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Dann, Trayton David. "The process of managerial work in the hospitality industry." Thesis, University of Surrey, 1990. http://epubs.surrey.ac.uk/1006/.
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Denysenko, Stanislava. "THEORY OF BUSINESS PROCESS REENGINEERING AS ONE OF THE EFFECTIVE MANAGERIAL TOOL IN TIMES OF ECONOMIC DOWNTURNS." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-73916.
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Business process reengineering (BPR) was analyzed as one of the approaches to considerably improve the performance of the enterprise. The actuality of BPR in times of economic downturn was evaluated. The historic evolution of the concept was examined and findings about the economic nature of BPR emergence were made. The dependence of BPR actuality and simplicity of BPR usage on the level of enterprise business process maturity was shown. A conclusion about optimal point was made via depicting the interrelations graphically. Advantages of BPR usage for enterprises of different sizes were proved and specified. Benefits of BPR were compared with benefits of other related methods like ERP, JIT, TQM and Continuous Improvement. The future possible development of the BPR was analyzed. There offered possible further directions of research in the area of BPR based on current limitations of the concept. Results of the research may be used in companies of maturity level one to three, taking into account size of the company and current state of business process maturity.
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Wang, Yunong. "How should I care? Understanding the Front-Line Managerial Compassion Process." Thesis, Griffith University, 2020. http://hdl.handle.net/10072/390786.
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This research explores front-line managerial (FLM) compassion capability. The fast-paced working environment with increased demands and limited resources have made the contemporary workplace an emotional arena for employees (Fineman, 2000). The accumulation of distressful emotions has been recognised as one of the influencing factors to employees’ general wellbeing and commitment towards the organisation (Holtom, Mitchell, Lee, & Eberly, 2008). The concern of the accumulated distress in return highlights the importance of facilitating compassion in an organisation (Dutton, Frost, Worline, Lilius, & Kanov, 2002; Dutton, Lilius, & Kanov, 2007; Frost, 1999) because compassion has been recognised to have various benefits that specifically deals with individuals’ emotional suffering at work (Dutton et al., 2007). This thesis defines FLM as managers who have supervisory responsibilities and have frequent interactions with their employees (Purcell & Hutchinson, 2007). Purcell and Hutchinson (2007) contend that managers who have been given opportunities to frequently interact with employees are considered as a lynchpin in organisations’ daily operation. Such role makes FLMs the prime candidates to facilitate compassion during their interactions with employees and therefore they are selected as the focal actor to study compassion capability.
Organisational compassion scholars have explored areas of workplace spirituality (Petchsawang & Duchon, 2012), self-compassion and mindfulness (Raab, 2014) and organisation compassion capabilities (Madden, Duchon, Madden, & Plowman, 2012). However, the current organisational compassion literature has not obtained a clear understanding of how compassion interactions between two individuals in workplace unfolds and (Dutton, Workman, & Hardin, 2014; Kanov, Powley, & Walshe, 2016). The empirical explorations of organisational compassion have previously focused on what behaviours are considered as compassion in the workplace without much consideration of how the compassion actor notices suffering or how the compassion actor feels when encounter the suffering (Lilius et al., 2008; Lilius, Worline, Dutton, Kanov, & Maitlis, 2011). Therefore, this thesis aims to close the gap in the current organisational compassion literature and further explore FLMs’ compassion capabilities (Dutton, Worline, Frost, & Lilius, 2006; Kanov et al., 2004).
This research is underpinned by a theoretical framework that is based on Dutton, Workman and Hardin’s compassion process model (2014). The update of Dutton et al.’s (2014) model is done through incorporating theories from multiple disciplines including emotion intelligence (Mayer, Caruso, & Salovey, 2016), coping and appraising (Lazarus & Folkman, 1984), taxonomy of emotions (Shaver, Schwartz, Kirson, & O’Connor, 1987), social support (Gleason & Iida, 2015) and non-verbal display theory (Bonaccio, O’Reilly, O’Sullivan, & Chiocchio, 2016). The concept of suffering in this research is broadly defined as a form of incrementally accumulated emotional distress and is relevant to the organisation’s daily operations.
The empirical exploration in this research is guided by the interpretivist philosophical paradigm and qualitative methodology. This research collects data from two participating organisations (Mantra Hotel Group and Gold Coast University Hospital) with a total of 28 participants (11 FLMs, 17 Employees). A semi-structured interview method is used to gather narratives and stories from the participants. Interviews are transcribed and analysed using NVivo to code the data and organise the codes into themes.
The findings of this study make numerous contributions to theory and practice. On a theoretical basis, this is the first study that closely explores the process view of compassion in the context of the FLM- employee dynamic. The findings of this research also expands the understanding of FLM’s compassion process and found that when FLMs notice employees’ suffering, they utilised their emotional intelligence capabilities to perceive and understand employees’ emotions (Mayer et al., 2016). Further, FLMs’ experienced emotions (love, sadness and anger) are primarily unpleasant and they utilise cognitive appraisals to cope with the experienced emotions during the compassion process. When responding to employees’ suffering, FLMs’ selected social support actions and non-verbal cues which influence the exemplification of compassion. Preceding compassion process literature has not yet recognised the importance of compassion focal actor’s emotional intelligence and various other capabilities (Dutton et al., 2014). On an empirical basis, this research is one of the first to collect data from real life workplaces that provide empirical support to the conceptualisation of compassion process view. The findings can empirically support future studies such as quantitatively examining the correlations between FLMs’ emotion-related abilities and their capabilities of responding in compassion. From a practical viewpoint, the findings from this research will aid organisation practitioners to reinforce training and development for FLMs to advance their emotion-related abilities (e.g., emotional intelligence, non-verbal communication & appraisal and coping) and therefore enhance their capabilities to interact with employees in a compassionate manner. This research provides a solid platform for future research in this emerging field of study.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
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Phillips, Danielson Waltraud. "Managerial Problem Definition: A Descriptive Study of Problem Definers." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331384/.
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This research examines problem definition as the first step in a sequential problem solving process. Seventy-seven managers in four diverse organizations were studied to determine common characteristics of problem definers. Among the variables considered as differentiating problem definers from non-problem definers were cognitive style, personal need characteristics, preference for ideation, experience, level of management, and type and level of education. Six hypotheses were tested using the following instruments: the Problem Solving Inventory, the Myers-Briggs Type Indicator Schedule, the Preference for Ideation Scale, the Edwards Personal Preference Schedule, a Problem Definition Exercise, and a Personal Data Questionnaire. Among the managers studied, only twelve were found to be problem definers. Such small numbers severely limit the ability to generalize about problem definers. However, it is possible that problem definers are scarce in organizations. In terms of cognitive style, problem definers were primarily thinking types who preferred evaluation to ideation in dealing with problems, making judgmental decisions on the basis of collected facts. Problem definers were not predominant at lower levels of the organization. One-third of the problem definers held upper level management positions while another one-fourth were responsible for specialized activities within their organizations, overseeing special projects and individuals much like upper level managers. Sixty-eight of the problem definers had non-business educations with none having more than a bachelors degree. As knowledge and judgment on which to base evaluation expands, managers may become less adept at defining problems and more adept at selecting and implementing alternatives. Several tentative hypotheses can be tested in future research including: 1) determining whether problem definers are scarce in organizations, 2) determining whether problem definers are more prevalent in some types of organizations than others, 3) verifying unique cognitive and personal need characteristics, 4) determining whether non-managers rather than managers have problem defining skills.
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Manenti, Simone Alexandra. "O processo de construção do perfil de competências gerenciais para enfermeiros coordenadores de área hospitalar." Universidade de São Paulo, 2008. http://www.teses.usp.br/teses/disponiveis/7/7131/tde-16052008-103143/.
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As mudanças no perfil do profissional enfermeiro se configuram historicamente em função da dinâmica que ocorre no mercado de trabalho em saúde, que por sua vez, sofre influências do contexto econômico, social e cultural. A crescente competitividade das organizações de saúde demanda a busca por profissionais cada vez mais qualificados e capacitados. A necessidade de incremento de competências assistenciais, gerenciais, de pesquisa e ensino objetivando o exercício da profissão, incorpora-se progressivamente ao perfil do profissional. O presente estudo teve como objetivos: construir o perfil de competências gerenciais, consensuado por enfermeiros coordenadores de área, para subsidiar um plano de desenvolvimento gerencial dos mesmos; identificar como os enfermeiros coordenadores de área percebem o processo de trabalho gerencial que desenvolvem na instituição hospitalar; analisar a percepção dos enfermeiros coordenadores quanto às competências necessárias para atuar no processo de trabalho gerencial e identificar as convergências e divergências entre o perfil de competências traçado pelos enfermeiros coordenadores e o perfil de competências definido pela Gerência de Enfermagem e Serviço de Educação Continuada. Caracterizado como um estudo qualitativo optou-se pela modalidade da pesquisa-ação. Esse método pressupõe a pesquisa voltada para a descrição de situações concretas e para a intervenção orientada em função da resolução de problemas efetivamente detectados na prática. O cenário da pesquisa foi um hospital filantrópico do município de São Paulo. Participaram da mesma, 13 enfermeiros coordenadores de área. A coleta de dados ocorreu por meio da técnica de grupo focal, com a realização de 04 encontros. A análise dos dados foi realizada com base nos referenciais teóricos relacionados a processo de trabalho e competências gerenciais. Os resultados permitiram construir um plano de desenvolvimento profissional para os enfermeiros coordenadores de área, pautado em competências que atendam as dimensões técnica, ético-política, comunicativa e de desenvolvimento da cidadania. Entre as competências essenciais, atribui-se maior ênfase às relacionadas aos papéis de mentor, coordenador e diretor. A análise do processo de trabalho gerencial dos enfermeiros coordenadores de área e o estudo das competências necessárias para um melhor desempenho no âmbito gerencial mostraram-se importantes, pois possibilitam problematizar as necessidades de aprimoramento e desenvolvimento desses profissionais de modo articulado, atendendo as demandas pessoais, profissionais e organizacionaisThe changes in the professional nurse\'s profile set up historically in function of the dynamics occur in the health labor market, which then, suffer influences of the economics, social and cultural context. The increasing competitiveness of the health organizations demands the search of professional nurses more and more qualified and enabled. The necessity of development of the assistance competences, managerial, of research and teaching objectifying the exercise of the profession, it incorporates progressively to the professional\'s profile. The present study had as objectives: build the profile of managerial competences, according to coordinating nurses of area, to subsidize a plan of managerial development of the same; identify how the coordinating nurses of area realize the process of managerial working that develop in the hospitable institution; analyze the perception of the coordinating nurses regarding the necessary competences to act in the process of managerial working and identify the convergences and divergences among competences profile traced by the coordinating nurses and the competences profile defined by the Nursing and Service Management of Continued Education. Characterized as a qualitative study, was opted by the modality of the research-action. That method presupposes the research geared to the description of concrete situations and for the intervention guided regarding the problem solving indeed detected in the practice. The scenery of the research was a philanthropically hospital, in São Paulo, Municipal district. They took part in, thirteen coordinating nurses of area. The data collection occurred by means of the technique of focal group, it was made four encounters. The analysis of the data was accomplished based on theoretical references related to the working process and managerial competences. The results allowed to build a plan of professional development for the coordinating nurses of area, ruled in competences that answer the technical dimensions, ethic-politics, talkative and of development of the citizenship. Among essential competences, it assigns larger emphasis to the related to mentor, coordinator and director\'s roles. The analysis of the process of managerial working of the coordinating nurses of area and study of the necessary competences for a better performance in the managerial scope, they showed important, because they enable to create a problematic the needs to refinement and development of these coordinating nurses in an articulated manner, answering the personal, professional institutional demands
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Carlsson, Mattias, and Annika Egnell. "Managerial, Technical and Co-learning : Different Practices in Process Support for Software Development." Thesis, Blekinge Tekniska Högskola, Institutionen för arbetsvetenskap och medieteknik, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-5682.
