Dissertations / Theses on the topic '150310 Organisation and Management Theory'
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1
Marshall, Amber. "Sensemaking in virtual settings: a practice based approach." Thesis, Business School, University of Queensland, 2016. https://eprints.qut.edu.au/130843/1/s41808469_phd_resubmission.pdf.
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Since the mainstream uptake of computers and the internet, our world has become
increasingly virtualised. Modern organisations are deeply reliant on virtual technologies to carry out
their business across time and distance. Indeed, virtual technologies are now implicated in almost
all organisational activities, from (virtual) meetings to (online) collaboration. Many scholars have
been drawn to investigate the new organisational phenomena that have resulted from the
virtualisation of our world, such a virtual learning, virtual leadership and virtual decision making.
My research, however, tackles a more fundamental question about how organising more generally
is accomplished in the virtual age. Namely, the research question is, “How does sensemaking, as the
basis of organising, take place in virtual settings?” To explain, sensemaking – a foundational
concept in Organisation Studies – underpins all organisational activities. Therefore understanding
how sensemaking takes place in virtual settings will necessarily illuminate how organising more
generally is accomplished virtually.
To date, how sensemaking takes place in virtual settings has hardly been studied. Further,
the studies that do exist impose Weick’s (1969, 1979, 1995) theory of sensemaking (which was
developed at a time pre-dating virtual technologies) on to the new context. As a result, existing
studies do not illuminate what is new, unique and interesting about how we make sense in virtual
settings. In this thesis I develop an alternative, practice-based conception of sensemaking (which
serves as the theoretical framework for the study) that sensitises me to previously overlooked but
critical concepts, namely materiality, embodiment and ongoing accomplishment. First, materiality
describes how things, which in virtual settings are often digital, are implicated in sensemaking.
Second, embodiment describes how physical bodies, and their digital representations in virtual
settings, are involved in accomplishment of activities. Finally, ongoing accomplishment describes
how sensemaking takes place in the flow of activities as they are carried out in the physical world,
the virtual world, or combination of both. This framework also enables me to position activities as
the unit of analysis for sensemaking. Taken together, this is a novel approach that reveals new
facets of the phenomenon of sensemaking in virtual settings.
This theoretical framework is applied in three different fieldsites (of varying levels of
virtuality) which are selected using a virtuality continuum developed within the thesis. These
fieldsites are Yammer (a social media platform), telepresence (a video-based collaboration
platform), and Second Life (a three-dimensional virtual world). The methodology is a hybrid
traditional-virtual ethnography in which data is collected through participant observation,
complemented by interviews. Empirical data are presented in the form of accounts that exemplify
the key activities of practitioners in each fieldsite. The analysis reveals how sensemaking is
enabled, constrained and altered owing to activities being carried out virtually (rather than in
traditional settings). Further, various unique features of sensemaking as it takes place in each
fieldsite are articulated, which become the subject of a cross-fieldsite comparison.
By overlaying the results from each fieldsite on to the virtuality continuum, the question of
how sensemaking takes place in virtual settings is answered in two ways. First, features of
sensemaking that are common across all fieldsites, and therefore levels of virtuality, are identified.
Second, I identify features of sensemaking that are specific to particular fieldsites and make
inferences about how sensemaking features change depending on the level of virtuality of the
setting. Some anomalies arising from this analysis are resolved by suggesting an alternative matrix
model of virtuality which has potential to be included in future research.
The findings culminate in articulation of a practice-based theoretical account of “virtual
sensemaking”. This virtual sensemaking is then compared to traditional sensemaking, further
illuminating the uniqueness of how sensemaking takes place in virtual settings. I then articulate
contributions to the fields of sensemaking and organising as follows. This is the first study to
articulate an account of sensemaking as it takes place specifically in virtual settings. Moreover, the
account of virtual sensemaking broadens our understanding of sensemaking generally by opening
up previously under-theorised aspects of how we accomplish (virtual) organisational activities.
Contributions to broader organising include reconsideration of how we define quintessential
organising activities, such as meetings. Practical implications pertain to creators, administrators and
users of virtual technologies who may use this knowledge of virtual sensemaking to inform more
effective and efficient design, implementation, management and application of virtual technologies
in organisations.
Finally, exciting avenues for future research are suggested, including opportunities to
reconceptualise the theoretical, empirical and analytical landscape for investigating organising in
the modern virtual age. Namely, we may let go of notions of organising that are rooted in traditional
settings and embrace new conceptions of virtual organising. Organising is no longer place-specific
or linear, nor does it require our physical presence or real-time participation. Instead, modern virtual
organising is a complex, multi-dimensional blending of the physical and virtual. As technologies
evolve and our activities become ever more integrated with them, understanding how we achieve
this blending will be paramount to progressing the field of Organisation Studies generally.
2
Cathcart, Abigail. "Directing Democracy : The Case of the John Lewis Partnership." Thesis, University of Leicester, 2009. https://eprints.qut.edu.au/44149/1/CathcartThesis.pdf.
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The John Lewis Partnership was founded in 1929 as an “experiment in industrial democracy” (Lewis, 1948). This thesis explores the meaning of democracy in the Partnership and examines the wider implications of the case. It argues that democracy in work should be viewed as something which is intrinsically valuable because of its connection to furthering justice, equality, freedom and the rights and interests of all workers.
The thesis makes three main contributions. Firstly, the production of a historically situated exploration of democratic participation in the John Lewis Partnership – the largest co-owned business in the UK. Secondly, an analysis of power relations in the organisation and an examination of the ways in which disciplinary power and regimes of truth both constrain democratic practice and offer the potential for resistance and challenge. Thirdly, the thesis challenges critics of the Partnership who have dismissed it as a form of “pseudo democracy” (Pateman, 1970: 73) and “suffocatingly paternalistic” (Ramsay, 1980: 52).
Despite the constant threat of degeneration and dilution of the value framework laid down by the founder, the Partnership’s continued commitment to democratic participation provides an important contribution to our understanding of co-ownership and democratically organised forms of work. The analysis shows that management have attempted to direct and define democracy in a highly constrained way, assigning it an instrumental purpose, and privileging the ‘business case’ for democratic engagement. However, the study emphasises that the meaning of democracy is heavily contested and fraught with contradictions and paradoxes. This creates a space in which understandings of equality, solidarity and democracy are debated by the 69,000 employees who are co-owners of the business.
3
Bilandzic, Ana. "New approaches to developing and commercialising IP from research in universities using open innovation." Thesis, Philipps-Universität Marburg, Germany, 2016. https://eprints.qut.edu.au/98400/1/thesis_ana.pdf.
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There has been increasing interest in open innovation in academic research as well as industry application since the concept was introduced in 2003. The concept got much attention because of its economic benefits and novel means for facilitating innovation. This thesis aims to adapt the concept of open innovation to the university environment, in order to foster innovation in the development process for intellectual property (IP) derived from academic research activities. It contributes to the literature on open innovation adapted to the university context, i.e. open collaboration on the development of intellectual property towards a commercial ready stage. In order to investigate the potential of open innovation in the university environment, a focus group was conducted. In addition, the business process of Quirky Inc. was analysed as an example to better understand how open innovation works in the business context. The results of the study’s data analyses inform new opportunities for interventions in universities towards fostering different approaches to IP development as research outcomes. Further, it reveals interventions that can promote open innovation approaches in the university’s context more generally.
4
Rossiter, P. G. "Organisational improvement through learning organisation theory." Thesis, University of Salford, 2007. http://usir.salford.ac.uk/2256/.
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A research study was conducted of the management theories and quality philosophies that have been expounded throughout the twentieth century. This study included the modem thinking for quality improvement and business excellence to include the modem concept of Learning Organisations. This research project was undertaken with the aim of producing a framework based on the culture of Learning Organisation Theory and including within it the external influences on such a culture. The framework consisted on a core of human values, divided into five areas that are deemed important to learning organisations. These were surrounded by the basic values of Trust, Honesty and Openness thus protecting the core from outside influence. Elements from traditional management systems theory provided the outer casing for the framework, these elements influencing the core for both good and bad. The contents of the framework were then studied in three organisations of differing background with a view to firmly establishing the elements and areas within the framework for validity in these three organisations. The common theme between all the organisations chosen was that they had all in the recent past been involved in major management and internal change. One study involved the development of a questionnaire and supporting matrices in order to identify the areas and elements of the framework, thus establishing their existence. Active research techniques were used in the other studies in order to establish both 'why' the elements are important and any interrelationship between the areas. As a result of these studies suggestions for modification to the framework were established in order to strengthen the thinking and these were encompassed in to the framework. Probably the most significant of these changes was the inclusion of 'Leadership' as being a major factor in the filtering of undesirable elements. The outcome from the research is that the aim was achieved and a framework was developed that, for the first time, was drawn up in such a way that the elements and areas can easily be recognised and an understanding of what they represent is clearly shown. The reasons as to why these elements are important are also established. This is regarded as an advancement in this field of study.
5
Dale, Karen. "Under the knife : embodiment and organisation theory." Thesis, University of Warwick, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.272499.
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6
Houchin, Kathleen. "Applying complexity theory to the strategic development of an organisation." Thesis, University of Glasgow, 2003. http://theses.gla.ac.uk/1811/.
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How useful is complexity theory for describing the strategic development of an organisation? I begin by using Whittington’s framework to give an overview of mainstream strategy literature. I highlight some of the shortcomings in current approaches to strategy and suggest that a new approach is needed. Complexity theory is offered as a new approach. I examine the complexity theory literature. I discuss rules based and connectionist approaches to complexity theory and the use of complexity theory concepts as metaphors. The complexity theory concepts of sensitivity to initial conditions, disequilibrium, positive and negative feedback and emergence of order are identified. Shortcomings in using the theory to describe a social system are then given. I examine the research paradigms open to researchers and conclude that to apply complexity theory to a social system, research within a phenomenological paradigm is required. I present an three and a half year ethnographic study of AYTAG, a public sector regulatory organisation. I use narrative to describe its development in terms of complexity theory concepts. The organisation set out to become flexible and flat structured, with multiskilled professionals and a strong centre to drive it forward. What emerged was an hierarchical organisation with powerful operational departments, a weak centre and a traditionally skilled workforce. AYTAG retained its primary role of regulator but failed to promote its influencing role. I found that order emerged at the boundary between the organisation’s legitimate and shadow systems. The underlying dynamic which led to the order that emerged was the need to reduce anxiety. I examine the usefulness of each complexity theory concept to our understanding of the development of AYTAG. I describe the difficulties involved in determining the exact nature of initial conditions in social systems and the need to consider disequilibrium as a social state rather than a particular action or event. In particular I highlight the use of the concept of feedback as an interesting avenue for studying organisations. I examine the nature of feedback processes at the level of organisation and at individual system level. I describe the interplay between them and its effect on the order emerging in AYTAG. I draw attention to some of the difficulties I found in applying complexity theory concepts to a social system, such establishing precise definitions of the different concepts.
7
Ludlow, Brian Alan. "Information systems strategy - theory and practice within a multi-divisional organisation." Thesis, Henley Business School, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.232937.
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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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Gilge, Steffen. "Die Universität als lernende Organisation?" Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2009. http://nbn-resolving.de/urn:nbn:de:bsz:14-ds-1240344451018-07164.
