceived knowledge of the organisation, and referent others’ behavioural intent“. Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7310.

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The purpose of the current study is to examine predictors of donating and volunteering intentions among the general public towards non-profit organisations (NPOs). In particular, this study sought to investigate whether perceived reputation of an NPO, perceived knowledge of the NPO, and referent others’ philanthropic behaviours were related to individuals’ intentions to donate and volunteer. An online survey was sent out and completed by a diverse sample of participants (N = 712) from the New Zealand population. The results showed significant and positive relationships between perceived reputation of a NPO, perceived knowledge of that NPO, referent others’ philanthropic behaviours, and the participants’ intent to donate and volunteer. Hierarchical multiple regression analysis revealed that reputation, and especially the behaviours of referent others, emerged as significant predictors of participants’ intent to donate or volunteer. In fact in the current study, behaviours of referent others emerged as the strongest predictor to explain individuals’ intentions to donate and volunteer across the three exemplified organisations. These findings highlight the importance of investigating key predictors concerning pro-social behaviours in order to aid NPOs in their survival by targeting variables that increase individuals’ donating and volunteering behaviours. Other theoretical and practical implications and limitations of this study are discussed.

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Nicot, Anne-Marie. „Processus organisationnels de cognition et d'autonomisation : artefacts et réflexivité“. Aix-Marseille 3, 1995. http://www.theses.fr/1995AIX32023.

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Avec le developpement d'une "economie de l'immateriel", la connaissance devient un enjeu strategique pour les organisations. Cependant, la plupart des concepts et methodes de management herites de l'ere industrielle sont assez mal adaptes aux questions de connaissance. Il apparait ainsi que :. La connaissance est a la fois produit et producteur d'elle-meme et de l'organisation ;. Le developpement de la connaissance et de l'organisation sont tres dependants des processus d'autonomisation qui de developpent dans l'interaction collective
With the development of an "immaterial economy", knowledge has become a strategic stake for the organizations. However, most of the concepts and management methods, inherited from the industrial era, are note properly adapted to the questions et knowledge. It appears consequently that :. Knowledge is both the producer and the product of itself, and of the organization ;. Knowledge and organization development are very closely tied to the autonomization processes that emerge from collective interaction

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Dissertationen zum Thema „Organisations“

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