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This Master Thesis looks into software development processes and the work activities these need to support. Hesitation against process support within Software developing organisations combined with a possibility to develop process support for such a company, made the foundation for this thesis. The reference company where the study took place is a large worldwide Telecom company where we focused on one design department with 25 people. Instead of using Participatory Design (PD) [Schuler, Namioka] as a method for Software development as traditionally, we used it for developing process support together with the people at the department. Three different supports for different project processes were created with PD and an evolutionary way of work together with the ?designers?. We came to a complex project environment which required control in several aspects such as project sponsoring, project management, line management, design maintenance etc. We saw a way of working that was following a common agreed way of work by the group that is formed by socio-emotional aspects and co-learning aspects [Hägerfors, 1995]. In contrast to this, the study showed that the available process support and also the use of the process support had a clear concentration towards a management focus ? the control function. The available process support and the use of this did not really consider the aspects of Socio-emotional or Co-learning. Existing process support was built around documents that became evidence for actual activities during the project. The process support developed during this study (by us and the designers) finally also got that concentration. A conclusion is that when the organisation puts high requirements on control of projects, this will also affect the way the organisation wants support for work. This is the missing point.
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Fowler, Kendra. "AN EXPANSION OF RETAIL SITE SELECTION THEORY: INCORPORATING MANAGERIAL INTUITION AND PROCESS QUALITY." Kent State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=kent1310671063.
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Jordánek, Jakub. "Návrh na změnu organizační struktury s ohledem na změny v oborovém odvětví firmy." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224166.
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This thesis deals with a proposal of changes in the organizational structure of the company VELUX Czech Republic Ltd., with respect to changes in its industry sector. Changes in this sphere are the opportunities and threats coming from the external environment of the company which the company management must be able to respond to. The proposed changes in the organizational structure should contribute to the achievement of company strategic goals.
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De, Souza Gita. "An examination of the organizational glass ceiling : its process, and implications for managerial staffing." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1260274172.
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DeSouza, Gita. "An examination of the organizational glass ceiling : its process, and implications for managerial staffing /." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487859313344967.
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Spitzer, Sarah. "The diffusion of new book titles : diffusion process, factors of influence, and managerial implications." Unterwössen Ed. Altavilla, 2009. http://d-nb.info/991496388/04.
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SOUSA, TATIANA DE JESUS. "MANAGERIAL OVERVIEW OF THE PROCESS TO INSTITUTE A CHANGE MANAGEMENT DEPARTMENT IN A MINING COMPANY." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2012. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=20729@1.
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Este estudo tem como objetivo identificar, descrever e compreender o
processo estratégico de constituição de uma área de gestão de mudanças em um
projeto para a implementação do SAP, tipo de ERP (sistema de planejamento de
recursos empresariais), em uma grande empresa do setor de mineração. Para isso,
foram realizadas entrevistas com onze gestores integrantes do projeto. Além disso,
analisaram-se os documentos dos projetos anteriores de implementação do SAP
na empresa e os documentos referentes ao projeto atual. Utilizou-se a metodologia
de análise de discurso, que permitiu a criação de seis categorias de análise, quais
sejam: (1) Importância do projeto; (2) Fatores de sucesso; (3) Importância da área
de gestão de mudança; (4) Ondas de implementações; (5) Criação da área de
gestão de mudança e (6) Lidando com a mudança. Os resultados alcançados a
partir da análise dos discursos nos permitem identificar que a falta de
envolvimento da liderança nos projetos anteriores (ou um envolvimento apenas
superficial), a terceirização parcial ou total de algumas atividades para a empresa
implementadora (caso da gestão da mudança), o não envolvimento e o não
entendimento da importância do projeto pelas áreas de negócio da empresa foram
fatores-chave para a decisão de constituição de uma área específica de gestão de
mudanças, formada por empregados da empresa, além de outras modificações
estratégicas realizadas no projeto atual.The objective of the present study is to identify, describe and understand the strategic process of constitution of a Change Management department for the SAP, type of ERP (Enterprise Resource Planning System), implementation project of a major company of the mining sector. Thereunto, eleven managers of the project were interviewed. Also, documents from other SAP implementation projects held by this same company and documents from the current project were analyzed. The Speech Analysis methodology was adopted, which allowed the creation of six analysis categories: (1) Importance of the project; (2) Success factors; (3) Importance of the change management department; (4) Implementation phases; (5) Change management department creation process and (6) Dealing with the change. The results achieved by the interviews analysis suggest that the lack of involvement of the leadership on the previous projects; the complete or partial outsourcing of some activities (i.e. Change management) for a third party service provider and the misunderstanding of the importance of the project by some company’s business units were key factors for the decision of constituting a specific Change management department made of the own company’s employees, besides other strategic changes done on the current project.
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Higgs, Malcolm. "An investigation into the competences, characteristics and process factors associated with senior managerial team performance." Thesis, Henley Business School, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363198.
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GUPTA, APURVA. "SOCIAL MARKETING IN TIMES OF EXIGENCIES (TWITTER ANALYSIS)." Thesis, DELHI TECHNOLOGICAL UNIVERSITY, 2020. http://dspace.dtu.ac.in:8080/jspui/handle/repository/18497.
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I, Apurav Gupta (2K18/MBA/031) a student of Delhi School of Management- DTU,
pursuing Masters of Business Administration has worked on my project titled “Social
Marketing in times of Exigencies (Twitter Analysis)”.
We all know that Marketing is a social and managerial process; it should have a socio-
environmental approach. But, very few organizations cater to it. Social Marketing deals
with development of awareness among consumers in order to influence their behaviour
and attitude towards a brand, product or service.
In recent years, Social marketing has attracted interests of many organisations,
institutions, Non profit organisations. Also, social marketing at times of crisis like
natural disasters like floods, pollution and health emergencies has become common.
This is because many people believe that social marketing without the intention of just
selling your product or service helps to build a positive brand image and a lasting brand
value.
We know that, at present we are in a middle of a health pandemic “COVID-19” or
commonly called corona virus health emergency, which has affected every single
institution and business across the globe. My project deals with using Twitter analysis
on understanding how brands demonstrate social marketing at times of crisis and
understand the sentiment of their tweets and engagement among their followers. We also
know that Twitter is one of the most powerful social media platforms where there is
active participation of some eminent personalities, organisations etc across the globe.
People actively display their views and opinion on Twitter, it serves as a medium to help
the common people to raise their concerns and have their opinions heard and valued. So
this led to my desire on analyzing tweets in real time and check upon the sentiment
analysis, word cloud analysis and study the levels of popularity among 4 major
organisations.
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The organisations taken up for the project are:
1. Hindustan Unilever.
2. Tata group of companies.
3. Zomato.
4. Swiggy.
The analysis is based on using Python to extract live tweets and further analysing their
sentiments. Also to check on the followers and likes count I have further used Excel and
Tableau for visualisation. The insights made from the project can surely help companies
to plan their social media activities at times of various crisis and in general to improve
their brand image.
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Ludwig, Gregory. "Dynamic capabilities analysis and the M & A process in the steel industry : a managerial perspective." Thesis, Northumbria University, 2009. http://nrl.northumbria.ac.uk/2472/.
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This research seeks to provide a robust framework for dynamic capability building processes in the steel industry. These specific multifaceted routines represent the single-case main unit of analysis for the study. The existing body of knowledge within the Dynamic Capabilities View (DCV) assumes risk minimisation via establishment of extensive monitoring activities of external changes in combination with capability optimisation through renewal efforts. Using multiple sources of evidence such as semi-structured interviews with Russian senior managers based in the international steel sector and internal management reports, these main DCV principles were challenged and modified through particular industry application. Within the steel sector both dynamisms and complexity of the exercise mainly derive from internal factors rather than external changes. Furthermore, a key finding was identification of practical obstacles to dynamic capability building associated with the rather negative role of industry-specific path dependencies, questioning the appropriateness of focus on renewal aspects as emphasised in more traditional literature. The major contribution of the thesis is the development of a tentative framework for fluctuation control of resource value, impact of exogenous dynamics in combination with determination of contemporary valid time frames for future forecast. The presented framework outlines stumbling blocks to and major phases of routine development activities. Awareness of these factors may increase timely and full exploitation of available resource material and guide managerial establishment of respective capability practices. Additionally, the suggested process emphasises a clear distinction between quasi-static and dynamic elements within the overall building exercise. A further contribution concerns the role of mergers and acquisition (M&A) for the DCV. Affected by the requirement of rapid decision making and strategic responses to continuous flux, the importance of M&A for the process needs to be regarded as relatively low — mainly due to decreased flexibility and the long term integration approaches required for implementation of this particular method of external growth. The study concludes that, logically, the purpose of dynamic capabilities is not aimed at generation of competitive advantage but rather assistance with organisational survival within certain contexts.
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Abofaied, Abdurizzag E. A. "Budgeting process and the effect of budget participation on managerial performance, job satisfaction and budget slack." Thesis, Manchester Metropolitan University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418124.
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This thesis investigates firstly the relationships between budget participation on the one hand and managerial performance, job satisfaction and budget slack on the other. These relationships were investigated at individual level, directly or by using moderating variables like organisational commitment, job relevant information and locus of control. Secondly, the effects of external factors on budgeting process in public industrial sector in Libya. Specifically, it seeks to examine the budgeting process at the organisation level, and of the effects of external variables on it. It aims to give full information about the perceptions, beliefs and views of managers on budgeting process practices in the Libyan organisations. To examine the above relationships specific hypotheses were stated and triangulation method was employed in this study to collect data. 275 questionnaires were distributed to seven Electrical and Engineering companies located in Libya. Some interviews were conducted with managers in theses companies at three levels. 182 questionnaires were returned with percentage rate of 66%. The results revealed several interactive and direct relationships between independent and dependent variables. Regarding direct relationships, budget participation was found to have a positive correlation with performance and job satisfaction. On the other hand, it was found that there was a negative relation with budget slack. Regarding the effect of the interaction between participation and organisational commitment on performance, job satisfaction and budget slack the results revealed that there were was shown to be significant interactions. However, the effect of the interaction between participation and job relevant information on dependent variables was shown to be insignificant. Also the results revealed that the effect of the interaction between participation and locus of control on managerial performance and job satisfaction was significant. The results enabled the proposition of several tentative theoretical and practical implications for management accounting systems design, as well as several suggestions for future research. Overall, the results seem to contribute significantly to the understanding of organisational effectiveness through improved insight into factors underlying effective management accounting systems, particularly the use of the participation approach in budget setting.
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Nikitina, Natalja. "Software Process Improvement Framework." Doctoral thesis, KTH, Programvaruteknik och Datorsystem, SCS, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-141272.
