Dissertationen zum Thema „OWL (Organization)“
Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an
Machen Sie sich mit Top-50 Dissertationen für die Forschung zum Thema "OWL (Organization)" bekannt.
Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.
Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.
Sehen Sie die Dissertationen für verschiedene Spezialgebieten durch und erstellen Sie Ihre Bibliographie auf korrekte Weise.
Belák, Václav. „Ontology-Driven Self-Organization of Politically Engaged Social Groups“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15538.
Der volle Inhalt der QuelleHolmes, Paul Robin. „The effectiveness of organizations for water pollution control“. Thesis, Lancaster University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287125.
Der volle Inhalt der QuelleHafeez, Farah. „Study of genome structure and organization of oil palm (Elaeis guineensis, Jacq.)“. Thesis, University of Cambridge, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.613880.
Der volle Inhalt der QuelleGustavsson, Simon, und Fredrik Årman. „Bring your own device - a concern for organizations? : A thesis about tech organizations awareness and management of smartwatches“. Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96411.
Der volle Inhalt der QuelleMed 5G runt hörnet och en generell ökning av både snabbare och stabilare internet så ser framtiden för Internet of Things (IoT) ljus ut. Det pågår en stadig ökning i utvecklingen av IoT-enheter såsom smartklockan, samtidigt som en användandet av IoT ökar både på företag och hos privatpersoner. En verksamhets hantering av smartklockan hamnar under policyn ”Bring your own device” (BYOD) vilket tillåter anställda att använda sina privata enheter i jobbrelaterat syfte. Det verkar finnas en kunskapsbrist hos verksamheter avseende hur man hanterar IoT-enheter, både gällande policy och teknisk IT-säkerhet. Det har skett en ökning av malware attacker (skadlig kod) mot IoT-enheter och en kompromissad smartklocka kan potentiellt användas för att få otillbörlig åtkomst till en verksamhets nätverk. Smartklockan är en vanlig och kraftfull IoT-enhet och kommer att användas som exempel i den här uppsatsen. Syftet med uppsatsen är att undersöka hur verksamheter uppfattar och hanterar IoT-enheter med fokus på smartklockan, för att ta reda på om IoT-enheter såsom smartklockan är ett område som verksamheter arbetar med. För att förstå smartklockan så är det viktigt att först förstå IoT. I litteraturstudien redogörs både IoT och smartklockors funktionalitet samt säkerhetsaspekter. Vidare beskrivs även BYOD policy och tekniska IT-säkerhetslösningar gällande smartklockan. Litteraturstudien pekade på att det existerar IT-säkerhetsproblem med smartklockan och att implementera en BYOD policy kan öka verksamhetens produktivitet men även öka riskerna med malware attacker, både mot och från de tillåtna enheterna. För att uppfylla uppsatsens syfte utfördes kvalitativa intervjuer med högt uppsatt IT-säkerhetspersonal på IT-orienterade verksamheter, som sedan tematiserades och analyserades. De mest relevanta resultaten diskuteras, avseende smartklockan som ett hot och de relaterade tekniska lösningarna, verksamheternas kundföretags IT-säkerhetsnivå och BYOD policyn. De empiriska resultaten från uppsatsen visade att verksamheterna som intervjuades hade en hög medvetenhet relaterat till smartklockan och de IT-säkerhetsproblem som den kan medföra. Alla verksamheterna hade en BYOD policy för att begränsa/förbjuda smartklockans åtkomst till deras interna nätverk, samt ett par tekniska lösningar för att förebygga intrång i deras IT-infrastruktur och för att upptäcka om ett intrång redan skett. Informanterna påstod att deras verksamheters medvetenhet kring smartklockan och den relaterade IT-säkerheten var högre kontra flera av deras kundföretags, vilket är ett relevant ämne för framtida forskning. Hur kan dessa verksamheter nå upp till samma nivå av medvetenhet?
SILVA, NIVEA MARIA PEREIRA DA. „COMPETITIVE INTELLIGENCE IN BRAZILIAN ORGANIZATIONS: A CASE STUDY IN THE OIL INDUSTRY“. PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2007. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=10195@1.
