Relevant bibliographies by topics / Organizational behavior Social aspects Victoria

Academic literature on the topic 'Organizational behavior Social aspects Victoria'

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Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Organizational behavior Social aspects Victoria"

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Jernsand, Eva Maria. "Engagement as transformation: Learnings from a tourism development project in Dunga by Lake Victoria, Kenya." Action Research 15, no. 1 (March 2017): 81–99. http://dx.doi.org/10.1177/1476750316678913.

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Participatory tourism development projects are considered effective and democratic since they engage people in interactive learning processes that change individuals and societies. In order to be transformative, a relational and social process must be acheived which challenges prior knowledge and beliefs. The purpose of this article is to explore engagement as a transformative feature of research and development practice. Three aspects of engagement are proposed through which higher learning loops and transformation can be enhanced: embodied and situated learning, relationship-building, and acknowledging and sharing power. These three aspects of engagement are explored through the case of developing an ecotourism site by Lake Victoria in Kenya.
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Smith, Sandy G. "Social, Organizational, And Policy Aspects of Environmental Action." Ecology 84, no. 10 (October 2003): 2806–7. http://dx.doi.org/10.1890/0012-9658(2003)084[2806:soapao]2.0.co;2.

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GÜRCAN, Nurettin. "A MODERN ACHIEVEMENT ON THE BASIS OF EASTERN MANAGEMENT PHILOSOPHY: 30 AUGUST VICTORY." IEDSR Association 6, no. 15 (September 20, 2021): 420–34. http://dx.doi.org/10.46872/pj.388.

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The concepts of management and leadership are phenomena that have existed since the existence of humanity. Both of these concepts have undergone significant evolutions over the centuries in which humanity has developed. The concept of management, which is one of the important descriptors of the organizational field, has emerged in different ways in different environments. Different styles of management have led to the emergence of different leadership behaviors in organizational environments. One of the most important reasons for the formation of different leadership styles in different organizational environments is cultural values. In societies with different cultural value patterns, the experiences of socio-economic life also differ. Here, the unique aspects of social values shape many basic elements. The management and leadership styles of the society or the organizational structures within the social structure are one of these basic elements. As the management and leadership styles of the countries change, the management and leadership styles of the organizations also differ. One of the most important distinctions in this regard is made with the distinction between east-west culture in the literature. The eastern management culture and leadership styles differ from the western approaches. This difference is also reflected in the understanding of management and leadership in social phenomena. As a matter of fact, the ancient Turkish and Eastern philosophers, who described the times spent with wars and struggles on the subject, touched on important points. Philosophers have made references to the foundations of management philosophy and leadership with their predictions about management in many works from Kutadgu Bilig to the works of Hsun Tzu examining the art of war. Similarly, rooted victories in the Turkish administrative culture, in which the eastern management philosophy was used, were won in the wars and the struggle for independence. One of the most important of these victories is the 30August Victory. It is possible to say that in this victory, which represents an important turning point for the Turks to gain their independence, many successful management behaviors, which the eastern philosophers have made their subject, were also used. In this sense, in this study, it is tried to examine the importance of the 30 August Victory, which is an important representation of the struggle for existence of a country that takes Western values as an example, as well as the eastern-based administrative behaviors.
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Amini, Mohsen, Mehdi Amini, Masoud Ghodsi, and Mani Rafiyi. "Evaluation of Relationship between Social Self Concept, Organizational Identity and Organizational Citizenship Behavior." Asian Social Science 12, no. 2 (January 11, 2016): 62. http://dx.doi.org/10.5539/ass.v12n2p62.

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<p>This article reviews the relationship between social self concept, organizational identity and organizational citizenship behavior among employees in Tax Affairs Organization in Lorestan province. Thus, the most important aspects of organizational citizenship behavior was extracted from extensive study of library resources and articles and scientific magazines in internet sites and articles presented in the First Citizenship Behavior Management National Conference in Tehran university and then these resources were all reviewed. The population of the study consists of employees in Tax Affairs Organization in Lorestan province that was evaluated using questionnaire (social self concept, organizational identity and organizational citizenship behavior). Sample size was estimated 250 individuals using Cochran formula and simple random sampling. Research hypothesizes were tested using modeling statistical Structural equation modeling (SEM) and smartpls software. Results show that there is a significant relationship between organizational identity and organizational citizenship behavior among employees. Also there is a significant relationship between organizational citizenship behavior and organizational identity. <strong><em></em></strong></p>
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Dimitrov, Yasen. "Behavioral aspects of organizational effectiveness: Emotional intelligence, organizational citizenship behavior, and their relationship roles." VUZF Review 5, no. 4 (December 25, 2020): 15–31. http://dx.doi.org/10.38188/2534-9228.20.4.03.