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Der anhaltende Misserfolg des politikgetriebenen Reformstakkatos verstärkt seit einer Dekade die Tendenz zu einem Reformmodus, der Universitäten höhere Autonomie zuspricht und auf deren Selbstorganisation gegen die teilweise dramatisch diskutierte Entfremdung von der Gesellschaft setzt. Mit Experimentierklauseln oder gar Hochschulfreiheitsgesetzen wird die Möglichkeit zur Selbstreferenz geschaffen – die Universität ist fortan für sich selbst verantwortlich. Diese Möglichkeit ist gleichwohl nur eine der notwendigen Bedingungen für erfolgreiche Selbstreferenz. Die Fähigkeit dazu liefert die „Entfesselung“ nicht. Dazu muss sich die Universität eingebettet in die sie umfassenden Zusammenhänge begreifen und mögliche Wechselwirkungen zwischen Organisation und Umwelt berücksichtigen können. Diesen voraussetzungsvollen Fall, dass eine Organisation die Auswirkungen ihrer Operationen auf ihre Umwelt sowie daraus entstehende Rückwirkungen auf sich selbst reflektiert, kann mit LUHMANN (1984, S.617) rationale Selbstreflexion genannt werden. Die Arbeit widmet sich dem Managementinstrument der Leitbildentwicklung und untersucht, wie es zur rationalen Selbstreflexion der Universität beitragen kann. Mit der Perspektive der Theorie sozialer Systeme werden drei Bedingungen herausgearbeitet, die im Prozess der Leitbildentwicklung zu berücksichtigen sind, um das orientierende und koordinierende Nutzenpotential dieses Managementinstruments zu entfaltenDue to the persisting failure of ever continuing reforms driven by politics a new mode of reform has been established during the last decade: Universities are granted higher autonomie with respect to decisionmaking aiming at strengthening their capability of self-organisation. With flexible clauses in new higher education laws the possibility for self-reference has been created - Universities are responsible for themselves. This possibility is nevertheless just one of the required conditions for sucessful self-reference. The second required condition, the ability for self-reference, is not fulfilled automatically by just "loosening the chains". In order to develop this ability Universities have to recognize themselves as embedded in a tight network of relationships and they have to be able to incorporate reciprocal effects between themselves and its environment into their decisionmaking. This case of an organisation being able to reflect on its impact on its environment as well as on the backlashes created by that, can be termed "rational reflexivity" with LUHMANN (1984, p.617). This paper adresses the management instrument of creating mission statements and analyses, how this instrument can contribute to the rational reflexivity of Universities. Using the theory of social systems three conditions are suggested that should be accounted for when aiming to unreveal the potential of the orienting and coordinating management instrument mission statements
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Watkins, M. S. "The internal stakeholder : management factors in the implementation of an environmental management system in a multi-site organisation." Thesis, University of Bath, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341174.
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Beadle, Ron. "'Goods, virtues, practices, institutions' : defending, applying and extending Alasdair MacIntyre's theory of organisation." Thesis, Northumbria University, 2008. http://nrl.northumbria.ac.uk/876/.
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This PHD by Published Work comprises single and jointly authored papers published between 2002 and 2008. These have sought to defend, apply and extend the work of moral philosopher Alasdair MacIntyre in the context of organisation theory and management studies (OT/MS). The specific contributions they have made are to provide the field of OT/MS with: 1. a thorough review of Maclntyre's thought on organisations and the literature that has used his thinking (publications 1,2,3,8) 2. defences of Maclntyre's position against misinterpretation in the literature (publications 2,3) 3. a rationale for and examples of empirical work that can be conducted within a Maclntyrean framework (publications 4,5,6) 4. an heuristic device through which to structure future work using a MacIntyrean framework (publication 7) An Introduction outlines the extant treatment of Macintyre's work within OT/MS in 2002 and identifies the contribution that the papers make within this context. The publications are considered in three broadly defined sections — defences of Maclntyre's work against misinterpretation, empirical applications of his 'goods — virtues — practices — institutions' framework and theoretical extensions to his work. The papers in these sections are briefly appraised in overviews of each. A Conclusion evaluates the contributions made by these papers and outlines their implications for the development of work in the future.
12
Marquez, Jose Manual Malave. "Systems, networks and structures : an essay on organisation theory as a strategy of representation." Thesis, Lancaster University, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.357258.
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Emberson, Michael. "The equity theory of motivation : an ethnographic case study of a voluntary sector organisation." Thesis, University of Kent, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.274310.
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Tomany, Anita. "Identification of the conditions required within an organisation for a talent management strategy to successfully be put in place." Thesis, Cranfield University, 2012. http://dspace.lib.cranfield.ac.uk/handle/1826/9928.
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Talent management has been viewed both as a relatively new phenomenon that can deliver competitive advantage and as the latest management fad that is nothing more than a sub-section of human resources. Much has been written on the subject, albeit predominantly by consultants, so there is little academic rigour on the subject. Moreover, the majority of the literature focused on highlighting the diminishing supply of talent and providing advice to practitioners around recruiting, retaining, developing and rewarding talent. This thesis reviewed the existing literature to provide a holistic view on talent management in order to add value both at the academic and practitioner level. It focussed on what conditions an organisation is advised to put in place in order to leverage the performance of talent and whether talent can have a significant impact on organisational performance. The secondary research suggested that talent could act as a lever for organisational performance. This was tested through primary research, from the organisational and individual perspective, and resulted in the identification of four conditions that impacted on the performance of talent. These conditions were grouped into a model, which was tested both by the case study organisations and by organisations that had not been involved in the research. The findings were used to adapt the model and this is offered for subsequent researchers to further develop in order to explore generalisability for all organisations.
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Dowse, Andrew Information Technology & Electrical Engineering Australian Defence Force Academy UNSW. "The diverse organisation : operational considerations for managing organisational information resources." Awarded by:University of New South Wales - Australian Defence Force Academy. School of Information Technology and Electrical Engineering, 2007. http://handle.unsw.edu.au/1959.4/38677.
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Sharing and exploitation of information resources across a diverse organisation can confer a significant competitive advantage but also can be a substantial challenge in coordinating across structural and specialisation boundaries. This challenge reflects the difficulties traditionally associated with lateral relations, which were recognised by classical organisational theorists but are more pronounced with the emergence of information as a critical resource. Notwithstanding the benefits of information sharing across the organisation, the classical concept of specialisation remains fundamental to organisational theory; thus there is potential for friction between requirements for specialisation and coordination. This research therefore examines information management arrangements to balance specialisation and coordination in a diverse organisation. The research takes advantage of organisational and systems theory literature to appreciate complex information management requirements in terms of differentiation/cohesion and integration/coupling of organisational elements. Information management???s business and technology perspectives define the conceptual framework, within which gaps in the literature are identified and become the focus of the research. The two key research areas are the opportunities enabled by technology for business integration through collaborative decision-making and the management of organisation-wide information technology infrastructure. Collaborative decision-making is an integrating mechanism that can provide balance between specialisation and coordination contingent upon the nature of decision tasks and their organisational context. Propositions associated with an adaptive approach to collaborative decision-making were tested in laboratory experiments, with positive support for the contingency model albeit constrained by individual cognitive variances. Organisations increasingly are adopting centralised approaches to the provision of IT services, with IT governance as an integrating mechanism and a need for multiple business-IT alignments to add value according to the differentiation required by organisational elements. Propositions relating to the adaptation of IT management arrangements based upon organisational characteristics were tested using a multi- iv -discipline approach, which resulted in support for the model although practical difficulties were experienced in the action research component. This research provides a framework for maintaining effective variety of information capabilities commensurate with the diverse organisation???s mission and environment, while also exploiting the synergies and economies of shared information resources for holistic benefits.
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Micheli, Pietro. "Drivers and purposes of performance measurement : an exploratory study in English local public sector services." Thesis, Cranfield University, 2007. http://hdl.handle.net/1826/4470.
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This dissertation focuses on the interactions between local public sector organisations
and institutions in the development of performance measurement (PM) targets and
indicators. The research is grounded in the performance measurement and management
literature and adopts a joint new institutional and resource dependence perspective.
Empirically, the research, which is qualitative and theory-building, consists of case
studies undertaken in local public sector organisations in England. The iterative
comparison of theory and data has enabled the investigation of a number of relevant
themes.
In the last decade, the British Government has placed great emphasis on the consistency
of objectives, targets and indicators from national to local levels with the aim of
enhancing performance, transparency and accountability, and of driving behavior.
However, this research shows that the influence of several organizations and the co-
existence of various PM initiatives generate confusion and overlaps locally. Moreover,
in the cases considered the unmanageable number of indicators and the lack of clarity
regarding the drivers and purposes of PM have led to confused massages and counter-
productive approaches to the measurement and management of performance.
From a theoretical view-point, the favourable comments expressed by interviewees regarding the current PM regime contrast with critics of New Public Management.
Furthermore, legitimacy-seeking and efficiency-enhancing rationals have emerged as
intertwined and loosely coupled. This is in opposition to what is maintained by early
new institutional theorists. In line with resource dependence theory, PM systems were
found to be significant components of power systems in organisations.
Through the examination of the roles of PM and the investigation of relevant concepts
such as 'golden thread' and performance culture, this research aims to make an impact
on policy-making and to improve the ways in which targets and indicators are set and
used, hence having a positive effect on the services delivered.
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Ja'bari, Nasser Wahid. "The viable system model (VSM) and organisation theory : a complementary approach to the case of a pharmaceutical manufacturer." Thesis, University of Hull, 1995. http://hydra.hull.ac.uk/resources/hull:3959.
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The primary purpose of this research is to explore the relationships between Beer's viable system model (VSM) and mainstream functionalist organisation theory.The latter is taken to include the classical, behavioural and systems models of organisation. For completeness, we also consider organisation theory situated in the interpretive, radical humanist and radical structuralist paradigms of Burrell and Morgan's (1979) sociological grid. Models of mainstream organisation theory have been used extensively by organisation theorists in the structuring of organisations and the design of information systems. Little interest, however, has been paid by organisation theorists to Beer's VSM, which is also used by cyberneticians to structure organisations and design information systems. The problem is that both camps have developed in isolation from one another. Theorists in each camp advocate their own stance regardless what the other might have to offer to their thinking. This situation is a result of a gap between the two camps owing to lack of dialogue between them. The aim of this thesis is to attempt to bridge the gap between the two camps. It is the author's firm belief that this is best done by adopting a complementary approach to pinpoint domains of support each camp may offer to the other. The outcome of this approach is an enhanced model of organisation. Part One of the research begins by introducing the science of cybernetics. Its history, tools, techniques and concepts are then put in place. Building on cybernetic tools and techniques, Beer developed a model of any viable system. Beer's VSM is presented in Chapter 2. Part Two of the thesis is totally devoted to organisational theory. First, we take up models of the functionalist mainstream organisation theory. The approach adopted is first to elaborate on each model, then to contrast each with the VSM. Attention is then directed to organisation theory located in the alternative paradigms, that is, the interpretive, radical humanist and radical structuralist paradigms, respectively. Again, theory of organisation within the above mentioned paradigms is contrasted with the VSM. We mark the end of Part Two by presenting an enhanced model of organisation. This model is the outcome of the comparison which took place between the functionalist organisation theory and the VSM. The argument is that the likelihood of the classical model providing support to the VSM is slim. In fact, the former stands to gain much from the VSM, particularly from the notion of recursive structures which explains how control and communication systems must be designed and organised. The behavioural model, which takes the informal aspects of organisation as its core, appears to be a useful adjunct to the VSM, which concentrates primarily on the formal organisation. Again, the behavioural model stands to gain much from the insights offered by the VSM. At least, the view of openness to the environment would surely give the behavioural model a boost in the right direction. However, we focus our interest on the systems model of organisation, specifically, the notion of semiautonomous work groups encapsulated in the sociotechnical systems approach. By incorporating this notion into the VSM we can, it is hoped, enhance the VSM. Once again, the insights of the VSM, especially that of recursivity of its structure, is of immense significance. In Part Three, the enhanced model is put to the test. This is done by applying it to an existing pharmaceutical manufacturer. The model proves to be not only practical, but also powerful in highlighting domains requiring attention if the effectiveness and efficiency of the organisation in concern is to improve, which the VSM, on its own, cannot provide.