Der volle Inhalt der QuelleA nova ordem econômica estabeleceu às empresas um novo patamar de competitividade, pelo qual elas estão obrigadas a acompanharem, sistematicamente, o sistema competitivo em que atuam, a fim de refinar seus processos de tomada de decisão e planejamento, reduzir riscos, incertezas, ameaças e aproveitar oportunidades. Um conceito cada vez mais utilizado com essa finalidade tem sido o de Inteligência Competitiva, um conjunto de ações e recursos que permite às empresas acumularem, em curto espaço de tempo, o máximo entendimento sobre a rapidez das mudanças do ambiente, gerando maior segurança ao executivo na hora de tomar uma decisão ou definir a estratégia mais adequada. Trata-se de um conceito ainda em evolução, pouco explorado pela Academia, mas que vem despertando cada vez mais interesse por parte das empresas. No sentido de entender como e por que uma empresa implanta unidades de Inteligência, conduziu-se um estudo de caso em uma empresa petrolífera, onde executivos envolvidos na implantação de tais unidades foram entrevistados para apontar aspectos e desafios, tais como: motivação para a Inteligência; posição hierárquica; foco; interface com outros processos; produtos de Inteligência; mobilização dos recursos humanos e outros. Na empresa, há várias unidades de Inteligência implantadas, a maioria localizada ao nível estratégico, com foco para questões estratégicas de longo prazo. Na prática, estão mais voltadas para o curto prazo, e não estão totalmente integradas aos outros processos, em parte, pela cultura, em parte, por reestruturações e mudanças na liderança, questões que têm influenciado de maneira distinta a continuidade dessas unidades na empresa.
The new economic order established to enterprises a new level of competitiveness that obliges them to monitor systematically their competitive system in order to improve their decision making and planning processes, to minimize risks, uncertainties, threats and to get opportunities. A new such a way to do this is using the Competitive Intelligence process. Competitive Intelligence is said to be a tool of actions and resources that enables executives to understand, in a short period of time, how fast competitive environment changes. By using this tool, executives are safe to make better decisions and establish the most adequate strategy. It is a new and increasing subject, both for enterprises and Academy. In many aspects, its theorical base line is not well developed yet. In order to improve the understanding about how and why an enterprise establishes Competitive Intelligence Units, a case study was conducted in an oil and gas company. Executives in charge of these units were interviewed to explain some of the Competitive Intelligence challenges such as: reasons for Competitive Intelligence; structural position, focus and interface with other processes; Intelligence products; human resources support. There are Intelligence Units established in all of the company business units. Almost all are positioned at the higher level of decision structure with focus on long term questions. However, practice shows these units are more focused on short term and are not totally integrated to other processes because of culture and changes in structure and leadership, which influences intelligence unit survival differently.
Lee, Joonbeom. „Emergency oil system and international cooperation /“. free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3012994.
Der volle Inhalt der QuelleVoth, Jeffrey Michael. „Oil price shocks and policy implications the emergence of U.S. tight oil production: a case study“. reponame:Repositório Institucional do FGV, 2015. http://hdl.handle.net/10438/15054.
Der volle Inhalt der QuelleApproved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2015-12-29T12:29:01Z (GMT) No. of bitstreams: 1 Jeffrey.pdf: 11824596 bytes, checksum: e53f7ce72384381247ec95015dbe102d (MD5)
Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2016-01-06T17:15:02Z (GMT) No. of bitstreams: 1 Jeffrey.pdf: 11824596 bytes, checksum: e53f7ce72384381247ec95015dbe102d (MD5)
Made available in DSpace on 2016-01-06T17:15:15Z (GMT). No. of bitstreams: 1 Jeffrey.pdf: 11824596 bytes, checksum: e53f7ce72384381247ec95015dbe102d (MD5) Previous issue date: 2015-10-26
How have shocks to supply and demand affected global oil prices; and what are key policy implications following the resurgence of oil production in the United States? Highlights: − The recent collapse in global oil prices was dominated by oversupply. − The future of tight oil in the United States is vulnerable to obstacles beyond oil prices. − Opinions on tight oil from the Top 25 think tank organizations are considered. Global oil prices have fallen more than fifty percent since mid-2014. While price corrections in the global oil markets resulted from multiple factors over the past twelve months, surging tight oil production from the United States was a key driver. Tight oil is considered an unconventional or transitional oil source due to its location in oil-bearing shale instead of conventional oil reservoirs. These qualities make tight oil production fundamentally different from regular crude, posing unique challenges. This case study examines these challenges and explores how shocks to supply and demand affect global oil prices while identifying important policy considerations. Analysis of existing evidence is supported by expert opinions from more than one hundred scholars from top-tier think tank organizations. Finally, implications for United States tight oil production as well as global ramifications of a new low price environment are explored.
Cade, Evelyn. „Risk, Oil Spills, and Governance: Can Organizational Theory Help Us Understand the 2010 Deepwater Horizon Oil Spill?“ ScholarWorks@UNO, 2013. http://scholarworks.uno.edu/td/1614.
Der volle Inhalt der QuelleHosøy, Lars Henrik. „Virtual teams across organizational boundaries : A case study of an inter-organizational relationship in the oil and gas industry“. Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for industriell økonomi og teknologiledelse, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-15835.
Der volle Inhalt der QuelleMartinez, Vazquez Elizabeth. „HSE-MS set up for a new organization in the Offshore Oil & Gas Industry“. Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018. http://amslaurea.unibo.it/16672/.