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Many software development organizations today are keen on improving their software development processes in order to develop software products faster, cheaper or better. For that reason, Software Process Improvement (SPI) has received significant attention from the research community over the last few decades. Process maturity models have become widely known for benchmarking software processes against predefined practices and for identifying processes to be improved or implemented, whereas process improvement approaches were developed for guiding the actual process improvement process. However, despite a wide number of provided guidelines on how to standardize the processes and how to run process improvement efforts, only a few SPI initiatives have succeeded. About 70% of the SPI initiatives fail and a significant number do not even get started. Many studies argue that the success of the SPI initiatives is dependent on the organizational, social and managerial aspects of process improvement. Those aspects however are not sufficiently covered by the existing SPI approaches and models. The little knowledge on organizational, social and managerial aspects of SPI that is available is mostly scattered across the domain. Hence, there is lack of a holistic overview of the current SPI domain that provides sufficient coverage of organizational, social and managerial aspects of SPI. This thesis has explored the organizational, social and managerial aspects of SPI and placed them into the context of the SPI domain. Its main research result is Software Process Improvement Framework (SPIF). The framework provides an overview of the SPI domain and positions theories representing organizational, social and managerial aspects of SPI in the context of existing SPI approaches, models, methods and practices. SPIF is based on the existing theoretical framework for SPI environment proposed by Sami Zahran. The SPIF framework has been additionally complimented with four additional outcomes of this study. Those are: 1) a list of organizational, social and managerial factors facilitating SPI effort, 2) a list of contextual factors impacting process change, 3) a process model for guiding software method adoption, and 4) a checklist representing the properties of successful and sustainable SPI projects. The research was based on a strong industrial cooperation. As many as thirty software development organizations were involved in this research. Methodologically, the research was conducted in line with the inductive reasoning, which guided the research into building the knowledge from empirical studies. However, at some stages of this research, literature studies were incorporated. The main research methods of this study are action research and case studies, whereas data collection methods are primarily structured interviews, participatory observations and surveys. The thesis concludes that implementing a recommended software development processes or practices using well defined SPI approaches is not enough. In order to implement successful and lasting process improvement, organizations also need to consider organizational, social and managerial aspects of SPI. The SPIF framework and other results of this thesis may significantly benefit software development organizations that plan to conduct software process change, or have already done it. These organizations may use SPIF for getting an overview of the process improvement process and the theories, methods and tools that should support it. The other results of this thesis can be used for: 1) incorporating organizational, social and managerial aspects in process changes, 2) for adapting process improvements in various organizational contexts, 3) for guiding adoptions of new software development methods, and finally 4) for evaluating and improving process improvement efforts.QC 20140213
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Lockan, Steffen. "The contribution of knowledge management to the managerial process of positioning global load control for strategic effectiveness." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95628.
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Thesis (MBA)--Stellenbosch University, 2012.Global Load Control (GLC) is a three-centre network with offices in Cape Town (South Africa), Brno (Czech Republic) and Istanbul (Turkey) that provides Weight&Balance services to its parent company, Lufthansa, and other airlines. The strategic direction of GLC includes growth in terms of expanding its customer base and target market as well as diversification into other services in the field of Ground Operations. Many of the airlines are re-evaluating their business model and service offering in order to increase their profitability and competitiveness in an industry that is going through a period of transformation. Historically, the industry has seen very small profit margins, which are expected to remain under immense pressure due to difficult macroeconomic conditions and strong competition. The human capital of GLC and the knowledge that exists within the organisation were identified as strategic assets during the strategy process. The shift towards a knowledge-driven economy and the importance of the ´knowledge worker´ has been acknowledged by scholars as well as the business community. Since then, ways to manage knowledge work and the productivity of the knowledge worker have received lots of attention. However, due to the contextual and subjective dimensions of knowledge, no blueprint exists for its successful implementation. The aim of the paper was to identify the contribution of knowledge management to the managerial process of positioning Global Load Control for strategic effectiveness. The research confirmed the growing recognition of the relevance of tacit knowledge as well as the importance of social capital to the organisational knowledge and intellectual capital, respectively. Important and relevant knowledge were found to be tacit and often lying in the action itself, which makes it difficult to codify and share with other employees. Strategic effectiveness of Global Load Control ultimately was found to be the ability to continuously support the customers in increasing their competitiveness, thereby creating strong ties with GLC as a business partner. This included the ability to maintain or increase its cost effectiveness and identifying new ways for the customer to gain an advantage. The research revealed that parts of the knowledge required for achieving this lie with the customer, which implied that they had to be integrated into the organisation´s knowledge base. Knowledge creation was found to be central in utilising GLC´s human capital to increase its intellectual capital. The importance of the social dimension, both internally and externally, was shown throughout the paper and found to be the linking element. Not ignoring the role and contribution of the physical infrastructure to the process of knowledge sharing, HR practices and policies play a vital role in creating enabling conditions for knowledge sharing and building of social capital, which are prerequisites for the creation of organisational knowledge and the development of GLC´s intellectual capital. Rather than being a stand-alone process, knowledge management is to be seen as a philosophy that provides valuable insights and gives guidance to the managerial processes of an organisation. When viewed as an integral part of the business, knowledge management can greatly contribute to positioning the organisation for strategic effectiveness. However, for this to happen, the subjective, dynamic and contextual nature of knowledge has to be acknowledged and the impact of factors such as organisational culture and learning styles be researched and integrated into the knowledge management strategy. The findings in this paper apply to the organisation researched only. However, it contributed to the body of knowledge by complementing the theoretical frameworks around knowledge management and intellectual capital with practical findings. It thus supports other organisations in identifying suitable research approaches and topics in their own organisation and allows academics to refine and question current concepts and thereby continue to develop our understanding of knowledge management.
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Arunachalam, Aravinthan. "Essays on the Impact of Stakeholders' Sentiment on the Financial Decision Making Process." FIU Digital Commons, 2008. http://digitalcommons.fiu.edu/etd/59.
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The most important factor that affects the decision making process in finance is the risk which is usually measured by variance (total risk) or systematic risk (beta). Since investors' sentiment (whether she is an optimist or pessimist) plays a very important role in the choice of beta measure, any decision made for the same asset within the same time horizon will be different for different individuals. In other words, there will neither be homogeneity of beliefs nor the rational expectation prevalent in the market due to behavioral traits. This dissertation consists of three essays. In the first essay, Investor Sentiment and Intrinsic Stock Prices, a new technical trading strategy is developed using a firm specific individual sentiment measure. This behavioral based trading strategy forecasts a range within which a stock price moves in a particular period and can be used for stock trading. Results show that sample firms trade within a range and show signals as to when to buy or sell. The second essay, Managerial Sentiment and the Value of the Firm, examines the effect of managerial sentiment on the project selection process using net present value criterion and also effect of managerial sentiment on the value of firm. Findings show that high sentiment and low sentiment managers obtain different values for the same firm before and after the acceptance of a project. The last essay, Investor Sentiment and Optimal Portfolio Selection, analyzes how the investor sentiment affects the nature and composition of the optimal portfolio as well as the performance measures. Results suggest that the choice of the investor sentiment completely changes the portfolio composition, i.e., the high sentiment investor will have a completely different choice of assets in the portfolio in comparison with the low sentiment investor. The results indicate the practical application of behavioral model based technical indicators for stock trading. Additional insights developed include the valuation of firms with a behavioral component and the importance of distinguishing portfolio performance based on sentiment factors.
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Freilich, Jonatan. "When Innovation Is Not Enough : Managerial Challenges of Technology Change in Pharmaceutical R&D." Doctoral thesis, KTH, Industriell Management, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-176484.
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Innovation is not always enough. In the beginning of the 2000s established pharmaceutical firms had developed several drugs, yet these new products were far too few. Patents of many blockbuster drugs were to soon expire and substantial profit would then be lost. A potential solution emerged: implementing new biomarker technologies in drug development. Biomarkers are required for knowledge creation about the drug effect on underlying causes of a disease. The problem is this: although academia, industry, and policy makers have deemed biomarkers as necessary for successful drug development, pharmaceutical firms have not used them in actual drug development projects. Since the 1990s, established pharmaceutical firms have invested financially and restructured organizationally in order to implement biomarkers. Still, cases show that more than 50% of project termination in Clinical Phase 2 (the bottle neck of drug development) can be attributed to the lack of implementing biomarkers. Challenges of established firms transforming in the face of technology change is a commonly studied phenomenon within innovation management literature. Several explanations have attempted to determine why established firms fail in following technology change. However, most of this literature has been based upon an empirical context where technology change is conceptualized as an innovation of the dominant product design in the industry. Consequently, the challenge is to develop or adapt a discontinuous product innovation. Conversely, implementing biomarkers is a case of technology change that impacts R&D. Since drugs lose their value when the patent protection expires, the established pharmaceutical firms need to continuously develop new block buster drugs – not just one product. More research is needed to fill this gap in the literature in order to develop an understanding of the established firm challenge in implementing biomarkers. This thesis builds upon a longitudinal case study of AstraZeneca. Using multiple data sources, the findings show that the dominant architecture of the drug development process during the 2000s impeded the implementation of biomarkers. AstraZeneca required an “architectural process innovation” in order to complete this implementation. The company’s process-based management structures distorted it from recognizing the need for process change. This thesis has three contributions: First, it describes the process change and the firm’s managerial challenges associated with biomarker implementation; Second, it contributes to the literature on the established firm challenge by developing an understanding of the phenomenon of architectural process innovation; Third, it develops a process-based framework for studying technology change that affects R&D.QC 20151106
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Salama, Alzira. "The impact of cultural change on managerial careers : four case studies of British organisations undergoing the process of privatisation." Thesis, Lancaster University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315207.
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Butler, Peter. "Employee representation in non-union firms : a critical evaluation of managerial motive and the efficacy of the voice process." Thesis, University of Warwick, 2003. http://wrap.warwick.ac.uk/2657/.
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This thesis sets out to explore the much overlooked phenomenon of non-union employee representation (NERs). The work is concerned with both the utility of these structures from a workforce perspective and the managerial motivation underpinning the presence of these bodies. Further to the exploration of the above themes case study research was carried out in three organisations possessing relatively mature non-union representative structures. In terms of managerial goals it is suggested that that the extant literature affords a partial account; commentators characteristically depict a manifestly defensive intent, with goals evinced in terms of trade union exclusion. This study advances knowledge in this area by providing a more discriminating analysis exploring the contingent factors differentially shaping the managerial response to employee representation. Over and above union avoidance, evidence is presented of certain managerial actors pursuing a more proactive set of goals aimed at securing the cooperation of employees via the legitimacy imbued though the process of consultation. The necessity for such a response is tracked to factors relating to demands in and around the nature of the production regime/mode of service delivery. With regard to the theme of employee empowerment the thesis broadly supports the extant literature in demonstrating that the institutions under review represent largely unavailing vehicles for the furtherance of employee interests. A distinct feature, however, is that in contrast to these predominantly descriptive studies the theme of `voice' is ensconced within a theoretically informed analysis, allowing the study to move beyond this somewhat bland conclusion. The shortcomings are tracked to the key areas of power, autonomy and competence - ultimately manifest in a marked legitimacy gap. In the final analysis it is argued that there are inherent tensions unleashed by this mode of intervention precluding beneficial outcomes for both parties. Specifically, topics relating to the irreconcilability of the pursuit of both corporate and workforce goals through a managerially derived format are considered. Similarly, the rationality and coherence of a managerial agenda pursuant of `rival logics' of action, relating to both issues of workplace control and employee empowerment, is afforded critical scrutiny.
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Mahmoud, Oubay. "Managerial judgement and the real options approach in the investment appraisal process : evidence from the British automotive components manufacturers." Thesis, Bournemouth University, 2008. http://eprints.bournemouth.ac.uk/10309/.