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Johnson, Craig L. "Standing on the Toes of Giants: Social Movement Theory and the Case of the Learning Organisation." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5143.
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The thesis examines two interrelated topics; the perception of management theory in general, and the efficacy of the learning organisation in particular. The purpose of this thesis, therefore, is to compare the rhetoric espoused in the learning organisation literature with a survey of senior managers in large, commercial organisations.
The results revealed a positive disposition towards business and management theory in general. The survey also demonstrated that leadership is considered the most important variable in the success of a company. This is facilitated through the attraction and retention of the appropriate staff and creating sufficient space for them to operate. Learning is embedded by anticipating the future, learning from the past and enabling good communication. However, the latter is balanced through change management. This is derived through legitimate authority and a reliance on planning. Finally, a strategy of experimentation is balanced by challenging industry rules. Themes involving politics, corporate alignment and corporate longevity were found to have relatively little convergent validity. The third section of the questionnaire reveals a positive disposition towards the learning organisation.
The contribution of this thesis is in three areas. First, it is the only work to evaluate the anti-guru school. Second is the development of a syncretic model of learning organisation concept using structural equation modelling. Finally, it explains and examines the largely misunderstood concept of management fashions.
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Gardiner, Penelope Ann. "The application of learning organisation theory to the management of change : with reference to the engineering sector." Thesis, University of Plymouth, 1998. http://hdl.handle.net/10026.1/2639.
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Recent contributions to the literature on organisations have emphasised the need for constant adaptation to keep pace with the accelerating rate of environmental change. The learning organisation is proposed as one of the most effective means of achieving succesful adaptation through a central focus on learning. This thesis examines the development of the .ideas which have led to the concept of the learning organisation and the application of this concept to the management of change. A number of reasons are proposed for the current adoption of learning organisation theory, these include the restructuring and downsizing of organisations, new Human Resource Management practices, improved understanding of learning and systems thinking. Organisational change is examined in relation to learning and a number of models of change management are considered. Different approaches to the evaluation of change are also discussed and some examples outlined. Some of the elements which comprise a learning organisation are described and the relationships between these indicated. The project aimed to apply learning organisation theory to the management of change by studying firms which were intending to become learning organisations. A generic model was constructed and used to form the basis of a specially designed diagnostic instrument for the measurement of learning organisation characteristics. This took the form of a questionnaire called the Learning Organisation Research Inventory (LORI). Data were collected from two large organisations in the engineering sector via administration of the questionnaire and interviews with employees. Analysis of the quantitative data was based on nine conceptual categories derived from the literature. Factor analysis was carried out on the second data set but this failed to provide a satisfactory classification. It was proposed that further factor analysis be conducted on a larger sample. The results of the study indicated that the generic model was probably inappropriate; there were factors specific to the engineering sector and to these particular companies which probably influenced the success of learning initiatives and indicated the need for a sector-specific model. Neither organisation could be said to be a learning organisation and it did not prove possible to identify the components of such organisations. However, the lack of certain characteristics in these organisations appeared to have acted as barriers to learning. It was proposed that a learning orientation might be a more useful perspective than a learning organisation and may perhaps be easier to achieve. A new model of a learning orientation was developed from the research; it is suggested that, subject to further testing, this might form the basis for future studies of this type.
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Johnson, Craig Laurence. "Standing on the toes of giants : social movement theory and the case of the learning organisation." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5143.
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The thesis examines two interrelated topics; the perception of management theory in general, and the efficacy of the learning organisation in particular. The purpose of this thesis, therefore, is to compare the rhetoric espoused in the learning organisation literature with a survey of senior managers in large, commercial organisations. The results revealed a positive disposition towards business and management theory in general. The survey also demonstrated that leadership is considered the most important variable in the success of a company. This is facilitated through the attraction and retention of the appropriate staff and creating sufficient space for them to operate. Learning is embedded by anticipating the future, learning from the past and enabling good communication. However, the latter is balanced through change management. This is derived through legitimate authority and a reliance on planning. Finally, a strategy of experimentation is balanced by challenging industry rules. Themes involving politics, corporate alignment and corporate longevity were found to have relatively little convergent validity. The third section of the questionnaire reveals a positive disposition towards the learning organisation. The contribution of this thesis is in three areas. First, it is the only work to evaluate the anti-guru school. Second is the development of a syncretic model of learning organisation concept using structural equation modelling. Finally, it explains and examines the largely misunderstood concept of management fashions.
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servati, mohsen. "game of change; a game theoretic approach to organizational change management." Thesis, Jönköping University, JTH, Industrial Engineering and Management, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-12707.
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Organizational change and game theory were separately investigated over time. Due to lack of scientific research on the relationships of those two fields of knowledge, an investigation of the game theoretic applications in managing change was performed in this research. Game theoretic applications were structured concerning the analytical use of game theory, strategic formulation with game theory and equilibrium analysis. By a qualitative flexible research method, main problematic areas of organizational change were identified with suitable game theoretic applications. Those problem areas are: making cooperation and coalition in change, group dynamic difficulties and the problem of incentive rewards. In each problem area, game theoretic solutions were discussed to help managers to make better decisions. Four mechanisms were inferred to support the game theoretic analysis of change management problems. Those mechanisms are: sub games, practical games, specific modeling and behavioral studies of games. Finally, an instructional framework was developed to conclude findings and illuminate the game theoretic approach in organizational change.
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Disley, Amy, and Sandra Örmander. "Från individ till kollektiv och en lärande organisation : En empirisk studie om kunskapshantering." Thesis, Linnéuniversitetet, Institutionen för pedagogik (PED), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-39280.
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Studien har tagit sin utgångspunkt i det kunskapsintensiva arbetslivet där individen ses som kunskapsbärare. Det blir avgörande för organisationen att ta tillvara på denna kunskap och således ställs kunskapshantering centralt för studien. Syftet har varit att undersöka hur chefer upplever och uttrycker hur individburen kunskap kan komma organisationen till gagn. För kunskapsöverföring, mellan individ och organisation, har forskning betonat vikten av ett kollektivt lärande. Studien utgår därför från ett socialt perspektiv på lärande. Med hjälp av en kvalitativ strategi med semistrukturerade intervjuer inhämtades empirin. Sedermera problematiserades och analyserades resultatet utifrån Wengers teori om praktik-gemenskapen och Alvesson och Kärremans modell för kunskaps-hantering. Slutsatser som kunnat göras är bland annat att social interaktion och gemenskap är avgörande för en lärande organisation, dock kan inte praktikgemenskapen tillskrivas mening som ett managementverktyg. Teorin kan däremot anammas som förhållningssätt för cheferna i att uppmärksamma olika slags gemenskaper och deras potential till kunskapsutveckling för hela organisationen.
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MacKillop, Eleanor. "Understanding discourses of organisation, change and leadership : an English local government case study." Thesis, De Montfort University, 2014. http://hdl.handle.net/2086/10879.
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Change is a timely issue across organisations, particularly since the start of the economic crisis, and especially within English local government. Yet, this question remains dominated by macro and micro explanatory models which tend to exclude conflict, mess and power in favour of enumerating universalistic steps or leadership factors for successful change. This thesis problematises this literature, drawing on Laclau and Mouffe’s (1985) political discourse theory and its mobilisation by critical management studies of organisational change. Three avenues are identified to further this literature. First, the organisation is analysed as an ongoing and fragile hegemonic project in which spaces are defined and consent must be constantly renewed. Second, the organisation is recast as a discursively constituted ‘site’ within a flat ontology, where change is not the result of some ‘bigger’ phenomena such as neo-liberalism or austerity, but instead is the product of situated articulations, disparate demands being mobilised as threats or opportunities requiring change. Finally, a third proposition articulates leadership in organisations as a set of multiple and changing practices, pragmatically deployed by organisational players. In exploring those avenues, a five-step ‘logics of critical explanation’ approach is deployed, characterising organisational change practices according to social (rules and norms), political (inclusions and exclusions), and fantasmatic (fears and hopes) logics (Glynos and Howarth, 2007). A nine month case study of an English County Council and its local strategic partnership’s organisational change project, Integrated Commissioning 2012 (IC 2012), is analysed to problematise the emergence, transformation and failure of practices of change in organisations. Rather than a set of factors or top-down causes and effects, this research demonstrates how change, organisations and leadership are best explained as discursive constructions, where a set of conditions drawn from a given site must be problematised. This research contributes to critical explanations of organisational change politics in three ways. First, by developing the concept of hegemony and hegemonic spaces, this thesis evidences how organisations and change are the result of ongoing struggles, consent being notably gathered by the constant refuelling of the fantasmatic appeal of change. Second, framing the organisation as a site generates a more complex, situated and dynamic understanding of the mobilisation of disparate demands within change discourses. Third, by considering leadership as a set of changing discursive practices and developing four situated dimensions of leadership in the case study, this research adds to critical leadership studies and discursive discussions of the role of individuals in organisational politics.
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Ndoulou, Anissa Ockenga. "The role of enterprise resource planning in entrenching business processes in a selected organisation in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2822.
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Thesis (MTech (Business Information Systems))--Cape Peninsula University of Technology, 2019.The main objective of research is to determine how business processes influenced by corporate strategy can be entrenched in an organisation. Organisations rely on business processes to deliver product and services to customers and meet organisational goals. Several process weaknesses prevail in organisations and impede process performance. Organisations merely focus on technical aspects of the transformation to address efficiency and effectiveness in business processes and tend to ignore the social elements attached to the transformation which bring considerable changes in the employees working environment. Human attitude and behaviour can thus impede process change and entrenchment. As a result, the change endeavour fails, and processes are not entrenched. The study thus gave due consideration to the socio-technical elements because process relies on human intervention to progress at some points. The study aimed to understand and interpret how business processes can be entrenched in an organisation and used a selected organisation in the Western Cape, Cape Town as a case study. To address the main research objective three subordinated objectives were developed and a main research question and three sub-research questions were investigated. Given the human element involved in the process transformation, the phenomenon is a socially constructed reality that can be understood and interpreted using a social theory. Actor Network Theory (ANT) was used as a lens through which to understand and interpret the factors influencing the entrenchment of business processes. It is argued that enterprise resource planning (ERP) influences both technical and non-technical factors involved in process entrenchment and that entrenchment emanates from the alignment of interests of social, process and technology actors. An interpretative paradigm applies to the study where qualitative philosophy was followed together with the underpinning theory. The theory and review of literature were used to develop semi-structured interview schedules to collect opinions from participants. The research participants included twenty-one managers at senior, middle and lower level positions from the Finance, HR and IST departments of the studied organisation. Ethical considerations applied to this research relate to the data collection process and the disclosure of the research findings. Data collection was approved by the institution under study to ensure confidentiality and non-violation of organisation policies. In addition, interview questions were reviewed by senior managers to ensure that the information obtained would not hurt the reputation of the organisation. The research findings revealed that actors need to be transformed and supported to accommodate the change and that the principles of ERP can be implemented as a strategy to lead the process transformation and entrenchment. The research generated a general framework to guide the use of technical and non-technical factors to influence process entrenchment. As such, recommendations are made to actors of process transformation to ensure entrenchment.
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Braun, Stanley. "Systemisches Change Management." Universitätsbibliothek Chemnitz, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-197886.
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Wertewandel ist ein bestimmender Faktor unserer Generation. Er durchdringt alle Bereiche des sozialen Miteinanders und macht auch vor den Subsystemen unserer Gesellschaft nicht halt. Der Wertewandel in den funktionellen Subsystemen der Wirtschaft ging dabei stets mit dem Begriff der Organisationsentwicklung einher. Diese ist jedoch nur in der Lage Teilaspekte des Wandels abzudecken, für eine ganzheitliche Betrachtung mangelte es bisher an einer theoretischen Unterstützung. Dieser Beitrag rückt daher das systemische Change Management in das Zentrum der Betrachtung. Neben seiner integrativen Ausrichtung zeichnet es sich vor allem durch eine normative Fundierung aus. Es soll anhand eines konkreten Beispiels aufzeigt werden, wie das systemische Change Management strukturiert ist und welche Wirkungsmechanismen es in einem organisationalen Wandlungsprozess entwickeln kann.