Der volle Inhalt der QuelleMcCann, Ryan D. „Strategic Human Resource Management implementation and organizational information processing| A multiple case study of Western Pennsylvanian oil and natural gas companies“. Thesis, Robert Morris University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133964.
Der volle Inhalt der QuelleStrategic Human Resource Management (SHRM) has the potential to strengthen an organization in the long term by effectively leveraging the organization’s human resources to achieve the organization’s strategic goals. The problem this dissertation focuses upon is the extent to which SHRM has been implemented in oil and natural gas companies in Western Pennsylvania and whether the information needed to support SHRM is being communicated into and within these oil and natural gas companies. This included examining how HR leaders and staff are viewed in the company relative to its strategic efforts. Using Jacobson, Sowa, and Lambright’s (2014) models of SHRM implementation, three cases were examined to identify the degree to which SHRM has been implemented in the organizations. In addition, the communication of SHRM information was explored with regards to what information has been communicated, how is this information communicated, and who communicates such information. Qualitative interviews were conducted with 10 participants from three companies, including seven HR managers and employees and three non-HR managers. The interviews led the researcher to conclude that there is further opportunity for the strategic use of the HR departments and HR functions in the sampled companies. Additionally, there was an apparent lack of communication between the HR departments and the rest of the organization regarding strategic HR issues. The organizations with more traditional models of HR, with limited SHRM, demonstrated a weak focus on communicating SHRM information, as well as minimal information processing capabilities to support SHRM implementation.
Cuppett, Kevin S. „How Do Stakeholders Engaged in School-University Partnerships Create Value for their Own Organizations?“ Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3613386.
Der volle Inhalt der QuelleThe purpose of this study was to determine how stakeholders engaged in school-university partnerships, specifically in the work preparing future school administrators, created and captured value for their own organizations. These case studies examined three partnerships that involved three school systems who all partnered with the same college, which allowed for multi-site and within site analysis. The study used the voices of key stakeholders, partnership documents, and observations of key events within the partnerships as data sources to focus on what stakeholders took away from the partnerships for their own organizations.
The review of literature included research on the role of school-university partnerships in principal preparation reform, and the impact of such reform on leadership succession in schools. In addition, the literature on collaboration provided a clear context for identifying, analyzing and interpreting the actions of stakeholders in these partnerships. The partnerships were examined using negotiated order theory as a conceptual and theoretical framework. This framework proved valuable for determining the actions stakeholders in regard to the preconditions and processes of collaboration, with specific focus on value creation and capture as outcomes.
The findings showed that value creation and capture were specific and significant for all organizations, although there was variance across the partnerships as to what and how value was created and captured. Recommendations were offered for organizations interested in creating school-university partnerships. Recommendations could also be broadly applied to many types of organizations in the social sector that are interested in partnering as a means of creating and capturing value for their own organizations.
Sartori, Júnior Zilio. „Um estudo da aprendizagem organizacional em organizações sem fins lucrativos : uma avaliação das Câmaras de Dirigentes Lojistas do Rio Grande do Sul“. reponame:Repositório Institucional da UCS, 2013. https://repositorio.ucs.br/handle/11338/689.
Der volle Inhalt der QuelleSubmitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-06-17T11:34:13Z No. of bitstreams: 1 Dissertacao Zilio Sartori Junior.pdf: 8500913 bytes, checksum: afbfa2909ac830606e29100d3aa8bf3d (MD5)
Made available in DSpace on 2014-06-17T11:34:13Z (GMT). No. of bitstreams: 1 Dissertacao Zilio Sartori Junior.pdf: 8500913 bytes, checksum: afbfa2909ac830606e29100d3aa8bf3d (MD5)
Organizations, like people, need to develop the capacity of modifying, adapting and creating alternatives to solve the problems that they face every day. In this sense, organizational learning (OL) through the sharing and collective construction of new knowledge, is one of the determining factors to produce new situations and new challenges. And for Nonprofit Organizations (NPOs), OL becomes imperative because as it claims Drucker (1999), this type of organization must learn to measure and evaluate performance particularly around its mission. Thus, in any organization the human factor is essential in nonprofits, it becomes decisive for evaluate performance. However first of all, organizations need to evaluate where they "are", to plan the next path. In this context, models of maturity levels could serve as a tool for assessing the stage of development of an organization in relation to a particular organizational interest. Thus, the organizational interest of this work was first to propose five dimensions of OL of NPOs, in particular, the associations, the Shop Manager Chamber (CDL's), which were: (1) Climate for Questions, (2) Decision Making, (3) Training Programs (4), Compromise and Performance, and (5) Organizational Memory. After such dimensions were associated with the maturity levels recommended by proposing a maturity model, based on structural criteria used in the CMM (Capability Maturity Model) to assess maturity. This caused the creation of a research instrument, with 27 (twenty-seven) closed type questions, which was applied by means of a survey, a group of 41 (forty-one) CDL's acting on the Rio Grande do Sul. As a result it was obtained an overview of the state of RS, identifying as CDL's consider aspects of OL within the categories defined in this research study. Also was identified the degree of importance given to each dimension and category. Thus, considering the association with the criteria proposed maturity levels, the study showed that the CDL's reach general average the level of 1.96 (at a maximum of 5.00) in the measured aspects of the OL. This degree, which is very close to the level called Controlled (2.00 to 2.99), but still belonging to the level considered Unpredictable (up to 1.99), shows that the CDL's signal to be in a process of start of use repeated practice, namely starting the use of procedures planned, executed and controlled in accordance with the criteria of the CMM and the proposed dimensions. The study also found that the proposed dimensions of the OL to measure, attained a high degree of importance, of 4.43 (for a maximum of 5.00), demonstrating the relevance of these dimensions given by CDL's.