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While there has been extensive research on the use of financial appraisal techniques (Pay back, Return on Capital Employed, Internal Rate of Return and Net Present Value) in the Investment Appraisal Process (lAP), little research has been conducted on the role of the Real Options Approach (ROA) and Managerial Judgement (MJ) in the IAP. In an ideal world, prior to making Strategic Investment Decisions (SIDs), a detailed analysis of the benefits generated by the investments would be conducted. This would cover financial and nonfinancial benefits. In practice, however, many investments are undertaken on the basis of financial returns with little or no analysis of the growth options embedded in the proposed investments. The exploitation of these options contributes to the enhancement of the business strategy as financial returns do. Essential to considering these options in the IAP is the deployment ofMJ inthe lAP. This thesis aims to make a sound contribution to the development of the emerging literature on capital budgeting. First, it provides a critical review of the existing investment appraisal literature. Second, it investigates whether or not British Automotive Components Manufacturers (BACMs) deploy the ROA and MJ in the lAP in order to accommodate the growth options. And fmally, it presents an alternative perspective of the IAP by the development of a conceptual framework that integrates the ROA & MJ into the lAP, while taking account ofproject risk and business strategy. This research draws on a 73-firm survey of finance directors in this industry enhanced by fieldwork (11 interviews) to set out the relative importance of the strategic approach (ROA informed by MJ) and financial analysis when making the SIDs. The findings from the survey show similar results to earlier studies in relation to the popularity of PB and the use of more than one financial technique in the lAP. However, in contrast to previous studies, DCF techniques seem to be less popular and higher usage of ROCE is evident, and no relationship is found between company size and the range and type of techniques used in the lAP. The main thrust of the findings of the statistical analysis is the absence of the formal adoption of the ROA in the IAP. However, the impact of the growth options regarding the deployment of MJ in the lAP appeared to be evident. The analysis shows that MJ is considered when assessing both investments with growth options and risky projects. The fieldwork provides insights into the context of the lAP and the factors that influence the deployment of the ROA and MJ in the lAP. Conclusions are drawn regarding the interrelationships between financial analysis and the ROA and MJ in the lAP. The integration of the ROA and MJ into the lAP appears to involve moving the focus of attention in the lAP away from financial analysis and a short-term perspective towards a more strategic perspective. More importantly, it contributes to bridging the gap between risk management and strategic analysis.
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Čermáková, Ivana. "Manažerské účetnictví jako zdroj informací pro řízení v konkrétní firmě." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-197405.
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This diploma thesis deals with analysis of managerial accounting in particulary company in 2013. Description and analysis are basis for process and strategies proposals suitable for more efficient use of data of managerial accounting for decision-making process in particular company.
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Peksen, Zehra. "Innovativeness As A Managerial Process In The Context Of Science Teaching: A Case Study On Bahcesehir Science And Technology High School." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/3/12611927/index.pdf.
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This study aimed to investigate the innovation practices and the factors contributing to innovativeness in BahçeSehir Science and Technology High School (BSTHS). The study was designed as a case study and different qualitative data collection techniques were used to collect the data. 17 participants of this study were chosen among administrators, science and mathematics teachers and 4 students. The study documented both managerial and academic innovations at the School. Besides, the factors contributing to innovativeness at BSTHS were documented. Research findings show that the BSTHS was successful in establishing a place within the Turkish Education System as a new and original education institution. The BSTHS administration is working on, based on an effective leadership, providing most suitable conditions for education and learning, and they are doing that with a participatory administration approach. Beyond that, they constructed an effective network with the support of the Bahç
eSehir University towards the development of the school in line with its targets. According to the research findings, foremost aspects that make the BSTHS innovative and original are a new curriculum, an individual-based education system, application of new technologies in education and learning processes and the establishment of the institution as a self-learning organization. It is argued that different factors (e.g., leadership, participative management, social interaction, knowledge share) are combined with quality inputs (e.g., students, staff, technology, physical infrastructure) have contributed to the creation of a culture of innovation. Hence, it is concluded that extensive physical or financial resources are not enough to accomplish innovativeness. Besides, a culture of innovation needs to be cultivated in order to accomplish innovation.
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Schütz, Martin. "Návrh procesů obchodního oddělení v IT společnosti a měření jejich výkonnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-261830.
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The thesis deals with design of new processes of business department in IT company which provides server hosting, web hosting and domain registration services. These processes come from identification and analysis of current processes and the theory of business department management. Key Performance Indicators (KPIs) were set for selected processes which can be used for managing the company as a whole. Models of processes were created due to EPC notation. New processes were designed to continuously create data in CRM information system providing evidential and information support necessary for business department management, including the possibility of measuring its performance. Processes also automatize often repetitive activities and provide relevant information to other affected business units within the company. Contribution of the thesis lies in results of analysis of current identified processes containing solution proposals of discovered problems and newly created process models. Both can be used as a pattern for optimization of current processes in already existing organization or for designing new process models in new organization in the same or similar field of business.
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Mallory, Geoffrey Robson. "The speed of strategic decision making. An empirical investigation of the determinants of decision making process time in U. K. organizations." Thesis, University of Bradford, 1987. http://hdl.handle.net/10454/5029.
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Mallory, Geoffrey Robson. "The speed of strategic decision making : an empirical investigation of the determinants of decision making process time in U.K. organizations." Thesis, University of Bradford, 1987. http://hdl.handle.net/10454/5029.
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Hejtmánek, Petr. "Možnost využití ABC v logistickém procesu společnosti Primus CE." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-142223.
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This work focuses on application of Activity based costing method in Primus CE. Within the practical part of the thesis, analysis of selected part of logistics process in the company is performed and activities within the process are mapped and valued. The thesis describes individual steps of valuation. Firstly activities for valuation are defined. In second step, cost-pool related to defined activities is identified. Following this step cost-pool is divided into sub-cost-pools based various cost-drivers which are likely to be common for activities in the groups. Selection of cost drivers is covered and reasoning is provided in the thesis. In the last step, cost of each activity is calculated. The summary of the work includes findings from the process of creating this model as well as findings resulting from valuation itself.
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Resck, Zélia Marilda Rodrigues. "A formação e a prática gerencial do enfermeiro para o trabalho em saúde: delineando caminhos para a práxis transformadora." Universidade de São Paulo, 2006. http://www.teses.usp.br/teses/disponiveis/83/83131/tde-15012007-173845/.
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Este estudo versa sobre a construção do saber gerencial e a conformação de competências gerenciais ao enfermeiro na formação acadêmica. Tem como objetivos: analisar as demandas gerenciais na práxis profissional do enfermeiro inserido no processo de organização do trabalho em saúde e em Enfermagem, determinadas pelas Políticas de Saúde, e analisar o processo de construção das competências gerenciais do acadêmico de Enfermagem, apreendendo as limitações e estratégias advindas do processo ensino-aprendizagem, em face das Diretrizes Curriculares Nacionais. Trata-se de uma pesquisa fundamentada na Hermenêutica-dialética. Utiliza na coleta de dados a técnica por grupo focal com o aluno, o docente e o enfermeiro de serviço, partícipes do processo ensino-aprendizagem do saber gerencial, no espaço intercessor, nos campos de prática e dos estágios curriculares, no ambiente hospitalar e nos serviços básicos de saúde. A análise de conteúdo aplicada sobre os resultados identifica duas grandes categorias empíricas. Na categoria formação, englobam-se as subcategorias: - construção das dimensões do saber gerencial: processo ensino-aprendizagem nos recortes da relação teoria e prática, das estratégias de ensino-aprendizagem e, das competências dos sujeitos neste processo; - conformação de competências gerenciais, em face das Diretrizes Curriculares Nacionais, abarcando o perfil do profissional: o exigido e o possível e, as parcerias ensino e serviço. Na categoria atuação profissional, identifica-se a subcategoria: organização do processo de trabalho em saúde e em Enfermagem, desmembrada no processo de trabalho gerencial do enfermeiro e nas políticas administrativas institucionais. As categorias analíticas estão fundamentadas nos três eixos teóricos, sendo que, na dimensão estrutural, consideram a proximidade dos dados empíricos ao contexto das transformações determinadas pelas Políticas de Saúde em relação à organização do trabalho em saúde e na Enfermagem e aos modelos assistenciais e gerenciais existentes. Na dimensão particular, a Política da Educação por meio das Diretrizes Curriculares Nacionais e do Projeto Pedagógico do curso, que delineiam a formação do enfermeiro, procurando ajustar a formação à práxis, numa perspectiva transformadora, atendendo às demandas sociais e da vida. Assim também, na dimensão singular, o Ensino da Administração em Enfermagem, nas competências técnico-científica, ético-política, comunicativa e de desenvolvimento da cidadania, em que se consideram as práticas e o Estágio Curricular Supervisionado como momentos intercessores entre a teoria e a prática para a conformação de novas competências gerenciais e a consolidação das adquiridas. Os resultados apontam que, na formação e na práxis do enfermeiro, coexistem os paradigmas antagônicos nas instituições de ensino e de serviço, que ainda atendem aos modelos hegemônicos, na saúde e na Educação. Apresentam alguns avanços para a integralidade na dimensão cuidadora, aplicando a estratégia pedagógica da problematização das situações vivenciadas no cotidiano, e para a integração ensino e serviço. Considera-se que, para a conformação de competências gerenciais, numa perspectiva transformadora, é necessário fortalecer a parceria ensino e serviço, no âmbito inter-institucional, aumentar a adesão entre os sujeitos deste estudo, e criar uma rede de sustentação, aproximando os demais profissionais, os usuários/clientes, construindo no coletivo a formação e a práxis, voltadas para as demandas sociais e da vidaThis study is about the construction of managerial knowledge as well as the configuration of managerial competences for nurses during their academic graduation. It aims: to analyze the managerial demands of nurses? professional praxis involved in the process of organizing the health and Nursing work, determined by Health Policies, and to analyze the process of building managerial competences upon Nursing academicians, understanding the limitations and strategies occurred from the teaching and learning process. It is a research founded upon dialectic-Hermeneutics. The technique of the focal group is used in the data collection with, the student, the professor and the nurse on shift, participants on the teaching-learning process of the managerial knowledge, in the interceding space, in the fields of practice and curricular training, in the hospital environment and in the basic health-care services. The analysis of the contents applied to the results identifies two great empirical categories. Within the formation category the following subcategories are embodied: - building up the managerial knowledge dimensions: a teaching-learning process comprising the relation between theory and practice, the strategies of teaching-learning and the individuals? competences in this process; as well as the conformation of managerial competences, face the National Curricular Directives, comprehending the professional?s profile: the required and the possible, and the teaching and service partnerships. Within the professional performance category, it is identified the subcategory as follows: the organization of the working process in health and Nursing, dismembered in the nurse?s managerial work and in the institutional administrative policies. The analytic categories are founded on three main theoretic axis; so that, in the structural dimension it is considered the proximity of empirical data to the context of the transformations determined by the Health Policies regarding the work organization in health and Nursing, and also the present assistance and managerial models. In the private dimension, the Education Policy through the National Curricular Directives and the Pedagogical Project of the course, that outline the nurse?s graduation profile seeking to adjust education to praxis, under a transforming view, attending to social and life demands. And also, in the singular dimension, the Administration Teaching in Nursing, in the techno-scientific, the ethic-politics and the communicative competences as well as in citizenship development in which the Supervised Curricular Training Program is considered as an interceding space between theory and practice for the configuration of new managerial competences and the consolidation of those already acquired. The results point out that in the nurse?s background and praxis coexist the antagonistic paradigms in the teaching and service institutions, which still follow hegemonic models, in health and Education. They present some improvements towards integrality in the caring dimension applying the pedagogic strategy of shaping the problems from the daily situations, and towards the teaching-service integration. It?s considered that for the configuration of managerial competences, under a transforming perspective, it is necessary to strengthen the teaching and service partnership, within the inter-institutional ambit, to increase adhesion between the subjects to this study, and create a new supporting network, approximating the other professionals, and the customers, building up collectively the graduation and the praxis, turned toward social an life demands
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Nitayaprapha, Sasiphan. "A systemic interpretation of the soft complexity existing in the managerial process of information systems using a soft systems thinking approach : a case study of the telecommunication companies operating in Thailand." Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.505392.