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McDonald, William James Charles. "The ideology of managers in the management of employees in small and medium sized enterprises in Australia." University of Southern Queensland, Faculty of Business, 2005. http://eprints.usq.edu.au/archive/00001470/.
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Alan Fox's unitarist ideology provided a useful categorisation of managerial perspectives on managing employees and the nature of organisation. However, it was an intuitive framework, developed as part of a reformist argument for a pluralist system of industrial relations. It was not based on a systematic, empirical study of managers and, while applied to research, there has been little testing of the construct. The primary research question addressed in this thesis is whether managers in contemporary SMEs exhibit unitarist characteristics. A number of subsidiary questions follow. The first set explores managers' attitudes towards managerial prerogative, conflict, collective workplace relations and trade unions. Analysis of the data produced 11 unitarist dimensions. The second addresses whether organisational and personal characteristics and managers' perceptions of the limitations on management are significant for SME managers' ideological frameworks. The third identifies whether consultative, participative and collective practices are employed in work organisations. The definition of managerial ideology, including both managers' beliefs and values and also their workplace behaviour and practices, led to testing the relationship between the unitarist dimensions and managerial practice, and managers' satisfaction with employees. Finally, the thesis investigated whether there were any significant links between managerial practices and managers' satisfaction with employee performance. The methodology included a mail survey of SME managers in Eastern Australia with 206 respondents, and an interview programme of 20 SME managers in Brisbane, Queensland. The significant findings of this research are, first, that consultative or participative managerial practices do not necessarily reflect a pluralist ideology or orientation. SME managers limit the scope of decisions for involving employees, and usually shopfloor employees, utilising practices that do not compromise managerial power or managerial prerogative. Second, organisational and personal characteristics are relatively unimportant contextual variables in management behaviour in SMEs, unless it was described as a family business. Third, this thesis provides an alternative to the conclusions of some industrial relations scholars that managers employ a mix of unitarist and pluralist strategies. The adoption of apparently pluralist management practices in consultation and employee participation are revealed in this research as being predominantly non-threatening to managerial prerogative and organisational power structures in workplaces in terms of who is involved or excluded, and about what matters employees are consulted or involved. The overall results of managers' attitudes to collective workplace arrangements and trade unions confirm a general unitarist orientation in Australian SMEs. Fourth, the evidence does not suggest any clear binding of values and beliefs with managerial behaviour. Underpinning normative perspectives on management is an underlying commitment to protecting managers' power in the work organisation. It is this fundamental political commitment that both guides and constrains strategic choice in managing employees in SMEs. Unitarist ideology is thus central to the norms of management, and goes to the core of managerial prerogative. Finally, the results indicated that SME managers in the study usually did not demonstrate strong attachments to their views on the issues presented to them.
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Axelsson, Joakim. "”Just nu är biblioteken inte en mötesplats” : Organisation och digital omställning vid biblioteken i Malmö." Thesis, Uppsala universitet, Institutionen för ABM, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-447707.
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This study examines the impact of covid-19 at the public libraries in Malmö (BiM) during 2020. Its purpose is (1) to investigate the strains BiM was facing during the pandemic, and (2) to contribute to the knowledge about which prerequisites that are needed in order to adapt to, pursue and eventually develop digital activities at public libraries. The research questions designed to fulfill this are: which organizational prerequisites were there in order to handle the situation that occurred with the pandemic? How has digital technology (digitalization or digital transformation) been used to pursue public librarianship? Are there prerequisites to maintain strategies that developed during the digital adaptation following the pandemic? A qualitative analysis of mail conversations and news letters relating to the situation, sent internally at BiM during the designated time span, was carried out as an initial step. To deepen the study, six interviews took place with individuals with different professions at BiM. Five of those were members of the management group, one had special knowledge of the so called “digital hub”. The analysis utilizes primarily organizational theory and secondary institutional theory as theoretical frameworks. More specifically theories about organizational inertia, organizational agility, mimetic isomorphy and elasticity. Organizational theory is used mainly to see how fast BiM was able to respond to the crisis, and to what extent the changes made, with digital and digital transformation in mind, can persist after the crisis. Institutional theory is used mainly to view BiM in a larger, institutional field. The main findings of the study show that BiM had sufficient prerequisites to handle the initial situation reasonably well. Digital maturity was already developed to an acceptable level. Initial anxiety, however, led to widespread sick leaves, and a reactive phase. One major reason to the anxiety was insufficient crisis plans. The utilization of risk and impact assessments covered up for this, and as anxiety decreased more proactive and agile adjustments started emerging. Digitalization played a major part in this, and was used as well internally, as externally. Internally primarily through communication and meetings. Externally through communication, but also through digital substitutes to regular activities such as book circles. The so called “digital hub” was instrumental to maintain functioning library services. This is a two years master’s thesis in Library and Information Science.
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Abbas, Zaidi Syed Rehan. "Leadership in public sector business process management initiatives: A developing country perspective." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/127069/1/Syed%20Rehan_Abbas%20Zaidi_Thesis.pdf.
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This research is an exploratory study of leadership in business process management. It examines the notion of effective leadership and its complexity dynamics in the socio-technological context of public sector business process improvement initiatives. The study explains how the nature of leadership is shaped by multi-actor interactions and shifts from formal positions of authority to self-organising units. The study theorises two interchangeable roles of Visible-Catalyst and Invisible-Enabler to balance the leadership interventions with complexity dynamics. The combination of the two roles result in effective development and adoption of process-centric thinking in organisations leading to sustainable management of business process transformations.
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Green, Miriam. "What counts as knowledge? : parameters of validity for the meaning and representation of a contingency theory in the organisation and management accounting literature." Thesis, De Montfort University, 2013. http://hdl.handle.net/2086/9658.
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The main problem posed in this thesis is an epistemological one to do with what counts as knowledge in the organisation/management and management accounting areas of scholarship. This question arose regarding discrepancies between an original text, Burns and Stalker's The Management of Innovation (1961, 1966, 1994), and longstanding representations in the mainstream literature. The discrepancies were between the largely objectivist representations focussing on the relationship between organisation structure and environmental contingency, while omitting subjectivist factors and organisational processes, also significant in Burns and Stalker's analysis. The analysis in this thesis is concerned with two main questions: the similarities and differences between The Management of Innovation and mainstream representations; and explanations for these, particularly for the differences. The analytical framework is critical realist theory underpinned by an Hegelian dialectical methodology, looking at phenomena from different perspectives with inconsistencies addressed by a more holistic analysis. This thesis is based on a non-linear, multi-angled approach, which examines each of the two questions from different perspectives through two dialectical circles. A detailed analysis of Burns and Stalker's work and mainstream representations enabled clarity regarding the different foci in the two sets of texts. The absenting of human factors and organisational processes in much mainstream scholarship was found to extend beyond representations of Burns and Stalker's work to orthodox scholarship more widely, despite strong and persistent critiques from within the field. The dialectical opposition constructed between objectivist and subjectivist factors was investigated further and linked to attitudes regarding the commensurability of different approaches in the social sciences, particularly in the organisation/management and management accounting fields. It is suggested that this opposition is based on a particular view of science and scientific method. A broader interpretation however shows that science is also influenced by researchers' subjectivities. This has led to an argument for the complementary, more holistic approaches already present in the field becoming more widespread in the interests of more sustainable and emancipatory knowledge.
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Zieschank, Olivier [Verfasser], Horst [Akademischer Betreuer] Brezinski, Horst [Gutachter] Brezinski, Michael [Gutachter] Fritsch, and Johannes [Gutachter] Stephan. "A study of young firm performance in France between 2006 and 2009 using the process theory of organisation / Olivier Zieschank ; Gutachter: Horst Brezinski, Michael Fritsch, Johannes Stephan ; Betreuer: Horst Brezinski." Freiberg : Technische Universität Bergakademie Freiberg, 2019. http://d-nb.info/1220636606/34.
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Brytting, Tomas. "Organizing in the small growing firm : a grounded theory approach." Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics [Ekonomiska forskningsinstitutet vid Handelshögsk.] (EFI), 1991. http://www.hhs.se/efi/summary/319.htm.
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Cook, John Stanley. "A cybernetic approach to land management issues." Thesis, Queensland University of Technology, 1994. https://eprints.qut.edu.au/36222/2/John_Cook_Thesis.pdf.
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This work is a digital version of a dissertation that was first submitted in partial fulfillment of the Degree of Doctor of Philosophy at the Queensland University of Technology (QUT) in March 1994. The work was concerned with problems of self-organisation and organisation ranging from local to global levels of hierarchy. It considers organisations as living entities from local to global things that a living entity – more particularly, an individual, a body corporate or a body politic - must know and do to maintain an existence – that is to remain viable – or to be sustainable. The term ‘land management’ as used in 1994 was later subsumed into a more general concept of ‘natural resource management’ and then merged with ideas about sustainable socioeconomic and sustainable ecological development.
The cybernetic approach contains many cognitive elements of human observation, language and learning that combine into production processes. The approach tends to highlight instances where systems (or organisations) can fail because they have very little chance of succeeding. Thus there are logical necessities as well as technical possibilities in designing, constructing, operating and maintaining production systems that function reliably over extended periods.
Chapter numbers and titles to the original thesis are as follows:
1. Land management as a problem of coping with complexity
2. Background theory in systems theory and cybernetic principles
3. Operationalisation of cybernetic principles in Beer’s Viable System Model
4. Issues in the design of viable cadastral surveying and mapping organisation
5. An analysis of the tendency for fragmentation in surveying and mapping organisation
6. Perambulating the boundaries of Sydney – a problem of social control under poor standards of literacy
7. Cybernetic principles in the process of legislation
8. Closer settlement policy and viability in agricultural production
9. Rate of return in leasing Crown lands
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Makarand, Tare, and tmakarand@swin edu au. "A future for human resources: A Specialised role in knowledge management." Swinburne University of Technology. School of Business, 2003. http://adt.lib.swin.edu.au./public/adt-VSWT20040311.093956.
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This thesis is broadly concerned with the future of the Human Resources function within organisations. The nature of these concerns is two-fold: first, how can Human Resources deal effectively with the challenges of organisational life today; second, how can Human Resources convince senior management that it is both relevant, and necessary, to the economic success of the enterprise, and so assure its future as an internal organisational function. This thesis posits that not only does an involvement in the knowledge management process hold considerable benefits for an organisation through a direct and positive influence on the �bottom-line�, but that such an involvement takes on a specialised set of aims and objectives within the human resource perspective that should not be ignored.
The argument is that Human Resources, with its own knowledge-awareness and overview of the structures, manpower, performance and reward systems, and training and development programs, is uniquely placed to be instrumental in creating the open, unselfish culture required to make a success of Knowledge Management, and secure its own future as a trusted and valued strategic partner, fully contributing to the enhancement of organisational performance, and ultimately, the organisation�s place in the world.
The thesis commences with an overview of how Human Resources has defined its role within organisations since the 1980s. The challenges and concerns of human resources professionals are discussed, and the opportunity for them to take the lead in developing the social networks that are vital to the capture and transfer of knowledge is foreshadowed. An examination of knowledge and knowledge management concepts and principles, and a discussion of the specialised aims and objectives that a knowledge management system can be argued to have within a human resources management perspective in the 21st century is discussed next. As learning from experience with the aim of improving business performance is one of the uses of knowledge management, a discussion of �learning� and the concepts of the �learning organisation� follows.