Ndoni, Erebi Doreen. „International trade in oil and the World Trade Organization : towards the resolution of the producer-consumer dilemma“. Thesis, University of Dundee, 2016. https://discovery.dundee.ac.uk/en/studentTheses/b2bf5faf-92b7-4f08-8d27-325eadabfc92.
Der volle Inhalt der QuelleHavert, Mandy, und Wendy C. Doucette. „Be Your Own Mentor: Take Control of Your Professional Development“. Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/5357.
Der volle Inhalt der QuelleSiddiky, Shakera. „The corporate instigation of community-based organizations : analysis of two oil and gas companies in India“. Thesis, University of Nottingham, 2016. http://eprints.nottingham.ac.uk/38866/.
Der volle Inhalt der QuelleDarbonne, August J. „A Space of Their Own Color: Black Greek Letter Organizations at the University of New Orleans“. ScholarWorks@UNO, 2019. https://scholarworks.uno.edu/td/2602.
Der volle Inhalt der QuelleRouse, Michael John. „Oil sands and organizational cultures, strategy and stakeholder dynamics in an environmental public consultation process“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0025/NQ49536.pdf.
Der volle Inhalt der QuelleWarnett, Esther. „A reflective journey with a college leader managing change in her own organization by employing an action research approach“. Thesis, Open University, 2012. http://oro.open.ac.uk/49112/.
Der volle Inhalt der QuelleTorgauten, Arve Olaf Alvik. „Classifying and Defining Operational and Organizational Aspects of Barriers for the Offshore Oil and Gas Industry“. Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for produksjons- og kvalitetsteknikk, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-22337.
Der volle Inhalt der QuelleOzumba, Callistus Ifeanyichukwu. „Organizational performance improvement in an oil producing facility in Nigeria through operational excellence / Callistus Ifeanyichukwu Ozumba“. Thesis, North-West University, 2011. http://hdl.handle.net/10394/8403.
Der volle Inhalt der QuelleThesis (M.Ing. (Development and Management Engineering))--North-West University, Potchefstroom Campus, 2011
Putri, Autie Minati, und Hadla Mostafa Al. „Organizational Learning and Project Portfolio Success : An Empirical Study in a Multinational Oil and Gas Company“. Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-115224.
Der volle Inhalt der QuelleMnguni, A. Jabulane. „Internal communication at the national oil company of South Africa (PETROSA)“. Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95631.
Der volle Inhalt der QuelleThe assessment of internal communication at PetroSA was conducted with the view to obtaining guidance on how to improve communication within the organisation. The study looked at both upward and downward communication content and flow. A representative sample was selected from the core groups of highly-trained professional employees in Levels 2, 3 and 4 (of nine levels). Employees in this sample were asked to respond electronically to a questionnaire designed by the researcher with input from colleagues. The questionnaire had 60 statements in seven concept areas. The statements were wide enough to capture the most important aspects of internal communication. It used a Likert-type scale. Responses were averaged and the averages were tested by t-tests to see whether employees agreed or disagreed with the statements. The sample of employees could also respond if they wished to a qualitative question. Results were analysed, conclusions were drawn, and recommendations were made about ways the company can improve its internal communication. The timing of the study is important for the organisation as the company plans to grow by more than 30 000 employees after the building of a new refinery in Port Elizabeth. What became clear in the study was that much satisfactory downward communication is happening in the company through CEO road shows, the in-house Yiza Sithethe magazine and the daily newsletter PetroSA Today, but employees want more. They want more specific information on where the company is going as well as on its financial status. Despite some disengagement, they would like to be free to engage with management on issues without running a huge risk (more upward communication). They indicate strongly that management does not listen to their ideas and suggestions. They want more explanation for some of management’s decisions, more discussions over causes and prevention of breakdowns in production, and clearer ideas of how they fit into the larger company. Despite some lack of alignment with the company goals, they do want to work for the larger good. More efficient budgeting processes, clearer career paths, and better understanding of their capabilities by their own managers seem to be needed. The company management needs to deal with some mistrust by employees, and this will not be achieved overnight. Immediate actions include a communication management plan to achieve better alignment of its workforce, as well as communication skills development for its levels of managers. Communication keeps any organisation together. There is good potential for PetroSA to attain its vision to be a leading petrochemical company in Africa. But first, it has to improve its internal communication.