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Since an understanding of 'culture' positively affects the wayan information systems practitioner influences and initiates actions in an organization, this research aims to get insight into an organizational infomlation systems management culture. In this research, a case study has been carried out in the context of the four major telecommunication companies operating in Thailand. The information systems management culture has been interpreted in terms of value systems embedded in the organization's managerial process of information systems and the manifestation of Thai values in such value systems. As such, the research domain of study is defined as 'the soft socio-technical aspect of the managerial process of information systems of the telecommunication companies operating in Thailand'. To tackle the research domain of the 'soft socio-technical aspect', the research embraces a 'soft systems' concept and adopts a 'soft' and 'socio-technical' approach to information systems. This is because of the fact that the research context is involved with human-machine inter-connections, pluralism, and multi-facets of a problem situation. The research enquiry process is formed by the systemic tools and techniques available in the socio-technical methodology namely SISTeM (Atkinson 1997; Atkinson and Brooks 2008) and 'Generative Systemic Metaphor' (Atkinson and Checkland 1988; Atkinson 2003). In order to obtain an in-depth understanding of the research domain of study, the constructed research enquiry process is used to interpretatively analyze the 'managerial process of information systems of the telecommunication companies operating in Thailand', as well as the value systems embedded in such managerial process and the influences of Thai culture on the identified value systems. Because within the Thai information systems research community, there is no previous 'soft systems' research, it could be argued that, for such a community, the research carried out in this thesis opens up an arena for a further 'soft systems' approach to information systems research, particularly those relevant to the soft socio-technical aspect of information systems.
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Špičák, David. "Porovnání vybraných reportingových nástrojů v kontextu podpory manažerského rozhodování." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193941.
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The aim of the diploma thesis is to design a comparison process for reporting tools with accent on managerial decision-making needs, and to demonstrate its use in practice by comparing two selected reporting tools. Theoretical foundation, on which the thesis is built, is created first. The main accent is put on introducing performance measurement and management and the role, which is played by reporting in relation to it. Reporting itself is subsequently addressed in more detail separately. The theoretical part of the thesis focuses on analysis and synthesis of findings stemming from review of literature, theses dealing with related topics, and scientific articles published electronically. The practical part of the thesis deals with the introduction and utilization of the designed comparison process for reporting tools with respect to the tools' suitability for supporting decision-making. The process was used to compare Tableau Desktop and Eclipse BIRT. Outputs in the form of graphs and dashboards from Tableau Desktop, which - given the chosen criteria and their weights - achieved higher score in comparison to Eclipse BIRT, were used to demonstrate their possible use in the context of decision-making. In the practical part of the thesis comparison is used based on the designed process, defined method of calculating criteria weights and evaluation system. Criteria weights are calculated using Fuller's pairwise comparison method. Generic information shown is based on the analysis and synthesis of related publicly accessible business, economic, marketing and product information. The thesis puts reporting into the context of decision-making process, more specifically into the context of its role within performance measurement and management. The conclusion that can be drawn is that even though there are numerous processes, approaches, methods, disciplines etc. dealing with performance measurement and management, it is reporting that provides the means enabling smoother decision-making. Thanks to reporting it is possible to access large volumes of data and information stored in the source systems, transform them and present them to users in a way which will support their decision-making needs. The contribution of the thesis lies in the creation of a flexible process for reporting tools comparison. The introduced process can be used by any organization dealing with the matter of choosing the most suitable reporting tool from more alternatives. The introduced process enables organizations to use a clearly defined sequence of steps, while at the same time allowing them to choose appropriate parameters best fitting their needs. Thus, the introduced process reflects the fact that priorities and needs of organizations may differ and therefore it is not possible to introduce a set of rigid criteria suiting the needs of all in general.
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ALBERTIN, ROBERTO. "Il Multinational Managerial Community Index per analizzare l’internazionalizzazione d’impresa da una prospettiva incentrata sul comportamento collaborativo internazionale dei manager relativamente alla propria catena del valore." Doctoral thesis, Università Cattolica del Sacro Cuore, 2017. http://hdl.handle.net/10280/35759.
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La presente tesi teorica propone il MOPC index per misurare quanto i manager abbiano generato una comunità multinazionale di gestione aperta di un generico processo considerando congiuntamente l’affiliazione, la connettività interna, la forza e la multinazionalità. A tal fine ho impiegato il SAOM-Behavior valutando la collaborazione internazionale di processo ed annessa propensione come variabili multiple i cui valori e co-evoluzione dipendono dalla co-influenza tra le collaborazioni internazionali fasiche, tra le medesime e le rispettive propensioni fasiche e tra queste ultime. L’intensità relazionale dipende dal modello mentale condiviso, generatosi a livello di team internazionale, su una certa fase del processo mentre la propensione è funzione dell’orientamento e dell’attitudine alla collaborazione internazionale fasica. Il MOPC index è stato applicato alla comunità multinazionale di innovazione aperta e di gestione aperta introducendo due indici teorici: MOIC index e MOMC index. Infine ho teorizzato la catena del valore del manager (MVC) impiegando il processo innovativo e gestionale; considerando le collaborazioni internazionali sui due processi con annesse propensioni, si ho analizzato la collaborazione internazionale sulla MVC, la relativa propensione e la loro co-evoluzione. Cosi facendo, ho introdotto il MMC index per misurare la comunità multinazionale manageriale e, mediante questo, la multinazionalizzazione d’impresa da una prospettiva relazionale manageriale.This thesis presents the theoretical MOPC index to measure how much the managers generate a multinational open process community by considering the affiliation, the internal connectivity, the strenghtness and the multinationality. I employed the SAOM-Behavior by evaluating the international process collaboration and the respective propensity as multiple variables whose value and co-evolution depend on the co-influence between the international collaborations phasic, between the same and the respective propensities phasic and between them. The intensity of these relationships depends on the International phasic team mental model sharing (TMMS) while the propensity’s one depends on the orientation and the attitude. Then the MOPC index has been applied to measure the multinational open innovation community and the multinational open management community by introducing the MOIC index and the MOMC index. Finally, I introduced the managerial value chain (MVC) as composed of the innovative and the management process. By integrating the international collaborations related to the two processes and their propensities It’s possible to measure the international MVC collaboration, the correlated propensity and their co-evolution. In doing so, I introduced the MMC index to determine the multinational managerial community’s degree and use it to evaluate the firm’s multinationalization by a managerial relational perspective.
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ALBERTIN, ROBERTO. "Il Multinational Managerial Community Index per analizzare l’internazionalizzazione d’impresa da una prospettiva incentrata sul comportamento collaborativo internazionale dei manager relativamente alla propria catena del valore." Doctoral thesis, Università Cattolica del Sacro Cuore, 2017. http://hdl.handle.net/10280/35759.
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La presente tesi teorica propone il MOPC index per misurare quanto i manager abbiano generato una comunità multinazionale di gestione aperta di un generico processo considerando congiuntamente l’affiliazione, la connettività interna, la forza e la multinazionalità. A tal fine ho impiegato il SAOM-Behavior valutando la collaborazione internazionale di processo ed annessa propensione come variabili multiple i cui valori e co-evoluzione dipendono dalla co-influenza tra le collaborazioni internazionali fasiche, tra le medesime e le rispettive propensioni fasiche e tra queste ultime. L’intensità relazionale dipende dal modello mentale condiviso, generatosi a livello di team internazionale, su una certa fase del processo mentre la propensione è funzione dell’orientamento e dell’attitudine alla collaborazione internazionale fasica. Il MOPC index è stato applicato alla comunità multinazionale di innovazione aperta e di gestione aperta introducendo due indici teorici: MOIC index e MOMC index. Infine ho teorizzato la catena del valore del manager (MVC) impiegando il processo innovativo e gestionale; considerando le collaborazioni internazionali sui due processi con annesse propensioni, si ho analizzato la collaborazione internazionale sulla MVC, la relativa propensione e la loro co-evoluzione. Cosi facendo, ho introdotto il MMC index per misurare la comunità multinazionale manageriale e, mediante questo, la multinazionalizzazione d’impresa da una prospettiva relazionale manageriale.This thesis presents the theoretical MOPC index to measure how much the managers generate a multinational open process community by considering the affiliation, the internal connectivity, the strenghtness and the multinationality. I employed the SAOM-Behavior by evaluating the international process collaboration and the respective propensity as multiple variables whose value and co-evolution depend on the co-influence between the international collaborations phasic, between the same and the respective propensities phasic and between them. The intensity of these relationships depends on the International phasic team mental model sharing (TMMS) while the propensity’s one depends on the orientation and the attitude. Then the MOPC index has been applied to measure the multinational open innovation community and the multinational open management community by introducing the MOIC index and the MOMC index. Finally, I introduced the managerial value chain (MVC) as composed of the innovative and the management process. By integrating the international collaborations related to the two processes and their propensities It’s possible to measure the international MVC collaboration, the correlated propensity and their co-evolution. In doing so, I introduced the MMC index to determine the multinational managerial community’s degree and use it to evaluate the firm’s multinationalization by a managerial relational perspective.
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Dahlgren, Jonas. "En Fusions Påverkan : en fallstudie av Nordea." Thesis, University of Gävle, Department of Business Administration and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-313.
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Syfte: Tanken med detta arbete har varit att se hur en fusion med företag i fyra olika länder som deltagare påverkat en stor organisation som Nordea, undersöka vilka skillnader de olika kulturerna för med sig och vilka problem de orsakat i integrationsprocessen. Jag ville även jämföra vilka olika ledarstilar som existerade i de olika länderna och ta reda på om det påverkat chefernas ledarstil i Sverige. Även massmedians bevakning under integrationsprocessen undersöks för att se deras inställning till sammanslagningen.
Metod: I denna uppsats har både sekundär- och primärdata använts. Jag har studerat vad andra skrivit om fusioner, kulturens påverkan och olika ledarstilar men jag har även samlat in egen primärdata genom intervjuer med två personer från Nordea. Sedan har jag jämfört resultatet av intervjuerna med teorin för att få en bra bild om hur fusionen och integrationsprocessen fungerat i Nordea.
Resultat & slutsats: De olika kulturerna inkluderade olika ledarstilar i fusionen och en viss anpassning har krävts av cheferna för att samarbetet ska fungera. Det finns stora skillnader bland chefernas sätt att leda och detta har bekräftats i både teorin och empirin. Nordea har med sammanslagningen blivit en stor och attraktiv bank bland de svenska storföretagen, eftersom de nu och kan hantera nordiska affärer bättre än andra banker.
Förslag till fortsatt forskning: En fusion mellan SEB och Nordea har diskuterats i media och det skulle ha varit kul att göra en jämförelse hur väl de två bankerna passar ihop och se vad resultatet visar. Att jämföra Nordeas sammanslagning med en annan större fusion skulle också vara kul för att verkligen se vad som gjorts bra respektive mindre bra i Nordeas fusion.
Uppsatsens bidrag: Denna uppsats ger en förklaring till hur viktigt det är att ta hänsyn till kulturen i det andra företaget i en fusion. Att båda parter lär sig hur och varför de andra ledarna agerar som de gör. Detta är värdefullt för att kunna utveckla eller modifiera sitt eget beteende för att underlätta samarbetet.
Aim: The purpose with this assignment was to see how a merger with four different participants in four countries has affected a large organisation as Nordea. To see the differences in the culture and the problems they caused in the integration process. I also wanted to compare the different manager styles in the different countries and find out if they had an impact on the leadership style in Sweden. Even the mass medium survey during the integration process will be investigated to see their attitude towards the merger.
Method: Both secondary- and primary data has been used in this paper. I have studied what other has written about the merger, culture affect and different managerial style which are secondary data. I have also collected my own primary data through interviews with two persons from Nordea. Afterwards I compared the results from the interviews with the theory to get a good understanding how the merger and integration process worked in Nordea.
Result & Conclusions: The different cultures included different managerial styles into the merger and a certain adaptation was needed by the managers to make the cooperation work. There are big differences in the way managers leads and that has been confirmed in both theory and empirical studies. Nordea has by the merger grown and are now a big bank and attractive among the big Swedish companies, because they are now can handle Nordic affairs better then others banks.
Suggestions for future research: A merger between SEB and Nordea has been discussed in media and it would be interesting to compare the two banks and see how well they fit each other and what the result could turn out to be. Comparing the Nordea merger with another big fusion would be interesting and make it possible to see what was made good and bad in the Nordea merger.