The chapters in the first part of the thesis contain the theoretical material concerning knowledge and knowledge management, learning and the Learning Organisation, and the argument that Human Resources is in a position to play a major role in moving the organisation's culture to one of value creation and valuable strategic decision-making capability, through its awareness of the concept of knowledge and its implementation of knowledge systems, policies, and practices.
The second part of the thesis is more empirically based, and reports the results of recent research by the author into the levels of awareness of the knowledge concept, and the degree to which knowledge management systems, policies, and practices are being implemented. The purpose of the study was to test a number of hypotheses about knowledge and knowledge management and the role of the Human Resources function vis-a-vis these issues. The results and their implications are subsequently discussed.
The thesis concludes with some reflections on the concepts of knowledge and learning, and the specialised role that the Human Resources professional can play in knowledge work.
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Dörry, Sabine. "Globale Wertschöpfungsketten im Tourismus : ohnmächtige Unternehmen in mächtiger Position? ; relationale Governance bei der Organisation deutscher Pauschalreisen nach Jordanien /." Berlin ; Münster : Lit, 2008. http://d-nb.info/992292123/04.
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Sköld, David. "Bakom den gröna lacken : Den estetiska ekonomins perverterande kärna." Doctoral thesis, KTH, Industriell ekonomi och organisation (Inst.), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4631.
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To better understand the forces propelling the excess which characterizes much of Western society and culture, management scholars increasingly appear to be addressing notions such as play and playfulness. Through a number of narratives, homing in on a do-it-yourself movement within the heavy trucks industry in which users are displaying a keen interest in aesthetic aspects of their work tools, this book attempts to further and complement such discussions. It does so by exploring the creative processes which seem to constitute a certain playfulness, a certain playful practice set on excessive decoration of heavy duty vehicles — a practice which, moreover, appears to be spreading aesthetic values more generally within this industry. From a psychoanalytical perspective, and emphasizing and examining the relationship between fantasy and desire, it argues that in order to understand the driving mechanisms at work in such processes, one has, however, to look beyond the idea of the playful as being something thoroughly harmonic or pleasurable. Drawing mainly on Slavoj Zizek’s readings of the French philosopher and psychoanalyst Jacques Lacan, it argues that we must instead look beyond the pleasure principle in order to understand why something always emerges, where nothing really seemed to be needed.QC 20100812
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Le, Roux Karle. "The relationship between corporate communication efforts, client communication satisfaction and –relationship satisfaction, and client economic contribution within a financial services organisation / K. le Roux." Thesis, North-West University, 2011. http://hdl.handle.net/10394/4856.
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After facing the economic recession, the South–African and global business sectors started
revaluating their human capital and the positions they represent within an organisation. Each
individual now had to prove that they contributed towards the organisation’s bottom line, as each
and every cent had to be counted and accounted for. Some functions within organisations could
easily prove their contribution towards the bottom line by providing production or sales outputs.
The public relations practitioners and the corporate communication efforts they offered, however,
faced a bleak future, as their contribution towards the tangible assets was very rarely recognised
(Kim, 2000:276).
The financial services sector however, in which an advisor’s contribution towards the
organisational bottom line is easily quantified, started to acknowledge the need for this sector to
improve upon its ‘softer’ intangible assets such as client communication and client relationships.
The sector believes that communication establishes relationships, and sound client relationships
is the only way to sell financial products and services, as people seldom entrust their life earnings
or financial dreams to strangers (Christiansen & DeVaney, 1998:7).
Public relations practitioners know how to use communication optimally in the quest for building
client relationships, and financial services need those skills in order to sell their products and
contribute towards the bottom line. These two functions could thus work together towards the
achievement of their goals - public relations to prove their bottom line contribution, and the
financial services sector towards improving client relationships.
These statements led to the general Research Question of this study: “What is the nature of the
relationship between (i) corporate communication efforts, (ii) client communication
satisfaction and (iii) client relationship satisfaction, and these concepts’ relationship to
(iv) client economic contribution, within a financial services organisation?”
This Research Question is answered from the systems theory as meta–theory with the support of
the strategic communication, excellence and relationship management theories, and Futurum
Financial Group (FFG) services as the financial services organisation for this study.
A qualitative and quantitative research approach was followed to establish the constructs, and the
relationships between the constructs.
The Financial Advisors and public relations practitioner in FFG have a good understanding of the
need for strategic communication efforts, and a relationship between their efforts and the client communication satisfaction and client relationship satisfaction could therefore be indicated. A
further relationship between the client communication satisfaction and client relationship
satisfaction and the client economic contribution was also established.
Recommendations to improve the situation within FFG included a better focus on database
administration, corporate communication consistency, Financial Advisor diligence, and providing
clients with more frequent updates regarding their financial situation. The greatest strengths were
client–advisor trust and corporate communication professionalism.
This study thus contributes to the argument that communication efforts add tangibly, by means of
client economic contribution, to the organisation’s bottom line, within the financial services
industry. The study furthermore provides some recommendations for the financial services
industry to improve their communication skills in order to build client relationships.Thesis (M.A. (Communication Studies))--North-West University, Potchefstroom Campus, 2011.
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Bazydlo, Nadia, and Sofia Wallin. "A lifebuoy that supports in deep water : A qualitative case study investigating how an external actor can support an organisation in crisis." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-324823.
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Problem Crisis management has never been as important as it is today. Considering that criticism is being spread in a fast pace through social media, the reputation of an organisation can quickly be damaged. Several organisations however lack internal knowledge about crisis management. The majority of the previous research about crisis management has been conducted from the organisations’ perspective. There is however relatively little research done from an external actor’s role in supporting an organisation in crisis. Purpose This study aims to contribute in the crisis management and communication field by investigating how an external actor can support an organisation in crisis. Method The study was conducted through a qualitative single case study of crisis management support provided to firms by one external actor, a PR-agency. Primary data for the case was collected from six semi-structured interviews. Conclusion External actors are a suitable helping hand in crises because they possess experience and knowledge in media and crisis communication and can view the situation objectively. Crisis consultants support their clients by providing a response strategy that is built on being honest and open. Proactive and post work are not prioritised by clients but are highly important for crisis preparedness and building a strong reputation. Social media is a standard part of today’s crisis communication but is also a demanding channel that creates incentives for hiring external support.
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Le, Du Laura. "Modéliser l'expansion des imaginaires en conception : dynamique des imaginaires, ingénierie de stimulation et nouvelles organisations de l'innovation." Thesis, Paris Sciences et Lettres (ComUE), 2017. http://www.theses.fr/2017PSLEM017/document.
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Il est largement établi que l’innovation industrielle doit tenir compte des imaginaires, qui peuvent provoquer des effets d’engouements ou de rejets. Aussi les concepteurs s’efforcent-ils aujourd’hui d’en tenir compte dans les processus de conception. Une première logique consiste à considérer qu’il existe un imaginaire stable, exogène, qui peut être modélisé ex-ante et qui vient conformer les produits et services à concevoir. Peut-on envisager une seconde logique qui ne ferait pas l’hypothèse de stabilité et éviterait ainsi d’imposer aux concepteurs, comme aux usagers, une forme de fixation et d’enfermement ? La thèse porte sur l’étude de cette seconde logique qui endogénéise les imaginaires pour prendre en compte leur faculté de renouvellement. Elle aborde trois questions : Comment rendre compte de la dynamique de transformation des imaginaires en relation avec l’objet technique innovant ? Quelle ingénierie de stimulation des imaginaires pour nourrir les processus d’innovation ? Et enfin, quels dispositifs de gestion et pilotage managérial pour supporter collectivement une stimulation des imaginaires dans un contexte industriel ?Le travail s’appuie à la fois sur un effort de modélisation et sur un ensemble d’études et d’expériences empiriques conduites dans le domaine de l’automobile. Il aboutit à trois principaux résultats. Premièrement, à partir d’un objet technique concret, le Twizy de Renault, la thèse propose des critères originaux pour caractériser la transformation des imaginaires, grâce à : l’hétérogénéité, le nombre, les tensions et la non-polarisation des imaginaires. Deuxièmement, la thèse propose un modèle théorique de l’expansion des imaginaires par un processus de conception, doté d’une structure de connaissances Lacanienne, redéfinies par l’approche de conception – celles du « réel », du « symbolique » et de « l’imaginaire ». Le modèle permet d’analyser des situations empiriques et de formuler des hypothèses d’actions managériales. Troisièmement, les expérimentations menées sur quatre dispositifs collaboratifs, enrichissent les hypothèses amenées par le modèle théorique. Les travaux montrent ainsi que la générativité des imaginaires proviennent moins de l’injection d’un imaginaire exogène que d’un effort de conception de l’individu mobilisant les substrats réels et symboliques. Il devient donc possible de faire évoluer les imaginaires par des dispositifs de stimulation et de pilotage spécifiques pour obtenir des processus d’innovation à forte générativitéIt is widely established that industrial innovation has to take into account imaginaries which could cause enthusiasme or rejection effects. That is why, nowadays designers consider them in their design processes. The traditionnal approach considers as stable as exogenous imaginaries, which could be shaped ex-ante and conformed new products and services to be designed. Could it be possible to plan a new approach, that would overpass the stability hypothesis, avoiding a kind of fixation and narrow-mindedness for designers or users ?The thesis focuses on this second approach, which endogenizes imaginaries by considering their renewal properties. It tackles three matters: how the transformation of imaginaries could account for the innovative technical object ? What an engineering system to stimulate imaginaries and feed innovation processes ? Lastly, what managerial actions to collectively support a stimulation of imaginaries, in an industrial context ?Thanks to the recent progress in design theory and empirical experiences led in the automotive industry, we could expand a modelisation effort. This work finds out three main results. Firstly, the thesis characterises the imaginaries dynamic transformation from a concrete and original technical object, by new criterias: heterogeneousness, number, tensions and non-polarity of imaginaries. Secondly, the thesis suggests a theoretical modelisation of the imaginaries expansion throughout a design process made of a knowledge structure with three logics hanging on together, based on the Lacanian approach and redefined by the design way: “real”, “symbolic” and “imaginary”. The thesis shows how to analyse empirical dynamics and set out managerial hypothesis in order to expand imaginaries. Thirdly, the experimentations led on four collective organisations of imaginaries, chosen for their complementarity, confirm, enrich and precise the hypothesis suggested by the theoretical model. It shows that the generativity of imaginaries is directly connected with their diversity and dynamism. Their transformation comes less from the injection of exogenous imaginaries than from a design effort combining with real, symbolic, and available substrates. Thanks to that, it is possible now to create an evolution on imaginaries through a stimulation organisation and a specific management to obtain strong generativity innovation processes
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Berthod, Mathias. "Strategic interactions in the management of fossil fuels : three essays on game theory in natural resource economics." Thesis, Paris 1, 2018. http://www.theses.fr/2018PA01E020.