Ndunaka, Catherine Chioma. „Strategic choices on skill deficiencies in the oil and gas industry : evidence from an emerging economy“. Thesis, University of Aberdeen, 2018. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=239264.
Der volle Inhalt der QuelleHaugen, Leslie K. „Organizational exchange and competitive implications : the meanings and manifestations of partnerships in the oil and gas sector“. Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=36795.
Der volle Inhalt der QuelleTwo questions were advanced to examine the framework. The first investigated the relationships between a set of organizational characteristics and collaborative success; four propositions were developed to test this question. The second issue explored how organizations manage collaborative-competitive tensions in an environment characterized as fiercely competitive and marked by widespread collaborative arrangements.
Using a qualitative research methodology, thirty face-to-face interviews were conducted with executives and senior-level managers from twenty-three companies over an eight-month period; a questionnaire was also used to gather the more objective information. The sample included diversified energy, exploration and development, pipeline and oil and gas service companies. The majority of firms were located in the Houston, Texas area.
The most important implications of the study pertain to innovation and organizational change issues. Principal findings were that the ability to manage complex and multiple time frames was positively associated with an organization's level of collaborative capability, a construct that measured collaborative experience and expertise; organizational boundaries that are neither completely permeable nor fully defined were consistent with more successful collaborations; and the proposed direct relationship between collaborative capability and competitive advantage was only weakly supported. Further results indicate that three-fourths of the sample did not experience conflict between collaborative and competitive strategies, while those firms that noted tensions were confined to oil and gas service companies; and collaborative arrangements were motivated by three imperatives of capital intensity, competition and dependency, each of which led to distinct organizational outcomes.
Nestheide, Robert B. „State Responses to Energy Transitions: Great Power Navies and their Transition from Coal to Oil“. University of Cincinnati / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1470757740.
Der volle Inhalt der QuelleDeLozier, John. „Community College Grow Your Own Leadership: A Phenomenological Study of Employee Perceptions of Individual and Organizational Leadership Development“. Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3623.
Der volle Inhalt der QuelleALMEIDA, LADY CHRISTINA DE. „MAKING YOUR OWN WAY: PATHWAYS AND LEADING ROLES OF INTELLECTUALS/BLACK THE EXPERIENCE OF ORGANIZATIONS, GELEDÉS/SP AND CRIOLA/RJ“. PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2010. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=17333@1.
Der volle Inhalt der QuelleA presente dissertação tem como objetivo realizar um estudo sobre trajetórias e narrativas de algumas intelectuais/ativistas negras brasileiras, tendo como fio condutor duas organizações de mulheres negras no Brasil, Geledés, localizada em São Paulo e Criola, localizada no Rio de Janeiro. A pesquisa busca compreender os trajetos que essas mulheres trilharam, levando em consideração sua atuação política e sua produção de conhecimento; atentando para o processo de constituição das organizações de mulheres negras pesquisadas.
This dissertation aims to conduct a study on trajectories and narratives of some intellectual / black Brazilian activists, with the thread two black women s organizations in Brazil, Geledés, located in São Paulo and Criola, located in Rio de Janeiro. The research seeks to understand the paths they trod these women, taking into account its political and its production of knowledge, paying attention to the constitution of black women s organizations researched.
Ebrahimi, Seyed M. „Examining the impact of supply chain integration on organization structure and operational performance in oil and gas supply chains : a contingency approach“. Thesis, University of Sheffield, 2015. http://etheses.whiterose.ac.uk/10170/.
Der volle Inhalt der QuelleLarsen, Erin. „Rethinking Venezuela’s Relationship to Oil: A Proposal to Reform Petróleos de Venezuela, S.A (PDVSA)“. Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1425.
Der volle Inhalt der QuelleYahia, Abdusalam Faraj. „The effects of the fluctuations in oil prices on the performance of the Libyan economy“. Access electronically, 2008. http://ro.uow.edu.au/theses/95.
Der volle Inhalt der QuelleAmabipi, Abby Kalio. „Understanding Host Community Distrust and Violence Against Oil Companies in Nigeria“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1991.
Der volle Inhalt der QuelleQuresh, Faseeh, und Wipawee Uppatumwichian. „Information Technology and Organizational learning : The IT Role on OL at Accenture and ABB“. Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-770.