Contribution of the thesis: This assignment gives an explanation on how important it is to consider the culture in the other company in a merger. It is important for both parts to learn how and why the managers’ act in the way they do, to be able to modify and develop their own behaviour to facilitate the collaboration.
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Lamminmaki, Dawne, and n/a. "Outsourcing in the Hotel Industry: A Management Accounting Perpective." Griffith University. School of Accounting and Finance, 2003. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040920.091600.
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The broad objective of this thesis is to develop an understanding of factors affecting outsourcing in the hotel industry and also the role played by management accounting in hotel outsourcing. The thesis draws on transaction cost economics (TCE), agency, contingency, and labour process theories in the context of appraising factors motivating outsourcing. Two empirical phases have been undertaken in the study. The first phase involved a series of interviews with general managers and financial controllers in large South East Queensland hotels. The second phase involved two distinct questionnaire surveys of large Australian hotels. The first was administered to hotel general managers, and the second was administered to hotel financial controllers. Significant findings arising from the study include: 1. In light of the substantial international literature describing hotel outsourcing, it appears that outsourcing in Australian hotels is relatively limited. This appears to be particularly the case with respect to food and beverage related activities. 2. Mixed support is offered for the TCE model. Both the survey and interview data provide some support for TCE's prescription that frequently conducted activities will not tend to be outsourced. Two specific extensions are offered to this aspect of the model, however. Firstly, where activities are conducted to a minimal extent, it can be uneconomic to outsource. Secondly, where large activities are undertaken by a group of organisations, their enhanced purchasing power can result in inexpensive outsourcing arrangements. With respect to TCE's uncertainty proposition, support is offered for the view that the propensity to outsource will be greater where behavioural uncertainty is lower. No support has been offered with respect to environmental uncertainty. The interview data provides some support for TCE's asset specificity proposition, however, minimal support was found in the survey phase. Despite this, the many dimensions of asset specificity (eg. site specificity, human asset specificity, etc) provided a useful checklist of issues to be considered in relation to the outsourcing decision. 3. Negligible support was found for labour process theory (LPT) in the interview phase of the study. In light of this, and the need to narrow the studys focus in the survey phase, LPT was not pursued further. LPT is a difficult construct to operationalise, given the social desirability error that may result. This may partially account for the absence of significant LPT findings in the interview phase. 4. The survey data provides some support for the agency theory view that risky activities will tend to be outsourced. 5. Considerable cross-hotel variation exists in management of, and accounting's involvement in, outsourcing decision making and control systems. Accounting appraisal of outsourcing proposals rarely includes long term oriented, sophisticated techniques such as "net present value". It appears this may be because outsourcing decisions are not conducted in the context of the formal capital budgeting process. 6. High performing hotels and hotels that conduct their outsourcing decisions in the context of a long term outsourcing strategic agenda have more sophisticated outsourcing management systems.
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Lamminmaki, Dawne. "Outsourcing in the Hotel Industry: A Management Accounting Perspective." Thesis, Griffith University, 2003. http://hdl.handle.net/10072/367429.
Full textAbstract:
The broad objective of this thesis is to develop an understanding of factors affecting outsourcing in the hotel industry and also the role played by management accounting in hotel outsourcing. The thesis draws on transaction cost economics (TCE), agency, contingency, and labour process theories in the context of appraising factors motivating outsourcing. Two empirical phases have been undertaken in the study. The first phase involved a series of interviews with general managers and financial controllers in large South East Queensland hotels. The second phase involved two distinct questionnaire surveys of large Australian hotels. The first was administered to hotel general managers, and the second was administered to hotel financial controllers. Significant findings arising from the study include: 1. In light of the substantial international literature describing hotel outsourcing, it appears that outsourcing in Australian hotels is relatively limited. This appears to be particularly the case with respect to food and beverage related activities. 2. Mixed support is offered for the TCE model. Both the survey and interview data provide some support for TCE's prescription that frequently conducted activities will not tend to be outsourced. Two specific extensions are offered to this aspect of the model, however. Firstly, where activities are conducted to a minimal extent, it can be uneconomic to outsource. Secondly, where large activities are undertaken by a group of organisations, their enhanced purchasing power can result in inexpensive outsourcing arrangements. With respect to TCE's uncertainty proposition, support is offered for the view that the propensity to outsource will be greater where behavioural uncertainty is lower. No support has been offered with respect to environmental uncertainty. The interview data provides some support for TCE's asset specificity proposition, however, minimal support was found in the survey phase. Despite this, the many dimensions of asset specificity (eg. site specificity, human asset specificity, etc) provided a useful checklist of issues to be considered in relation to the outsourcing decision. 3. Negligible support was found for labour process theory (LPT) in the interview phase of the study. In light of this, and the need to narrow the study’s focus in the survey phase, LPT was not pursued further. LPT is a difficult construct to operationalise, given the social desirability error that may result. This may partially account for the absence of significant LPT findings in the interview phase. 4. The survey data provides some support for the agency theory view that risky activities will tend to be outsourced. 5. Considerable cross-hotel variation exists in management of, and accounting's involvement in, outsourcing decision making and control systems. Accounting appraisal of outsourcing proposals rarely includes long term oriented, sophisticated techniques such as "net present value". It appears this may be because outsourcing decisions are not conducted in the context of the formal capital budgeting process. 6. High performing hotels and hotels that conduct their outsourcing decisions in the context of a long term outsourcing strategic agenda have more sophisticated outsourcing management systems.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Accounting and Finance
Faculty of Commerce and Management
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Mmope, Phumzile Pheladi. "The role of senior managers at the North-West University in internal communication and employee engagement / P.P. Mmope." Thesis, North-West University, 2010. http://hdl.handle.net/10394/3138.
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The rationale that effective internal communication plays a crucial role in aligning employees to organisational goals, and in so doing, inculcate employee engagement and help an organisation to succeed, is remodelling internal communication management within organisations. At the core of the preceding rationale lies the fundamental realisation and acknowledgement that effective internal communication is not the function of the communication department, but in effect a basic prerequisite that must be understood, embraced and practiced by all levels of management.
Managers without effective internal communication and employee engagement cannot execute the responsibility of strategic alignment. The challenge is now to ensure that the internal communication process is approached as a properly structured and efficiently managed system, rather than a collection of fragmented messages that often cause confusion among employees and compel disengagement.
This study explores to what extent the senior managers at the North-West University understand their fundamental role in facilitating effective internal communication and employee engagement. An extensive literature study revealed that there is a correlation between effective internal communication and understanding of organisational strategy and objectives among employees. In addition, a strong correlation between effective internal communication, employee engagement, employee performance and organisational profitability has been identified in literature.
The empirical findings were obtained by means of a qualitative research method in the form of semi-structured interviews with senior and middle managers. The semi-structured interviews explored and described how the managers perceive the nature of their role in facilitating and sustaining effective internal communication and employee engagement.
In comparing the actual role of senior managers at the University in internal communication and employee engagement with the ideal state related to D'Aprix's (1996) manager's
communication model, as well as the principles of a convergence model of communication, information richness of communication channels, a leadership communication framework and the impact of highest scoring manager activities and attributes, it was concluded that this communication role is still misunderstood by senior managers and not properly structured and executed.
Consequently, internal communication is not adequately fulfilling its strategic potential as a means to establish positive relationships, diffuse information, motivate, and align employees' actions and behaviour to the set goals of the University.
It is suggested that future studies measure and determine whether the engagement levels of employees at the North-West University have increased as a result of managers fulfilling their internal communication role effectively. Another study could also assess and measure the effectiveness of internal communication channels, with the view to develop an internal communication channel guide or toolkit for managers at the North-West University. The key drivers of employee engagement and related effect on the North-West University's performance could also be explored and measured in future research studies.Thesis (M.A. (Communication Studies))--North-West University, Potchefstroom Campus, 2010.
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Jaurienė, Aneta. "Mokytojo vadybinė kompetencija kaip ugdymo proceso tobulinimo veiksnys." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20140722_113006-53249.
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Šio darbo tikslas išanalizuoti, kas sudaro mokytojo vadybinę kompetenciją bei įvertinti jos svarbą tobulinant ugdymo procesą. Įgyvendinti darbo uždaviniai: 1. Remiantis moksline, pedagogine, psichologine literatūra ir įvairiais švietimo dokumentais, išnagrinėtos vadybinės kompetencijos, ugdymo proceso bei jo tobulinimo sampratos. 2. Ištirta ir įvertinta mokytojo vadybinės kompetencijos įtaką ugdymo proceso tobulinimui pedagogų savianalizės aspektu. 3. Išspręstos ugdymo proceso tobulinimo galimybes efektyviau naudojant mokytojo vadybinę kompetenciją. Taikytas empirinis metodas - mokytojų anketinė apklausa, kuria remiantis siekta nustatyti jų vadybinės kompetencijos raišką ugdymo proceso tobulinime. Tyrime dalyvavo 200 Vilniaus mokyklų mokytojų. Duomenys suvesti ir atlikta analizė Microsoft Excel 2010 ir SPSS (Statistical for the Social Sciences) 17.0 programomis bei taikyta aprašomoji statistika (procentinių dažnių skaičiavimai) bei naudota koreliacinė analizė. Tyrimas patvirtino ginamąjį teiginį, kad ugdymo procesas nuolat tobulinamas gali būti veiksmingesnis, jeigu mokytojas, panaudodamas savo vadybines žinias, efektyviau vadovaus jam. Tyrimu nustatyta, kad egzistuoja statistiškai reikšmingi ryšiai tarp : mokytojų darbo stažo ir jų įgytos kvalifikacinės kategorijos; planavimo, organizavimo, vadovavimo ir priežiūros/vertinimo funkcijų gebėjimų ir tobulinamo ugdymo proceso komponentų.This paper‘s task is to analyze, what forms teacher‘s manageral competency, and evaluate it‘s importance, by improving education process. Implemented goals: 1. Based on scientific, pedagogical, psichological literature various educational documents, I analyzed mangeral competency, educational process and it‘s development conceptions. 2. Examined and evaluated teacher‘s manageral competence‘s influence in educational process development, on educator‘s self-assessment aspect. 3. Resolved educational process development possibilities, to use teacher‘s manageral competency in more efficient way. An empirical method was used – teacher‘s questionnaire, the basis of which sought to determine their manageral competency expression in educational process development. In this reasearch 200 Vilnius schools teachers participated. All of the data was pieced together and analyzed with Microsoft Excel 2010 and SPSS (Statistical for the Social Sciences) 17.0 programs, and descriptive statistics, correlation analysis was used. The research confirmed thesis, that educational process can be more efficient, when constantly improved, teacher can conduct more efficiently using his manageral knowledge. In this reasearch I confirmed, that static significant connections exist between: teacher‘s leght of service and his qualification; planning, organising, leadership and supervision/evaluation functions abilities and developing educational process components.
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CECCHINATO, FABIO. "L'esperienza dell'etica nell'esercizio del ruolo manageriale." Doctoral thesis, Università Cattolica del Sacro Cuore, 2007. http://hdl.handle.net/10280/169.
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Viene esplorata l'esperienza della dimensione etica nel ruolo manageriale attraverso una analisi su tre piani: quello dell'esperienza soggettiva, della relazione interpersonale e infine il livello istituzionaleThe experience of ethics in managerial role is explored at three different levels of analysis: the individual level, the interpersonal level and the institutional level.
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CECCHINATO, FABIO. "L'esperienza dell'etica nell'esercizio del ruolo manageriale." Doctoral thesis, Università Cattolica del Sacro Cuore, 2007. http://hdl.handle.net/10280/169.
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Viene esplorata l'esperienza della dimensione etica nel ruolo manageriale attraverso una analisi su tre piani: quello dell'esperienza soggettiva, della relazione interpersonale e infine il livello istituzionaleThe experience of ethics in managerial role is explored at three different levels of analysis: the individual level, the interpersonal level and the institutional level.