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Dans le cadre de cette thèse, je m'intéresse à la gestion des combustibles fossiles (pétrole, gaz naturel, charbon) en présence d'interactions stratégiques entre différents types d'agents. Dans un premier temps, j'étudie sous quelles conditions deux firmes asymétriques, exploitant une ressource non renouvelable, peuvent s'entendre autour d'un accord de coopération et ainsi former un cartel. J'analyse en particulier l'ensemble des accords possibles ainsi que la possibilité que ceux-ci soient acceptés par toutes les parties prenantes. Dans un second temps, je m'intéresse plus spécifiquement à l'incitation des pays membres du cartel de l'Opep à surestimer ou sous-estimer leurs réserves de pétrole depuis l'instauration du système des quotas de production en 1982. Enfin, je caractérise la politique optimale d'un gouvernement en faveur du développement des technologies backstop au travers de subventions en R&D afin d'assurer la transition énergétique depuis des énergies fossiles polluantes à des énergies renouvelables non polluantes. Mais, je fais cette analyse dans le contexte où la production est contrôlée par une firme indépendante et lorsque le gouvernement ne peut pas implémenter une taxe sur les émissions. Un point commun de ces trois chapitres est la présence d'agents ayant des intérêts divergents. D'un point de vue méthodologique, j'utilise la théorie des jeux et, en particulier, les jeux différentiels dans les deux premiers chapitresThis dissertation provides an analysis of the management of fossil fuels (oil, gas, coal) in the presence of strategic interactions between different types of agents. First, I study under which conditions two asymmetric firms, extracting a nonrenewable resource, may agree upon a cooperative agreement and, thus, merge into a cartel. I analyse, in particular, the set of feasible agreements and the possibility that every players accept one of them. Second, I focus more specifically on the incentives for the Opec members to over-report or under-report their oil reserves since the set of production quotas in 1982. Third, I characterize the optimal policy of a government in favor of the developing of backstop technologies through R&D subsidies in order to ensure the ecological transition from polluting fossil fuels to non-polluting renewable energies. However, I conduct this analysis in the context where the supply is controlled by an independent firm and when the government cannot implement a Pigovian tax on emissions. A common theme of these different chapters is the presence of agents whose interests are contradictory. From a methodological point of view, I use game theory and, in particular, differential games in the two first chapters
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Amedegnato, Akakpo. "Les organisations secrètes criminelles et le management par la terreur : cas des réseaux de proxénétisme subsahariens." Thesis, Montpellier 3, 2014. http://www.theses.fr/2014MON30012/document.
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Une organisation, c'est avant tout des hommes et des moyens pour atteindre desobjectifs, et les réseaux subsahariens de proxénétisme ne dérogent pas à cette règle. Comme touteorganisation ils structurent et mobilisent des acteurs, mettent en place des stratégies pour arriver àleurs fins. En même temps la question de l'organisation suscite entre autre celle de l'environnementorganisationnel, car toute organisation vit et évolue dans un environnement donné avec lequel secréent des interactions. La problématique de la dynamique organisationnelle des réseauxsubsahariens de proxénétisme soulève celle de leur visibilité et de leur légitimité dans cetenvironnement, car ce sont des organisations criminelles, secrètes, et donc ne pouvant bénéficierd'aucune publicité. Pourtant, ces réseaux fonctionnent bel et bien, et les conséquences de leursactions sont bien perceptibles. Comment comprendre cette possibilité de fonctionnement dans detelles circonstances ? Il est certain que les jeunes femmes recrutées par les proxénètes subsaharienssubissent un management par la terreur. Cependant un élément déterminant laisse supposer que cesjeunes femmes vivent dans une peur qui va au-delà de la simple peur du proxénète : le phénomène« vaudou », propre aux réalités socioculturelles des sociétés subsahariennes. L'environnementinstitutionnel des réseaux subsahariens de proxénétisme inspirerait-il leur fonctionnement ? Cettethèse se propose d'apporter un éclairage sur le fonctionnement et les pratiques organisationnellesdes réseaux subsahariens de proxénétisme, à la lumière de la théorie du néo-institutionnalisme etcelle de la contingence. Ces deux théories mettent en évidence la relation d'influence possible entrel'environnement d'une organisation et son comportementAn organization, it is primarily men and means to achieve goals, and sub-Saharanpimping networks are no exception to this rule. Like any organization they structure and mobilizestakeholders, implement strategies to achieve their goals. At the same time the question of theorganization causes including that of the organizational environment as an organization exists andevolves in a given environment with which interactions are created. The problem of organizationaldynamics of sub-Saharan pimping networks, raises the question of their visibility and legitimacy inthis environment, because they are criminal, secret organizations and therefore not eligible for anyadvertising. However, these networks do work well and the consequences of their actions areperceived. How to understand the possibility of operating in such circumstances ? It's certain, thatyoung women recruited by sub-Saharian pimps undergo management by terror. A key elementsuggests that these women live in fear that goes beyond the simple fear of the pimp. It's the« voodoo », a phenomenon linked to the socio-cultural realities of sub-Saharan communities. Doesthe institutional environment of sub-Saharan pimping networks inspire their operation ? This thesisaims to shed light on organizational practices and the operation of sub-Saharan pimping networks,in the light of two theories : neo-institutionalism and contingency. Both theories emphasize therelationship with the environment that can affect an organization and its behavior
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Hamberg, Jennie. "Graden av måluppfyllelse vad gäller kriminalvårdens centrala målsättningar för vårdares arbetstillfredsställelse på kriminalvårdsanstalten Härnösand." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-8375.
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ABSTRACT Titel: Graden av måluppfyllelse vad gäller kriminalvårdens centrala målsättningar för vårdares arbetstillfredsställelse på kriminalvårdsanstalten Härnösand Nivå: C-uppsats i ämnet företagsekonomi Författare: Jennie Hamberg Handledare: Ernst Hollander Datum: 2011 - januari Syfte: Ett syfte med denna uppsats var att försöka ta reda på i vilken grad kriminalvårdarna på anstalten Härnösand kände arbetstillfredsställelse. Ett ytterligare huvudsyfte var att undersöka i vilken grad kriminalvårdens målsättningar angående kriminalvårdares arbetstillfredsställelse samstämde med hur kriminalvårdarna på anstalten Härnösand upplevde sin arbetstillfredsställelse. Metod: Jag har framförallt använt en kvalitativ metod, men även av en kvantitativ. Jag har gjort en semistrukturerad intervju med en kriminalvårdsinspektör, en deltagande observationsstudie och en vårdarenkät som hade både kvalitativa och kvantitativa inslag. Resultat & slutsats: Jag kom fram till att majoriteten av vårdarna på kriminalvårdsanstalten Härnösand hade en ganska låg arbetstillfredsställelse. Många faktorer bidrog till den minskade arbetstillfredsställelsen. En viktig omständighet var att många vårdare kände att de hade en låg grad av egenkontroll och inflytande över t.ex. sin arbetssituation och hur de ska utföra sina arbetsuppgifter. Ledarna hade också en, till stor del, negativ effekt på vårdarnas arbetstillfredsställelse. Ytterligare en ytterst viktig aspekt för vårdarnas arbetstillfredsställelse var ledarskapsprocessen, dvs. om relationen kriminalvårdsinspektör och vårdare var positivt. I vårdarnas enkätsvar antyddes det att flertalet vårdare tyckte att förhållandet mellan ledare och medarbetare inte var ändamålsenligt. De ansåg t.ex. att det fanns brister i förtroendet mellan vårdarna och kriminalvårdsinspektörerna. Vårdarna trodde även att ledningen var ointresserad av personalen och de ansåg att kriminalvårdsinspektörerna borde vara mer aktiva och stödjande. En aspekt som dock delvis påverkade vårdarnas arbetstillfredsställelse positivt var olika medarbetarfaktorer. Vårdarna var t.ex. överlag nöjda med sina kollegor. En negativ medarbetarfaktor var dock att vårdare överlag inte var tillfredsställda med sina arbetsuppgifter. Slutligen undersökte jag i vilken grad man på kriminalvårdsanstalten Härnösand hade lyckats uppfylla kriminalvårdens centrala målsättningar för en hög arbetstillfredsställelse hos vårdarna. På anstalten Härnösand hade ledningen misslyckats med att nå de flesta av de centrala målsättningarna och bristerna verkade framförallt bero på den dåliga relationen mellan kriminalvårdsinspektörerna och vårdarna, och på vårdarnas bristande egenkontroll. Förslag till fortsatt forskning: Ett område som inte kunde inkluderas i denna uppsats och som skulle lämpa sig för fortsatt forskning är hur man skulle kunna skapa mer nöjda medarbetare inom kriminalvårdens befintliga organisationsstruktur. Uppsatsens bidrag: Jag tror att denna uppsats kan bidra till ny kunskap genom att tydliggöra det komplexa nät av faktorer som påverkar människors arbetstillfredsställelse. Detta har jag försökt göra genom att använda mig av ett situationssynsätt. Nyckelord: Kontingensteori, arbetstillfredsställelse, kriminalvården, byråkratisk organisation, ledarstil, ledare, medarbetare.ABSTRACT Title: The Degree of Goal Fulfilment in the Swedish Correctional System Concerning the Central Objectives for Prison Guards’ Work Satisfaction at the Prison of Härnösand Level: Final Assignment for Bachelor Degree in Business Administration Author: Jennie Hamberg Supervisor: Ernst Hollander Date: 2011 - January Aim: An aim with this essay was to investigate to what degree the guards at the prison of Härnösand felt work satisfaction. Another aim was to investigate to what degree the Swedish Correctional System’s central objectives for prison guards’ work satisfaction were fulfilled at the prison of Härnösand. Method: I have used a qualitative method but also a quantitative method. I have made a semi-structured interview, an observation and prison guard questionnaire with both qualitative and quantitative elements. Result & Conclusions: In my essay I concluded that a majority of guards in Härnösand had a rather low degree of work satisfaction. Many factors contributed to this. One important factor was that many guards felt that they had little control over their own work situation and how they went about their job assignments. The leaders also had a negative effect on the guards’ job satisfaction. Another central element for high work satisfaction is the leadership process, i.e. that a functional relationship exists between the prison inspectors and the guards. Many guards said they felt that the relationship between leaders and followers was not satisfactory. They felt that there was a lack of trust between the inspectors and themselves. They also stated that they felt that the management was not interested in the staff and they also felt that the inspectors should be less passive and more supportive. One contributing factor to a more possive work satisfaction was the guards’ high satisfaction with the collegues. But a negative co-worker factor was the fact that the guards were not satisfied with their job assignments. I also concluded that the management at the prison of Härnösand had failed to fulfill the central objectives for prison guards’ work satisfaction. The failures could mostly be ascribed to the unsatisfactory relationship between the inspectors and the prison guards, but also to the guards’ low degree of control over their job situation. Suggestions for future research: An area for future research could be to investigate how to create more content workers within the current organizational structure of the Swedish correctional system. Contribution of the thesis: This essay may contribute to new knowledge by emphasizing the complex net of contributing factors which affects people’s degree of work satisfaction. I have tried to do this by using a contingency theory. Key words: Contingency theory, work satisfaction, the Swedish Correctional System, bureaucratic organization, management style, leader, follower.
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Gustafsson, Karl, and Riboe Alex Lund. "Eftermarknaden för byggprojekt inom kommersiella fastigheter : ett organisations- och relationsperspektiv." Thesis, KTH, Fastigheter och byggande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-231055.