Der volle Inhalt der QuelleInformation technology (IT) is considered as a driving force in the development of organizations but earlier research has shown that technology is not enough to build, improve and increase organizational capabilities and performances. This means that organizational learning (OL) is an effective theory to capture and nourish knowledge in order to create knowledge driven competitive advantage. IT, however, plays a major role to create and share new knowledge to promote organizational learning. In today’s competitive environment it is an urgent requirement that organizations must develop and utilize IT based applications or systems to create a learning environment so that both employees and organizations can learn in an innovative ways, but the question remains how IT impacts OL in such a way that organizations can improve performances and capabilities complying with organization’s strategic goals.
This thesis deals with the use of IT in organizational learning at both levels; 1) learning at individual level to know that how individuals learn in an organization and how IT support learning at this stage and 2) learning at organizational level that focuses on how an organization learns and how IT affects it. The purpose of this study is to identify the relationship between IT and OL and describe the role of IT in promoting OL through the study of two selected companies, Accenture and ABB, employing the OL concept. To achieve the purpose of this study a qualitative approach has been used as it provides a thorough understanding about the role of IT in OL.
The analysis presents a thorough insight of organizational learning dividing it into learning at individual level which is based on the Nonaka and Takeuchi (1995)’s SECI model for knowledge conversion and learning at organizational level using the Huber (1991)’s learning processes to develop as well as facilitate the organizational learning. The role of IT is analyzed through the knowledge management strategies from Hansen et al. (1999).
The results show that information technology has an impact over organizational learning as IT facilitates OL at both the individual level and the organizational level in creating knowledge which ultimately enables organizations to improve capabilities and enhance performances to cope with change. Companies are using various IT application or tools to promote OL either through knowledge depository database, online training, staff rotation planning or various IT based communication channels. The use of knowledge management strategy and the role of IT on OL coincide with the strategic objective set by the company. Companies also use different combinations between tacit and explicit knowledge in respond to the strategic goal. Both tacit and explicit knowledge are always used in all companies but the mixture produces different results. It is the management that has to determine the right combination between them to create the maximum impact on OL. IT can be a tool help managing tacit and explicit knowledge but people are more important in the process of knowledge creation as it is individuals who possess the critical minds led to learning. It is important to realize a fact that organization will never learn if its people do not learn.
The work is of great interest to the parties involved in organizational learning using information technology.
Sayyah, Navid, und Amir Bahador Farzaneh. „Introducing a Set of Guidelines for Facilitating Movie-Script Writing, as a Tool for Transferring Knowledge inside Organizations“. Thesis, KTH, Skolan för informations- och kommunikationsteknik (ICT), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-117614.
Der volle Inhalt der QuelleBrito, Dolores Teixeira de. „Towards a public service motivation theory for Brazil“. reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/17547.
Der volle Inhalt der QuelleApproved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2016-11-11T13:15:35Z (GMT) No. of bitstreams: 1 Dissertation_Dolores_2016.pdf: 1510340 bytes, checksum: 812ca360631a36fc0b07ea8604353e10 (MD5)
Made available in DSpace on 2016-12-06T11:25:25Z (GMT). No. of bitstreams: 1 Dissertation_Dolores_2016.pdf: 1510340 bytes, checksum: 812ca360631a36fc0b07ea8604353e10 (MD5) Previous issue date: 2016-10-03
Although Public Service Motivation theory (PSM) has been widely studied since Perry’s 1996 seminal work, including studies in different countries, there are still gaps in the literature regarding the emergence of PSM (wright 2008), its implications for public-sector employees recruitment and intake process, and its potential effects on job performance, particularly in an emerging country such as Brazil. In order to study public service motivation in Brazil, and its evolution from recruitment through retention, we carried a quantitative and qualitative research in a Brazilian regulatory agency, the Brazilian National Agency of Petroleum, Natural Gas and Biofuels (ANP), a public sector organization, and in a hybrid organization, Petrobras, an oil and gas company, a previously state-owned enterprise. Although Petrobras has now opened its capital and the hiring regime differs from public sector organizations, its capital is still majoritarily in the hands of the state and the agency ethos is still predominantly a public sector one. Therefore, this paper explores how the PSM construct, as proposed by James Perry (1990), applies to the Brazilian reality and suggests new elements for a new construct for a Brazilian PSM concept. Indeed, the data collected bears evidence that PSM as initially proposed in the cited study is not relevant to determine public service recruitment and entry motivation in Brazil. Values such as mission are not the reasons why Brazilian employees feel attracted to the public service. Nevertheless, once in the job, retention of such employees might result of a socially developed motivation and belief in the values regarding the mission of public organizations. This study also shows that the conditions of entry, as well as the progression paths before and after the recruitment are unique and peculiar to the Brazilian public sector entry mode. This study used a two-folded methodological approach: first, the author applied a survey to employees in both organizations using Perry ́s proposed survey instrument to test whether the PSM construct applied to the Brazilian case. Second, in-depth semi-strucutured interviews were carried out with employees in both organizations in order to collect data about specific features of motivation. This paper then concludes that the PSM concept must be redefined for the Brazilian case and that public service motivation is socially constructed on the job. Finally, the findings show that there is a unique dynamic in the Brazilian public service: given how competitive public examinations are, before recruitment, employees go through several competitive exams, erratically. They initially apply to very competitive and highly paid positions and, if they do not pass, they apply to lesser and lesser competitive positions until they pass. This characterizes a downward selection process. Conversely, once they have passed the examination, they start to compete for jobs that are higher paid, in an upward progression mode. Chosen jobs are not necessarily along the same profession lines. However, during the upward progression within the public sector, motivation and identity with the public sector emerges.