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Dubouloz, Sandra. "L'innovation organisationnelle : antécédents et complémentarité : une approche intégrative appliquée au Lean Management." Phd thesis, Université de Grenoble, 2013. http://tel.archives-ouvertes.fr/tel-00944182.
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Cette thèse traite d'un type d'innovation largement négligé jusqu'à aujourd'hui : l'innovation organisationnelle (IO), également connue sous le nom " d'innovation management " ou " innovation managériale ". L'objectif est d'expliquer le phénomène d'adoption de ce type d'innovation en identifiant non seulement ses antécédents internes et externes, mais aussi ses relations avec l'innovation technologique de procédés, avec laquelle elle partage un certain nombre de caractéristiques. Le modèle proposé est fondé sur la vision intégrative de l'innovation (the integrative view of innovation) qui présente un triple intérêt : (1) contrairement à la vision distinctive et linéaire de l'innovation, elle ne relègue pas l'IO au statut d'innovation de second rang ; (2) elle élargit le champ des antécédents au-delà des seuls efforts en R&D et envisage leurs effets d'interaction ; (3) elle enrichit l'explication du phénomène d'adoption d'une IO en faisant l'hypothèse que des innovations de différents types sont adoptées de manière complémentaire. Notre démarche repose sur quatre articles empiriques et une multi-méthodologie, qualitative basée sur six études de cas d'entreprises industrielles, et quantitative faisant appel à différentes méthodes économétriques. Le Lean Management représente la forme concrète d'IO à partir de laquelle les confrontations empiriques sont réalisées. Au final, cette thèse est à l'origine de trois contributions majeures. Tout d'abord, au-delà des antécédents traditionnels privilégiés dans les recherches, d'autres antécédents internes (les pratiques de mobilisation des ressources humaines et la capacité d'absorption des entreprises) et externes (les sources de connaissances) jouent un rôle crucial sur l'adoption d'une IO. Ensuite, la prise en compte des interactions entre ces antécédents s'avère essentielle pour une meilleure compréhension du processus d'adoption, certains étant complémentaires (ex : les pratiques de mobilisation entre elles ou la résistance au changement et le manque de soutien managérial) alors que d'autres sont substituables (ex : les sources externes de connaissance et la capacité d'absorption des firmes). Enfin, conformément à la vision intégrative, l'adoption de l'IO n'est pas indépendante de l'adoption d'une innovation technologique de procédés et est régie par des antécédents similaires. Toutefois, leur relation n'est pas d'ordre complémentaire au sens strict dans la mesure où il y aurait un effet d'ordre. Ces résultats débouchent sur des recommandations managériales utiles pour un meilleur pilotage de l'adoption d'une IO.
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Milillo, Mauro. "Il processo evolutivo delle attività manageriali nei gruppi parlamentari alla Camera dei Deputati." Doctoral thesis, Universita degli studi di Salerno, 2016. http://hdl.handle.net/10556/2131.
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2012 - 2013This paper is aimed at contextualizing, from both a theoretical and an empirical point of view, the process of politics managerialization, drawing from the prevailing scientific literature in the field of New Public Management (NPM). For this purpose, the findings of a narrative literature review about the impacts of NPM on politics are discussed, in order to devise a theoretical framework to conceptualize the object of the research. In the light of this conceptual framework, an in-depth case study about the introduction of managerial approaches to the governance of some Parliamentary Groups in charge during the XVII legislature of the Italian Republic has been realized. The empirical findings of this paper pave the way to intriguing insights about the outcomes of the process of politics managerialization. At the same time, they provide some food for thought to discuss the limitations which hinder the full realization of politics managerialization. [edited by author]
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Ruggeri, Daniela. ""Subjective weighting:" i fattori che influenzano il processo di valutazione delle performance manageriali." Thesis, Universita' degli Studi di Catania, 2011. http://hdl.handle.net/10761/292.
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La prassi sempre piu' diffusa dell'adozione di sistemi multipli di performance caratterizzati da misure quantitative e qualitative ha posto una serie di problematiche in merito all'importanza di ciascuna misura nel processo di determinazione del bonus. Negli ultimi anni ha assunto particolare rilievo il tema della soggettivita' e le modalita' di esplicitazione della stessa nei sistemi di remunerazione. In particolare, l'interesse degli accademici e' stato indirizzato allo studio dei bonus determinati in tutto o in parte da giudizi soggettivi del valutatore. La soggettivita' nella valutazione delle performance manageriali puo' manifestarsi, singolarmente o congiuntamente, nei seguenti modi: a) ex ante, nella scelta delle misure di risultato da inserire nel sistema di valutazione ed in particolare, nell'adozione di misure oggettive e soggettive; b) nella valutazione discrezionale del supervisor; c) ex post, nell'assegnazione dei pesi alle misure di performance contenute nel sistema di valutazione. Il presente lavoro si e' proposto di indagare la soggettivita' espressa nell'attribuzione dei pesi alle misure di performance con l'obiettivo di comprendere le dinamiche del processo decisionale del supervisor nell'assegnazione discrezionale dei pesi alle misure di performance. In particolare, tale fenomeno e' stato analizzato attraverso l'applicazione della metodologia sperimentale mediante la realizzazione di un esperimento con i dirigenti medici. I risultati dimostrano che la decisione del supervisor e' il risultato di un'integrazione della prospettiva economica e comportamentale, ove quest'ultima trova le sue radici nella teoria della giustizia organizzativa.The 'widespread' adoption of multiple performance measurement systems characterized by quantitative and qualitative measures has stimulated a number of growing issues regarding the importance of each measure in the process of bonus determination. Recently researchers have underlined the relevance of subjectivity in the incentive systems. In particular, academics have focused on the impact of subjective supervisor judgments on the bonus determination. The subjectivity on managerial performance evaluation occurs, singly or jointly, in the following forms: a) ex ante, choosing performance measures that should be included in the performance evaluation system; b) the discretion of the supervisor, c) ex post, assigning weights to the measures contained in the performance evaluation system. The aim of this study is to investigate the subjectivity in the form of weighting performance measures and understand the dynamics of supervisor decision-making in the allocation of weights. Specifically, this phenomenon has been analyzed through the application of experimental methodology by carrying out an experiment with the medical directors. The results show that the supervisor decision is based on the integration of economic and behavioral perspectives, which the latter is rooted on the organizational justice theory.
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BIFFI, FRANCESCA. "IL LAVORO MANAGERIALE NEI SERVIZI ALLA PERSONA." Doctoral thesis, Università Cattolica del Sacro Cuore, 2015. http://hdl.handle.net/10280/6765.
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IL LAVORO MANAGERIALE NEI SERVIZI ALLA PERSONA
“Cosa fanno i manager che lavorano nei Servizi alla Persona?” Lo scopo del lavoro di ricerca è quello di rispondere a questa domanda attraverso la descrizione delle attività quotidiane di sei manager italiani che lavorano in Servizi alla Persona.
La ricerca ha combinato due approcci teorici, uno relativo alle attività manageriali (Mintzberg, 1980, 2010) e l’altro che concerne il lavoro sociale, “il lavoro sociale relazionale” (Folgheraiter, 1998, 2011). La scelta metodologica di integrare differenti approcci teorici si fonda sull’idea di arricchire la discussione riguardo a “cosa fanno i manager nei Servizi alla Persona?”, oggetto che coinvolge diverse discipline.
I due strumenti utilizzati nella ricerca qualitativa sono: shadowing (in cui il ricercatore osserva i soggetti prendendo nota di tutto ciò che essi fanno o dicono) e interviste semi-strutturate (in cui l’intervistatore ha una traccia che indica gli argomenti da esplorare).
L’integrazione teorica e il campo specifico di indagine hanno permesso di identificare ruoli manageriali peculiari dei Servizi alla Persona e di far emergere il punto di vista di manager assistenti sociali in merito al loro lavoro.MANAGERIAL WORK IN PERSONAL SOCIAL SERVICES "What do managers that work in personal social services do?" The purpose of research project is to answer this question by describing the daily activities of six Italian managers that work in personal social services. The research has combined two theoretical approaches, one related to describing the daily practices of management (Mintzberg, 1980, 2010) and the other to social work, “the relational social work” (Folgheraiter, 1998, 2011). The methodological choice to integrate different theoretical approaches was based on the idea of enriching the discussion of “what do managers in personal social services do?” which spans different disciplines. The two techniques used in this qualitative research are: “shadowing” (in which the researcher observes the subjects, taking notes of everything they say or do) and semi-structured interviews (in which the interviewer has a framework of themes to be explored). The integration of different theoretical approaches and the specific field of investigation allowed the identification of some of the specific managerial roles in personal social services and the points of view of social work managers about their job.
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BIFFI, FRANCESCA. "IL LAVORO MANAGERIALE NEI SERVIZI ALLA PERSONA." Doctoral thesis, Università Cattolica del Sacro Cuore, 2015. http://hdl.handle.net/10280/6765.
Full textAbstract:
IL LAVORO MANAGERIALE NEI SERVIZI ALLA PERSONA
“Cosa fanno i manager che lavorano nei Servizi alla Persona?” Lo scopo del lavoro di ricerca è quello di rispondere a questa domanda attraverso la descrizione delle attività quotidiane di sei manager italiani che lavorano in Servizi alla Persona.
La ricerca ha combinato due approcci teorici, uno relativo alle attività manageriali (Mintzberg, 1980, 2010) e l’altro che concerne il lavoro sociale, “il lavoro sociale relazionale” (Folgheraiter, 1998, 2011). La scelta metodologica di integrare differenti approcci teorici si fonda sull’idea di arricchire la discussione riguardo a “cosa fanno i manager nei Servizi alla Persona?”, oggetto che coinvolge diverse discipline.
I due strumenti utilizzati nella ricerca qualitativa sono: shadowing (in cui il ricercatore osserva i soggetti prendendo nota di tutto ciò che essi fanno o dicono) e interviste semi-strutturate (in cui l’intervistatore ha una traccia che indica gli argomenti da esplorare).
L’integrazione teorica e il campo specifico di indagine hanno permesso di identificare ruoli manageriali peculiari dei Servizi alla Persona e di far emergere il punto di vista di manager assistenti sociali in merito al loro lavoro.MANAGERIAL WORK IN PERSONAL SOCIAL SERVICES "What do managers that work in personal social services do?" The purpose of research project is to answer this question by describing the daily activities of six Italian managers that work in personal social services. The research has combined two theoretical approaches, one related to describing the daily practices of management (Mintzberg, 1980, 2010) and the other to social work, “the relational social work” (Folgheraiter, 1998, 2011). The methodological choice to integrate different theoretical approaches was based on the idea of enriching the discussion of “what do managers in personal social services do?” which spans different disciplines. The two techniques used in this qualitative research are: “shadowing” (in which the researcher observes the subjects, taking notes of everything they say or do) and semi-structured interviews (in which the interviewer has a framework of themes to be explored). The integration of different theoretical approaches and the specific field of investigation allowed the identification of some of the specific managerial roles in personal social services and the points of view of social work managers about their job.
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POZZI, DANIELE. "L'affermazione delle capacità tecnico manageriali nell'Agip di Enrico Mattei come sviluppo di un processo di lungo periodo (1930-1965)." Doctoral thesis, Università Bocconi, 2004. http://hdl.handle.net/11565/4050968.
Full text
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COLOMBI, MASSIMILIANO. "PENSIERO ORGANIZZATIVO E AZIONE MANAGERIALE PER L'« INTRAPRESA SOCIALE » IN UNA PROSPETTIVA GENERATIVA. IL CASO DELLA CISL." Doctoral thesis, Università Cattolica del Sacro Cuore, 2011. http://hdl.handle.net/10280/1104.