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Inom de flesta industrier är konkurrensen hård, byggindustrin är inget undantag. Ett sätt att stå sig stark på marknaden är att finna andra konkurrensmedel än de traditionella: pris och kvalitet. Detta examensarbete syftar att undersöka eftermarknadens betydelse för entreprenadbolag och fastighetsägare. Examensarbetet är skrivet tillsammans med byggentreprenören Zengun vars avsikt är att förbättra sin hantering av eftermarknaden. Med hjälp av Zenguns beställare har studien genomförts explorativt med fokus på relationen mellan entreprenören och fastighetsägaren under tiden efter ett byggprojekts färdigställande. Intervjuer har genomförts med representanter från Stockholms fyra större fastighetsägare och representanter från två byggentreprenörer. Studien tar avstamp i teorier om servicemarknadsföring, kund-leverantörsrelationer och organisationsteori för att på ett akademiskt sätt analyseras och diskuteras genom empiriska data. Studien visar att eftermarknaden inom byggbranschen inte fungerar på ett tillfredställande och effektivt sätt. Det synsättet delas av representanter från både fastighetsägare och entreprenadbolag. Byggentreprenörer lägger ned lite tid och energi på eftermarknaden trots att det är eftermarknaden som utgör majoriteten av en byggnads livslängd. En anledning till det är svårigheterna för entreprenörer att se lönsamhet i investeringar på eftermarknaden. Eftermarknadsrelaterade arbeten uppfattas ske på bekostnad av produktionen av nya projekt, där produktionens framdrift prioriteras. För att lyckas på eftermarknaden är det viktigt att förstå vilka långsiktiga fördelar den kan ge. Med en separat organisation för eftermarknaden tar entreprenören bort intressekonflikten mellan produktion i projekt och eftermarknadsrelaterade arbeten. Den separata eftermarknadsorganisationen skapar förutsättningar för andra enheter hos entreprenadbolag att bli mer lönsamma. Dessutom uppstår en möjlighet att stärka relationen till fastighetsägaren och dess förvaltning vilket kan generera nya uppdrag. För att eftermarknadsorganisationen ska fungera krävs det att vissa faktorer, förutsättningar och risker tas i beaktande. Om hänsyn tas till detta och företag kan ändra sitt synsätt och organisation kring eftermarknaden kan den göras mer effektiv och värdeskapande för både byggentreprenadbolag och fastighetsägare.In most industries, competition is hard, the construction industry is no exception. One way of standing strong in the market is finding other means of competition than the traditional: price and quality. This master thesis aims at investigating the importance of the aftermarket for contractors and property owners. The thesis is written together with the construction company Zengun, whose intention is to improve its management of the aftermarket. The study has been conducted exploratively with focus on the relationship between the contractor and the property owner in the time after completion of a building project. Interviews have been conducted with representatives from four of Stockholm's major commercial property owners and representatives from two construction companies. The thesis starts with theories of service marketing, relationship management theory and organizational theory which are subsequently analyzed and discussed. The study shows that the aftermarket in the construction industry does not work satisfactorily and efficiently. This view is shared by representatives from both property owners and construction companies. The contractor does not spend a lot of time and energy on the aftermarket, even though it is the aftermarket that constitutes the majority of a building's technical service life. One reason for this is the difficulty for the contractor to see the profitability in aftermarket investments. Aftermarket-related work take place at the expense of the production of new projects, where new production is prioritized. To succeed in the aftermarket, it is important to understand what long-term benefits it can provide. With a separate aftermarket organization, the contractor eliminates the conflict of interest between production in projects and aftermarket-related jobs. The separate aftermarket organization creates the conditions for other units of construction companies to become more profitable. In addition, there is an opportunity to strengthen the relationship with the property owner and its facility management unit which can generate new projects. In order for the aftermarket organization to work, it requires that certain factors, conditions and risks be taken into account. If this is considered and the contractor can change their approach and organization in the aftermarket, it can be made more effective and adding value for both construction companies and property owners.
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Aksin-Sivrikaya, Sezen. "Essays in Intangible Corporate Assets." Doctoral thesis, Humboldt-Universität zu Berlin, 2021. http://dx.doi.org/10.18452/22870.
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In einer zunehmend vernetzten Welt befinden sich Unternehmen in einem komplexen Beziehungsgeflecht aus verschiedenen Akteuren. Dies stellt eine Herausforderung für die Existenz traditioneller Geschäftsmodelle dar, da Firmen sich mit Konkurrenz aus allen Richtungen auseinander setzen müssen. In einem solchen Geschäftsumfeld werden immaterielle Vermögenswerte zunehmend als Grundlage für Wettbewerbsvorteile angesehen. Die Dissertation untersucht den materiellen Nutzen immaterieller Vermögenswerte und konzentriert sich dabei insbesondere auf die Unternehmensreputation und deren Einflussfaktoren. Wir verwenden als Theorie den Ressourcen-basierten Ansatz des Unternehmens und leiten unsere Hypothesen aus der vorhandenen Literatur ab, insbesondere in den Bereichen Reputation, Führung, Stakeholder-, Legitimitäts- und Signaling-Theorie. Unsere Analysen sind auf Umfragen des Manager Magazins und „Gold Bee Corporate Responsibility Assessment System“ basiert. Bei der Durchführung der quantitativen Analyse verwenden wir Strukturgleichungsmodelle.
Die Implikationen dieser Dissertation lassen darauf schließen, dass es einen Business Case für ein aktives Reputationsmanagement sowohl auf Unternehmensebene als auch auf individueller Ebene für Führungskräfte, vornehmlich für den CEO, gibt. Weiterhin ist eine hohe Reputation ein nachhaltiger Wettbewerbsvorteil, da sie die Wettbewerbsposition des Unternehmens gegenüber den Wettbewerbern stärkt und potentiell neuen Wettbewerbern den Markteintritt erschwert. In ähnlicher Weise kann eine hohe CEO-Reputation als Instrument der Risikoreduzierung in Krisenzeiten genutzt werden. Außerdem zeigen unsere Ergebnisse, dass die ausschließliche Einhaltung von Regeln und Regulierungen nicht mehr ausreichend ist. Damit die Stakeholder Fortschritte belohnen können, muss das Management CSR-Programme etablieren, die bei ihren Stakeholdern Resonanz finden, und darüberhinaus kontinuierlich über die CSR-Leistungen ihres Unternehmens berichten.In a digital world, the very existence of traditional business models is challenged as firms face disruptive innovation and intense competition. In such a business environment, intangible assets are increasingly perceived as the basis of competitive advantage. This thesis explores tangible benefits of intangible assets, specifically focusing on corporate reputation and CSR reporting quality. We take a resource-based view (RBV) of the firm and derive our testable hypotheses from the extant literature mostly in reputation, leadership, stakeholder theory, legitimacy theory, and signaling theory. Our data is mainly drawn from surveys conducted by Manager Magazin and Gold Bee Corporate Responsibility Assessment System, which has been developed by the CSR Reporting Research Group at the WTO Guide CSR Development Center. In performing our calculations, we adopt a (generalized) structural equation modeling approach. In our work, we uncover antecedent processes behind reputations. Our results imply that there is a business case for active management of both corporate and individual reputations by illustrating the link between reputations and firm outcomes. We show that corporate reputation can be utilized as a tool to protect and defend competitive positions, which can also work as a deterrent for potential market entrants. We further show that individual reputations may act as a medium to mitigate negative news and improve stakeholder perceptions in times of crises. Our findings also indicate that nonfinancial metrics are gaining prevalence. We illustrate that mere compliance with rules and regulations does not suffice anymore since in order for stakeholders to reward social and environmental progress, companies need to partake in CSR programs that resonate with their stakeholders and properly communicate associated nonfinancial metrics, which in turn will help improve firm outcomes through boosting internal and external intangible assets.
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Mansfield, Charles. "The role of literary texts in tourism destination management, place creation and marketing : a case study on Concarneau in Finistère, Brittany, and the Simenon Novel, The Yellow Dog." Thesis, University of Plymouth, 2015. http://hdl.handle.net/10026.1/4785.
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This doctoral thesis approaches literary tourism initially from an historical perspective in order to define the phenomenon through a review of the existing academic literature in the field. The forms of literary tourism are analysed to provide a typology and from this the value of literary tourism is explained both from the visitor's point of view and the destination manager's. Current theories underpinning the existing literature on literary tourism, including Bourdieu's concept of cultural capital are reviewed. To extend the current state of research and to answer the research questions a case study of successful urban literary tourism is identified, in this case in Brittany, France. The uses of French literature in literary tourism are reviewed to provide a sound basis on which to examine French texts and tourist destinations. Novel methods of field research are developed to formalise and to make reproducible the methodology for this study and for future work drawing on, and seeking to combine both literary theory and ethnography. Following a pilot study on the French Riviera the full discovery instruments are designed and applied in fieldwork on the case destination, Concarneau, using the detective novel, The Yellow Dog, which is set in Concarneau. Analysis of the findings from this provide a new contribution to the field of literary theory, in the area of reader interpellation, and answer the research questions in the form of a new set of recommendations for DMOs and tourism stakeholders. From the empirical study that used Web 2.0 social media, only available since 2013, an analysis of which novels do stimulate literary tourism is presented for the first time. Out of the research process new methods have been evolved, and are presented in the conclusion, for the DMO to synthesise and leverage digital resources. This provides DMOs with interpretation processes for its managed heritage to use with its local stakeholders in hotels and in tourism businesses. Finally, an innovative conceptualisation of what constitutes tourism knowledge is proposed.
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Akter, Kohinur. "Impacts of work-life programs on organisational outcomes." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/134080/1/Kohinur_Akter_Thesis.pdf.
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This study investigates the impact of work-life programs (WLPs) on organisational outcomes namely perceived organisational performance, corporate social responsibility performance and financial performance. It also explores the moderating effects of contextual factors: human resource systems, organisation size and industry type. Through the lenses of stakeholder theory, strategic human resource management theory and contingency theory and using quantitative research methods, this study unleashes contextual factors that impact the outcomes of WLPs. The findings provide significant insights into the impact of WLPs and such understanding is imperative for policymakers and practitioners.
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Moren, Jan. "Om reformer : En studie av Kvalitetsreformen, Politireform 2000 og Kunnskapsløftet." Doctoral thesis, Karlstads universitet, Avdelningen för arbetsvetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-7318.
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This thesis studies three major reforms in the public sector of Norway. The sectors studied are the police, higher education, and primary schools. The main motive for studying these reforms are of a theoretical nature, the reason to study them is to produce general knowledge about reforms. The study aims to answer two main questions. One is about the possibilities and limitations contained in using reforms to change organizations. The second is about how organizations can promote the ideals of representative democracy. In its efforts to attain answers to these questions the thesis blends empirically-oriented research with aspects of organization theory and political theory. The thesis is divided into four different parts. First, there is a descriptive presentation of the three reforms. Secondly, there is a discussion of various theories of reforms and organizations. The primary aim of this analysis is to illuminate and explain the empirical data, but this discussion should also provide its own answers to the main questions asked in the thesis. Thirdly, these theories are applied to analyze data from the three reforms. And finally, the study concludes with a summary of what general insights about the reforms we are left with after studying the Quality Reform, The Police Reform 2000, and the Knowledge Reform. The study shows that reforms have both policy and content aspects, and that it is important to distinguish between the two in order to analyse and understand them. The policy aspect is that reforms are a strategy for change - they are tools for implementing change in organizations. The content aspect is that reforms have a specific content - they have certain objectives that they want to realize. The study concludes that in order to understand this complex and fascinating phenomenon, we need to understand reforms both as instrumental tools, institutional adaptations and symbols.
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El-Haddad, Pierre. "Developing Cooperation among NGOs : exploratory research in Lebanon." Thesis, Lyon, 2020. http://www.theses.fr/2020LYSE3029.
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Cette recherche explore la coopération entre les organisations non-gouvernementales opérant au Liban. Dans un contexte de besoins sociétaux croissants et diminution de ressources disponibles, les ONGs sont appelées à coopérer ensemble pour améliorer leur impact et l’efficacité d’utilisation de leurs ressources. La méthodologie adoptée est celle d’une recherche intervention socio-économique pour étudier la coopération et sa relation avec l'amélioration des performances. Les résultats suggèrent que les dysfonctionnements intra-organisationnels sont des antécédents des dysfonctionnements de coopération et qu'une coopération réussie améliore les performances organisationnellesThis research investigates cooperation among non-governmental organizations operating in Lebanon. Against a background of mounting societal requirements and diminishing resources, NGOs are called upon to cooperate together to improve their resource efficiency and their impact. The methodology adopted is the socio-economic intervention research to study cooperation and it relation to improved performance. Findings suggest that intra-organizational dysfunctions are antecedents of cooperation dysfunctions, and that a successful cooperation improves organizational performance
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Duan, Yuewu. "Les effets systémiques d'un ensemble d'outils de gestion dans les pratiques de pilotage des organisations : le cas d'une entreprise européenne de transport ferroviaire." Thesis, Paris 1, 2018. http://www.theses.fr/2018PA01E024.