Ahmad, Mohamad. „The WTO-EU Environmental Policies for the International Olive Oil Market and Trade Competitiveness“. Doctoral thesis, Universitätsbibliothek Chemnitz, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-131513.
Der volle Inhalt der QuelleAyoola, Olakunle Thomas. „Nigerian Oil and Gas Industry Content Development Act's Perceived Performance Impact“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3383.
Der volle Inhalt der QuelleBanyard, Spurgeon. „Central Mississippi teachers' perceptions of effective behaviors of principals trained using the Orientation for School Leaders Training Module (OSL)“. Diss., Mississippi State : Mississippi State University, 2007. http://library.msstate.edu/etd/show.asp?etd=etd-05292007-082536.
Der volle Inhalt der QuelleLittle, John L. „Patterns of change in strategic orientation: a study of the U.S. oil industry from 1967 to 1986“. Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54389.
Der volle Inhalt der QuellePh. D.
Abozed, Mohamad Mansor Omar. „The influence of work environment and organizational culture on motivation to transfer training : a case study of the Libyan oil industry“. Thesis, Liverpool John Moores University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.555686.
Der volle Inhalt der QuelleNeumann, Peter. „United Nations procurement regime : description and evaluation of the legal framework in the light of international standards and of findings of an inquiry into procurement for the Iraq oil for food programme /“. Frankfurt, M. ; Berlin Bern Bruxelles New York, NY Oxford Wien : Lang, 2008. http://d-nb.info/990602338/04.
Der volle Inhalt der QuelleChambers, Donald G. „Cultural Factors: Entrepreneurial Orientation or Not-Here Comes Innovation in Small to Medium Sized Enterprises“. Case Western Reserve University Doctor of Management / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=casedm1568628001000225.
Der volle Inhalt der QuelleHemmatdar, Hamed, und Alwan Said. „Exploring the Role of IS Strategy in the Development of IT Capabilities : An Investigation of an Oil and Gas Construction Company in Iran“. Thesis, Umeå universitet, Institutionen för informatik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-90250.
Der volle Inhalt der QuelleEllames, Lorraine. „Dementia care training for residential care workers : building residential care workers' own views into a conceptual model“. Thesis, University of Sussex, 2018. http://sro.sussex.ac.uk/id/eprint/76639/.
Der volle Inhalt der QuelleSchreiner, Charles. „Leadership in the context of organisational change with reference to Caltex Refinery's Project Zero-Zero-One“. Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50006.
Der volle Inhalt der QuelleENGLISH ABSTRACT: Business turnarounds usually involve drastic changes in an organisation. Change involves people and their emotions - positive and negative. Central to change stands a leadership team. Continuous change is a constant in the equation of competitiveness in today's economy. It is inevitable and definitely not an easy process, however, it becomes so much easier with the right people in the right positions together with a leader who mapped the route for the change vehicle. The right people do not need that much motivation to be inspired on the journey of implementing and sustaining change. This study concentrated mainly on the leadership skills observed during the change process at Callex Refinery, Cape Town. The author observed during the initiating and implementation stages of the change process that the leader did not build a coalition team, managers became less available and visible, face-to-face communication fell short of what was needed and a lack of feedback on performance resulted in mediocre performance. This resulted into lacklustre performances of the people. It is the responsibility of the leader to create a sense of urgency among his people. The leader continuously reminds his people where they are in relation to their vision; what is required to achieve the vision; how they will get there through trusting relationships, learning and development, teamwork and collaboration inside and outside the walls of the organisation. Great leaders create a climate of trust that is based on mutual respect and caring; the leader empowers his team in a caring environment. Mediocre results prevail in the absence of effective leadership. Effective leaders remind their people through communication why change is inevitable. They engage in dialogue, reflect, listen actively and lead by example whilst showing a sense of curiosity. Effective leaders grow new leaders. These leaders pay attention to what they will leave behind after they leave.