Full textAbstract:
L’ipotesi che ha guidato il lavoro di ricerca fa riferimento alla possibilità di verificare come le trasformazioni in atto, impattando sulle dimensioni concrete della vita delle persone, modificano la domanda sociale che viene rappresentata nelle tante relazioni faccia a faccia tra l’operatore sindacale (confederale, di categoria e dei servizi) e i lavoratori, nei tanti “punti di contatto” che costruiscono il front-office dell’organizzazione.
Tra le associazioni di rappresentanza è stato scelto di focalizzare l’attenzione sulla Cisl, il sindacato-associazione.
Al fine di “conoscere l’organizzazione” si è privilegiata una logica di ricerca-azione secondo un approccio psicosociologico.
Quali indicazioni si possono trarre per delineare una prima proposta di “Pensiero organizzativo e azione manageriale per l’”intrapresa sociale” in una prospettiva generativa”?
Una prima indicazione fa riferimento alla possibilità di rappresentare la Cisl come “intrapresa sociale”, sottolineando la necessità di una dimensione “socialmente imprenditiva”, per quanto riguarda sia la “produzione” di tutela e di rappresentanza per tutti quei soggetti “estranei” ai percorsi tradizionali, sia la capacità di riattivare l’associazione come “mondo vitale”.
Una leva per l’innovazione è stata rintracciata nel “ciclo della rappresentanza ricompositiva”: la trasformazione dell’ incontro personale in una “mappa collettiva” e la costruzione della rappresentanza a partire da “storie di donne e uomini” con i propri bisogni, possono essere due elementi che aiutano la Cisl a restare il “sindacato nuovo”.
La stessa formazione viene sollecitata a mutare paradigma, a ripensarsi e a proporsi con logiche e forme che siano congruenti con l’esigenza di sviluppare capability nelle
organizzazioni, negli individui e nella società.The research has been guided by a hypothesis which refers to the possibility of verifying how the ongoing transformations, drawing on concrete dimensions of people’s lives, modify the social demand that is represented in several face to face relationships between the trade-union operator (confederal operator, category operator and services operator) and the workers, at many “contact points” which construct the front-office of the organization. Among the representative associations it was decided to focus on Cisl, the union-association. In order to “get to know the organization” it was favoured a logic of research-action based on a psycho-sociological approach. Which guidelines can be drawn to outline a first proposal of “Organizational thinking and managerial action for the “social undertaking" in a generative perspective”? A first guideline refers to the possibility of representing Cisl as “social undertaking”, underlining the necessity of a “socially undertaking” dimension, both in relation to the “production” of safeguard and representation for all those subjects which are “alien” to the traditional ways, as well as regarding the capacity of re-activating the association as “vital world”. A lever for innovation has been identified in the “cycle of re-compositional representation”: the transformation of personal encounters in a “collective map”, and the construction of representation starting from "stories of women and men” with their own needs, can be two elements helping Cisl to remain the “new union”. The training itself is solicited to change its paradigm, to re-think of itself and to introduce itself with a series of logics and forms which are congruent with the need for developing capabilities within organizations, individuals and the society.
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COLOMBI, MASSIMILIANO. "PENSIERO ORGANIZZATIVO E AZIONE MANAGERIALE PER L'« INTRAPRESA SOCIALE » IN UNA PROSPETTIVA GENERATIVA. IL CASO DELLA CISL." Doctoral thesis, Università Cattolica del Sacro Cuore, 2011. http://hdl.handle.net/10280/1104.
Full textAbstract:
L’ipotesi che ha guidato il lavoro di ricerca fa riferimento alla possibilità di verificare come le trasformazioni in atto, impattando sulle dimensioni concrete della vita delle persone, modificano la domanda sociale che viene rappresentata nelle tante relazioni faccia a faccia tra l’operatore sindacale (confederale, di categoria e dei servizi) e i lavoratori, nei tanti “punti di contatto” che costruiscono il front-office dell’organizzazione.
Tra le associazioni di rappresentanza è stato scelto di focalizzare l’attenzione sulla Cisl, il sindacato-associazione.
Al fine di “conoscere l’organizzazione” si è privilegiata una logica di ricerca-azione secondo un approccio psicosociologico.
Quali indicazioni si possono trarre per delineare una prima proposta di “Pensiero organizzativo e azione manageriale per l’”intrapresa sociale” in una prospettiva generativa”?
Una prima indicazione fa riferimento alla possibilità di rappresentare la Cisl come “intrapresa sociale”, sottolineando la necessità di una dimensione “socialmente imprenditiva”, per quanto riguarda sia la “produzione” di tutela e di rappresentanza per tutti quei soggetti “estranei” ai percorsi tradizionali, sia la capacità di riattivare l’associazione come “mondo vitale”.
Una leva per l’innovazione è stata rintracciata nel “ciclo della rappresentanza ricompositiva”: la trasformazione dell’ incontro personale in una “mappa collettiva” e la costruzione della rappresentanza a partire da “storie di donne e uomini” con i propri bisogni, possono essere due elementi che aiutano la Cisl a restare il “sindacato nuovo”.
La stessa formazione viene sollecitata a mutare paradigma, a ripensarsi e a proporsi con logiche e forme che siano congruenti con l’esigenza di sviluppare capability nelle
organizzazioni, negli individui e nella società.The research has been guided by a hypothesis which refers to the possibility of verifying how the ongoing transformations, drawing on concrete dimensions of people’s lives, modify the social demand that is represented in several face to face relationships between the trade-union operator (confederal operator, category operator and services operator) and the workers, at many “contact points” which construct the front-office of the organization. Among the representative associations it was decided to focus on Cisl, the union-association. In order to “get to know the organization” it was favoured a logic of research-action based on a psycho-sociological approach. Which guidelines can be drawn to outline a first proposal of “Organizational thinking and managerial action for the “social undertaking" in a generative perspective”? A first guideline refers to the possibility of representing Cisl as “social undertaking”, underlining the necessity of a “socially undertaking” dimension, both in relation to the “production” of safeguard and representation for all those subjects which are “alien” to the traditional ways, as well as regarding the capacity of re-activating the association as “vital world”. A lever for innovation has been identified in the “cycle of re-compositional representation”: the transformation of personal encounters in a “collective map”, and the construction of representation starting from "stories of women and men” with their own needs, can be two elements helping Cisl to remain the “new union”. The training itself is solicited to change its paradigm, to re-think of itself and to introduce itself with a series of logics and forms which are congruent with the need for developing capabilities within organizations, individuals and the society.
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Ferreira, Marcos. "O processo de aprendizagem das compet?ncias gerenciais em uma empresa p?blica de pesquisa." Universidade Federal Rural do Rio de Janeiro, 2011. https://tede.ufrrj.br/jspui/handle/jspui/1200.
Full textAbstract:
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Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES
Public management studies point out an ever-increasing inadequacy of public administration practice based on decision centralization, hierarchy and unity of command principles, pyramidal power structure, rigid routines and vertical processes control, Inadequacy probably caused by society?s changing exigencies which are closer and faster expressed by means of information and communication technologies for demanding more efficient and quality public services. On the other hand, flexibility, quality, competency, innovation and change concepts support private sector management practice. Thus, public administration firms would benefit learning from private management practice in order to attend society?s demands for more efficient and quality public service. New public sector circumstances requires public service management adaptation to stimulate organizational change and to implement new management methods as recommended by a Brazilian public administration program called GesPublica. A managerial model for public administration is justified to overcome challenges that managers experience at public organizations nowadays, similar to the ones posed to the private ones. Contemporary public manager would answer organizational environment changes through learning and developing managerial competencies in order to accomplish the organization?s Mission. So, a scientific research to examine how supervisors individually and collectively learn and develop managerial competencies at a public research and development public firm was designed. Supervisors? actual practice was focused in this qualitative empirical research. Field data was collected through semi-structured personal interviewing with ten supervisors. Transcripted interview texts were hermeneutically analyzed to understand learning and developing managerial competencies process phenomenon. In this way seven categories emerged: a) public management context: motivation for joining the firm b) managers selection process c) building managerial competency learning process d) developing technical skills and managerial competencies; e) managers? experienced episodes f) daily difficulties in public management context and g) manager staff working processes. Results suggest that managerial competency is developed through formal capacitation and also by means of single loop, double loop as well as experiential learning processes. Managerial competencies are developed in the midst of a challenging and difficult context were individuals also get frustrated and obtain work satisfaction. Field data showed that managerial activities resemble Sisifo?s punishment metaphor and that self-managers vision about their own work embraces responsibility, burocracy, conflict management and having to act simultaneously as a technician while managing their area.
Estudos na ?rea de gest?o p?blica permitem-nos vislumbrar seu distanciamento cada vez mais crescente das pr?ticas que se alicer?am na centraliza??o de decis?es, hierarquia traduzida no princ?pio de unidade de comando, estrutura piramidal de poder, rotinas r?gidas e controle vertical dos processos administrativos. Atualmente a Administra??o P?blica pode aprender com a gest?o das empresas privadas onde conceitos como flexibilidade, qualidade, compet?ncia, inova??o e mudan?a permeiam um contexto em que se exige qualifica??o do trabalhador para responder ?s novas demandas da sociedade. Esta por meio das tecnologias de informa??o e comunica??o aproxima-se mais do Estado, cobrando e exigindo a presta??o de servi?os com qualidade e efici?ncia. Esse novo panorama estatal que ora se apresenta implica na necessidade de adapta??o do servi?o p?blico no sentido de promover mudan?as organizacionais e implementar novos m?todos de trabalho como preconiza o Programa Gespublica. A ado??o de um modelo gerencial para a administra??o governamental se justifica pelos desafios enfrentados pelos gestores das empresas privadas s?o agora vividos pelos gestores das organiza??es p?blicas. E nesse sentido, o gestor p?blico contempor?neo dever? ser capaz de prover o atendimento das peculiaridades de cada ambiente organizacional por meio da aprendizagem e pelo desenvolvimento de suas compet?ncias gerenciais que lhe permitam atingir/superar os desempenhos configurados na miss?o da organiza??o. O presente trabalho se justifica, face ? necessidade de se investigar como os supervisores aprendem e desenvolvem compet?ncia para gerenciar em uma empresa p?blica de pesquisa e desenvolvimento que se insere no cen?rio contempor?neo descrito. Objetivouse identificar na pr?tica, processos de desenvolvimento de compet?ncias gerenciais alcan?ados por meio de aprendizagem individual e coletiva. Para tanto, realizou-se uma pesquisa-emp?rica com abordagem qualitativa. Para a coleta dos dados emp?ricos utilizou-se a entrevista com roteiro junto a dez supervisores. Depois de transcritas as entrevistas foram hermeneuticamente analisadas. Assim, emergiram sete categorias de an?lise: a) o contexto da gest?o p?blica: motiva??o para ingresso na organiza??o; b) o processo de sele??o para a fun??o gerencial; c) constru??o da vis?o e do processo de aprendizagem da fun??o gerencial; d) aprendendo e desenvolvendo habilidades t?cnicas e compet?ncias gerenciais; e) epis?dios vividos pelos gestores no contexto da atua??o gerencial; f) as dificuldades di?rias e o contexto da gest?o p?blica; g) o gestor, sua equipe e os processos de trabalho. Os resultados indicam um aprendizado de compet?ncia gerencial por meio de forma??o e experi?ncia baseado nos modelos de aprendizagem single loop, double loop e aprendizagem vivencial. As compet?ncias gerenciais s?o aprendidas em um contexto de enfrentamento dos desafios e dificuldades, envolvendo tamb?m frustra??es e satisfa??o dos indiv?duos. Os depoimentos de campo permitiram compreender que os desafios da atividade gerencial s?o metaforicamente comparados ao castigo imposto a S?sifo e que a vis?o do gestor de sua pr?pria atividade abrange responsabilidade, burocracia, gest?o de conflitos e a dificuldade de ser gestor ao mesmo tempo em que tem de atuar como um especialista de sua ?rea