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Cette thèse vise à combler une lacune de la connaissance sur les effets systémiques des outils de contrôle de gestion dans son acception de pilotage organisationnel. Elle se repose sur une étude ethnographique longue de plus de 3 ans, réalisée dans une direction de ligne d'une entreprise européenne de transport ferroviaire Eurorailway. Elle montre qu'une direction de ligne a utilisé successivement deux ensembles d'outils de pilotage pour gouverner, conduire et animer les entités internes contributrices à la production ferroviaire. D'abord un ensemble d'outils de la contractualisation dans une relation horizontale avec ses entités internes; ensuite un autre ensemble d'outils de pilotage par la hiérarchie dans une structure verticale. Leurs cohabitations, concurrences et affrontements ont généré des effets systémiques complexes sur les individus, les processus et pratiques organisationnels et in fine sur la performance: des effets de congruence bénéfiques dans certaines pratiques, absence d'effets dans d'autres pratiques et des effets néfastes par leurs interactions. Éclairée par la théorie de la pratique de Schatzki qui contourne l'opposition gênante entre le déterminisme fonctionnaliste et les critiques psycho-sociologiques, notre recherche montre que leurs effets réels ne peuvent se comprendre qu'en lien avec la pratique de gestion qui les mobiliseThis dissertation contributes to the limited body of knowledge on systemic consequences of management control tools, also to the limited body of research on management control as system by mobilizing management tools as an analyzer of organizational phenomena. Based on an ethnography case study in a large European railway company, this research finds that this organization utilizes successively two packages of management tools for the governance of internal entities involved in the production of services delivered ta passengers: the first one based on the levers of customer/supplier relationship, the second one by hierarchal levers. The systemic effects generated by these packages of management tools are complex, some are beneficial, other are neutral, and some are even harmful to the performance. By applying Schatzki's practice theory which circumvents the unhelpful opposition between the functionalist determinism and the sociological/psychological critical approaches, we argue that the systemic consequences of management tools can only be apprehended in the practice where they are used. Mobilizing management tools as an analyzer of organizational phenomena offers a new vista to study management control as a system
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Nilsson, Anita. "Att vårda äldre personer med kognitiv svikt i sjukhusmiljöer : attityder, processer, innebörder." Doctoral thesis, Umeå universitet, Institutionen för omvårdnad, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-83174.
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Inledning: Äldre personer med kognitiv svikt, exempelvis i form av demenssjukdom, delirium eller depression, är en vanligt förekommande population inom svensk sjukhusvård. Dessa äldre kan ha särskilda behov till följd av en försämrad kognition, men litteraturen tyder på att akutsjukhusens miljö, organisation och vårdprocesser inte alltid stödjer tillgodoseendet av dessa behov. Syfte: Det övergripande syftet med avhandlingen var att belysa vården av äldre personer med kognitiv svikt i sjukhusmiljöer. Metoder: Avhandlingen består av fyra delstudie. I studie I tillämpades en tvärsnittsdesign för att utforska personalens attityder till äldre patienter med kognitiv svikt, personalens tillfredsställelse med vården och arbetet samt upplevelsen av personcentrerat vårdklimat (n=391). I studie II användes en Grounded theory design för att undersöka hinder för personcentrerad vård för äldre personer med kognitiv svikt på en akutmedicinsk vårdavdelning. I studie III tillämpades en tvärsnittsdesign för att utforska de psykometriska egenskaperna i den svenska versionen av ”The Person-centred care of Older People with cognitive impairment in Acute Care scale” (POPAC) i ett urval av sjukhuspersonal (n=293). I studie IV användes en fenomenologisk hermeneutisk design för att belysa innebörder av att vårda äldre patienter med kognitiv svikt på akuta sjukvårdavdelningar utifrån vårdpersonals (n=13) berättelser. Resultat: Studie I visade att deltagande personal skattade en neutral attityd till äldre patienter med kognitiv svikt i spektret mellan negativa och positiva attityder, samt att faktorer som att vara yngre, undersköterska och att uppleva vården av de äldre som betungande, hade samband med mer negativa attityder. Resultaten visade också att vårdpersonal upplevde att äldre patienters kognition sällan utvärderades under vårdtiden, samt att man sällan baserade vården på evidensbaserade riktlinjer för vård av äldre med kognitiv svikt. Studie II belyste att ett organisatoriskt fokus på medicinska behov, åtgärder och rutiner bidrog till att personal hamnade steget efter i relation till att synliggöra och möta dessa äldre personers multidimensionella behov, och att detta kunde medföra tecken på vårdlidande för de äldre, utanförskap för närstående och frustration för personal. Studie III stödde en fortsatt användning av POPAC-skalan för skattningar av upplevd förekomst av personcentrerade vårdprocesser för äldre patienter med kognitiv svikt, men att ytterligare studier rekommenderades framförallt av skalans olika dimensioner. Studie IV belyste att ju större avstånd som upplevs mellan vad vårdpersonalen kan göra (verklig vård) och vad de vill göra (ideal vård) för äldre patienter med kognitiv svikt i akuta vårdmiljöer, desto meningslösare upplevs vården, och desto större blir hotet mot personalens personlig-professionella integritet. Den tolkade helheten visar på att vårda äldre patienter med kognitiv svikt inom akutsjukvård betyder att försöka ge omvårdnad i miljöer som inte stödjer vårdpersonalens personlig-professionella integritet Slutsatser: En rimlig konklusion av dessa resultat är att det i sjukhusmiljöer där äldre patienter ofta vårdas kan finnas anledning att diskutera och ytterligare studera hur attityder, synsätt på och målsättningar för vården och dess innehåll, åtgärder och interventioner kan främja eller motverka en god omvårdnad för de äldre med kognitiv svikt. Det kan också finnas anledning att se över hur personalen kan stödjas i att ge person-centrerad vård till de äldre, exempelvis genom riktlinjer för vård av äldre personer med kognitiv svikt, standardiserade skattningar av kognition, samt implementering av vårdprocesser som stödjer en personcentrerad vård för dessa patienter. Det kan också finnas behov av att ytterligare kritiskt granska hur organisatoriska och miljömässiga faktorer på avdelningar stödjer eller motverkar en personcentrerad vård för äldre patienter med kognitiv svikt. Därtill kan det finnas behov av att skapa ytterligare förutsättningar för vårdpersonalen att bevara och utveckla sin personlig-professionella integritet genom att utveckla miljöer som ger möjligheter för dem att ge en god omvårdnad till dessa äldre.Introduction: Older people with cognitive impairment such as dementia, delirium or depression, are commonly cared for in acute hospital wards. These older people may have specific needs associated with a cognitive impairment. However, literature indicates that the milieu, organisation and care processes in acute care not always support in meeting these needs. Aim: The overall aim of the thesis was to illuminate care of older people with cognitive impairment in hospital environments. Methods: The thesis consists of four studies. Study I used a cross-sectional design to explore staff attitudes toward older people with cognitive impairment, staff satisfaction with care and work and perceived person-centeredness of the ward (n=391). Study II used a Grounded theory design to explore barriers to person-centred care for older people with cognitive impairment at an acute medical ward. Study III used a cross-sectional design to explore the psychometric properties of the Swedish version person-centred care for older people with cognitive impairment scale (POPAC) in a sample of acute hospital staff (n=293). Study IV used a phenomenological hermeneutic design to explore the meanings of caring for older people with cognitive impairment in acute hospital wards as narrated by nursing staff (n=13). Results: Study I showed that participating staff estimated a neutral attitude to older people with cognitive impairment in the spectrum between negative and positive attitudes, and that factors such as being younger, a nurse assistant and experiencing the care of older people with cognitive impairment as burdensome, were associated with more negative attitudes. The results also showed that healthcare professionals felt that older patients' cognitive ability was rarely evaluated during hospitalisation, and that care were rarely based on evidence-based guidelines for care of older people with cognitive impairment. Study II illuminated that an organizational focus on medical needs, interventions and routines contributed to staff falling behind in relation to meeting these older patients' multidimensional needs, and that this could lead to signs of suffering for older patients, feelings of being excluded for relatives, and a frustration for staff. Study III supported a continued use of the POPAC scale for ratings of perceived prevalence of person-centred care processes for older people with cognitive impairment, but further studies was recommended to explore scale dimensionality. Study IV illuminated that the greater a gap that is experienced between what nurses can do (real) and what they want to do (ideal) in caring for older patients with cognitive impairment in acute care settings, the more meaningless care is experienced and the greater a threat is experienced to the nurses personal-professional integrity. The comprehensive understanding indicated that caring for older people with cognitive impairment in acute care settings means to provide nursing care in an environment that does not support the nurses’ possibilities to protect and develop their personal-professional integrity. Conclusions: A reasonable conclusion from these studies is that there may be reasons to further discuss and study how attitudes, perspectives, and goals for care, together with the content, procedures and interventions that can support or obstruct good nursing care for older people with cognitive impairment in hospital settings. There may also be reasons to explore how staff can be supported to provide person-centred care to these older patients, for example through guidelines for care of older people with cognitive impairment, standardised assessments of cognitive ability, and implementation of care processes that supports person-centred care. In addition, to further critically examine how organisational and environmental factors in hospital wards can support or obstruct person-centred care for older patients seems needed. There may also be a need to further develop conditions that can support nursing staff to maintain and develop their personal-professional integrity, by developing environments that provides further possibilities to provide good care for these older patients.
Centrum för personcentrerad vård vid Göteborgs universitet
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Casteigts, Michel. "Le management territorial stratégique. De la territorialisation en général et des territoires en particulier. L’aménagement de l’espace Aménagement du territoire Les réseaux territoriaux de savoirs Le design organisationnel territorial: le territoire comme organisation : biens collectifs, économies externes et compétitivité Le management territorial stratégique Transports urbains; la gouvernance territoriale face aux défis du développement durable La gouvernance urbaine entre science et idéologie Processus de territorialisation de l'espace Transactions interculturelles et intégration territoriale: le cas du Pays Basque Mythes métropolitains et territorialités urbaines dans le processus de globalisation: un repérage critique Quelques enjeux interculturels de la mondialisation, autour des notions de proximité, d'identité et de territoire Les paradoxes de l'équité territoriale L'invention stratégique du territoire, entre projets, transactions et conventions." Thesis, Pau, 2019. http://www.theses.fr/2019PAUU2070.
Full textAbstract:
Le territoire est un dispositif socialement construit et non une entité transcendantale. La compréhension des phénomènes territoriaux passe par l'identification des mécanismes de cette construction. L'objet de cette thèse est de décrire ces processus de territorialisation, dans une approche comparative permettant de dégager la figure centrale du management territorial stratégique, configuration idéal-typique d'action collective qui apparaît quand des dispositifs juridiquement institués contrarient l'expression territoriale de dynamiques sociétales fortes.Le management territorial stratégique, dont l’émergence est étroitement corrélée à celle du développement durable, combine le territoire comme cadre de régulation, la mutualisation des savoirs comme principe cognitif, la coopération comme organisation opérationnelle et la gouvernance comme processus décisionnel. Dans ce contexte, l’invention du territoire met en jeu des dynamiques de projet mobilisant démarches transactionnelles et logiques conventionnellesThe territory is a socially constructed apparatus and not a transcendental entity. Understanding the territorial phenomena requires to identify the mechanisms of this construction. The purpose of this thesis is to describe these territorialization processes, in a comparative approach to uncover the central figure of strategic territorial management, an ideal-typical configuration of collective action that appears when mechanisms legally instituted impede the territorial expression of strong societal dynamics.Strategic territorial management, the emergence of which is closely correlated with that of sustainable development, combines the territory as a regulatory framework, knowledge sharing as a cognitive principle, cooperation as an operational organization and governance as a decision-making process. In this context, the creation of the territory involves project based dynamics on transactional approaches and conventional logics