AFRIKAANSE OPSOMMING: Besigheidskentering gaan gewoonlik gepaard met drastiese veranderinge in 'n organisasie. Mense en hul emosies - positief of negatief - word gewoonlik by die veranderingsproses betrek. Midde in die verandering is 'n leierskapspan. Voortdurende verandering is 'n gegewe in vandag se mededingende ekonomie. Dit is onvermydelik en beslis nie 'n maklike proses nie, tog raak dlt makliker met die regte mense in die regte posisies saam met 'n leier wat die roetekaart opstel vir die veranderingstuig. Die regte mense het nie soveel motivering nodig om hul te inspireer op hul reis na die implementering en volhouing van verandering nie. Hierdie werkstuk konsentreer hoofsaaklik op die leierskap vermoë waargeneem gedurende die veranderingsproses by Caltex Raffinadery in Kaapstad. Die skrywer het gedurende die begin- en implementeringstadiums van die veranderingsproses opgelet dat die leier nie 'n koalisie span gebou het nie, bestuurders minder sigbaar geword het, van aangesig tot aangesig kommunikasie was nie wat dit moes wees nie en 'n gebrek aan terugvoer oor werkverrigting het uitgeloop op middelmatige werkverrigting. Dit het flou werkverrigting van werknemers tot gevolg gehad. Dit is die verantwoordelikheid van die leier om by sy mense 'n bewuswording van dringendheid te skep. Die leier moet voortdurend sy mense herinner aan waar hulle is in verhouding tot hul visie; wat verwag word om die visie te vol bring; hoe hulle daarby uit gaan kom deur vertrouensverhoudinge, leer en ontwikkeling, spanwerk en samewerking binne en buite die mure van die organisasie. Goeie leiers skep 'n klimaat van vertroue wat gebaseer is op respek en omgee: die leier bemagtig sy span in 'n sorgsame omgewing. Middelmatige resultate seëvier in die afwesigheid van effektiewe leierskap. Effektiewe leiers herinner mense deur kommunkiasie, hoekom verandering onvermydelik is. Hulle neem deel in tweesprake, reflekteer, luister aktief en lei deur hul voorbeeld terwyl hulle ook 'n mate van nuuskierigheid toon. Effektiewe leier kweek nuwe leiers. Hierdie leiers skenk aandag aan watter nalatenskap hulle gaan agterlaat as hulle self moet weggaan.
Wolch, Philip. „An examination of the effect of risk-taking as defined by the International Baccalaureate Organization (IBO) Primary Years Program (PYP) on students' active participation in their own academic learning /“. San Rafael, Calif. : Dominican University of California, 2002. http://www.ibo.org/.
Der volle Inhalt der QuelleDike, Jude C. „Climate change mitigation and OPEC economies“. Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/19443.
Der volle Inhalt der QuelleMurray, Delaney. „DAUGHTERS OF THE DIGITAL: A PORTRAIT OF FANDOM WOMEN IN THE CONTEMPORARY INTERNET AGE“. Ohio University Honors Tutorial College / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1587738612384951.
Der volle Inhalt der QuelleOladeinde, Olusegun Olurotimi. „Management and the dynamics of labour process: study of workplace relations in an oil refinery, Nigeria“. Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003087.
Der volle Inhalt der QuelleBerkowitz, Héloïse. „Les méta-organisations rendent-elles performatif le développement durable ? Stratégies collectives dans le secteur pétrolier“. Thesis, Université Paris-Saclay (ComUE), 2016. http://www.theses.fr/2016SACLX055/document.
Der volle Inhalt der QuelleDrawing on research in strategy and organization theory, this thesis focuses on the way an idea that was formulated by international instances as an imprecise doctrine – sustainable development, still managed to deeply change firms’ strategy, practices and even nature. This research uses the concept of performativity, i.e. the capacity of a theory to create the reality that it describes. However, all theories or doctrines do not necessarily succeed to perform behaviors and the thesis identifies three conditions of performativity. When the conditions are met, two performativity processes can occur, a framing and an overflowing process. Sustainable development can perform practices if it becomes operationalisable principles (first condition), if these principles are incorporated in devices at different levels, from meta-organizations to micro-local instruments in firms (second) and if these devices are efficient or irremediable (troisième). Among the studied devices, the accent was put on the role of meta-organizations, organizations which members are themselves organizations. The thesis constitutes the first empirical survey of this collective action device’s role in an industrial sector, the oil and gas. Using a comprehensive methodology, data collection consisted in 80 semi-structured interviews, constructing a database of about 100 meta-organizations and setting up an intervention-research device on the emerging issue of marine sound. The thesis highlights new forms, thematic and multi-stakeholder, that act like an inter-organizational negotiation space, as a strategic device for the legitimization of firms’ activities, and as a normalizing device participating to a distributed governance of business conduct and society. The thesis clarifies the concept of performativity by identifying its conditions of success and the two processes it can follow. The thesis also contributes to the literature on meta-organizations by showing its empirical diversity and by identifying types that we knew little about before. As such, the thesis has managerial implications for collective strategies of firms