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The article examines the constructs of emotional intelligence and organizational citizenship behavior and their role in practicing behaviors that increase organizational effectiveness. After outlining these terms and the connection between them a study is presented covering a group of 110 operational managers from eight different manufacturing companies. For this purpose, psychometric questionnaires 3D ECI (3-Dimensional Emotional Competencies Inventory) and organizational citizenship behavior (OCB) – C Scale (Organizational Citizenship Behavior – Checklist Scale) were used. The results of the study show correlations between individual competencies of emotional intelligence such as Maintaining Relationships and Managing Social Situations within the dimensions of organizational citizenship behavior. The correlations are discussed from the point of their practical implementation in HR practices such as recruitment, the creation of competency models, career paths, course training, and development programs.
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Sidani, Yusuf, and Simon Reese. "A journey of collaborative learning organization research." Learning Organization 25, no. 3 (April 9, 2018): 199–209. http://dx.doi.org/10.1108/tlo-01-2018-0015.

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Purpose This paper aims to provide an overview of the development of learning organization concepts from the perspectives of Dr Victoria Marsick and Dr Karen Watkins and presents an interesting evolution of their work together spanning over three decades. Design/methodology/approach Through a conversation with thought-leading scholars Dr Victoria Marsick and Dr Karen Watkins, this paper discussed serval topics pertaining to the evolution of the learning organization debate and provides their unique perspective on the development of their theories. Findings The learning organization debate has many foundations that today have led to differing perspectives, which Dr Marsick and Dr Watkins advocate. They developed their learning organization concepts from their particular background, which varies from others. To these thought leaders, cultural aspects are the critical focus of the learning organization. Originality/value The discussion with Victoria Marsick and Karen Watkins reveals their understanding of the evolution of the contested discussion around learning organization definition and implications. The understanding of this evolution, in their words, provides context for researchers and practitioners.
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Langley, Paul C. "Evaluating the Economic and Social Impact of Vocational Rehabilitation Programs in Victoria." Performance Improvement Quarterly 2, no. 2 (October 22, 2008): 30–46. http://dx.doi.org/10.1111/j.1937-8327.1989.tb00401.x.

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Yadav, Ajay Kumar. "Social Movements, Social Problems and Social Change." Academic Voices: A Multidisciplinary Journal 5 (September 30, 2016): 1–4. http://dx.doi.org/10.3126/av.v5i0.15842.

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Social movement is an organized effort by a significant number of people to change (or resist change in) some major aspect or aspects of society. Sociologists have usually been concerned to study the origins of such movements, their sources of recruitment, organizational dynamics, and their impact upon society. Social movements must be distinguished from collective behavior. Social movements are purposeful and organized; collective behavior is random and chaotic. Social movements include those supporting civil rights, gay rights, trade unionism, environmentalism, and feminism. Collective behaviors include riots, fads and crazes, panics, cultic religions, rumors. This paper deals with formation of social movement, emergence of social movement, social problems and social change.Academic Voices Vol.5 2015: 1-4
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Korotkov, A. V. "Theoretical and Methodological Aspects of Shaping Social Behavior in Higher School." Vestnik of the Plekhanov Russian University of Economics 18, no. 2 (April 9, 2021): 99–112. http://dx.doi.org/10.21686/2413-2829-2021-2-99-112.

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The goal of the research is to attract attention to the problem of upbringing and to the necessity of improving theoretical and methodological support of the process of social upbringing of students in higher school oriented to shaping social behavior of students directly in the education institution that corresponds to the cultural level, standards and rules of this education institution. Legislative acts and academic publications concerning learners’ upbringing were used as sources of information. Certain categories and notions used in researching social upbringing and behavior have not been completely shaped, thus the present investigation was based on scientific methodology, which includes as one of its sections improvement and concretization of conceptual and categorical apparatus in this field of science. During the research in order to describe the process of shaping social behavior in higher school the authors used systematic, cybernetic approach implying modeling of the upbringing process in the form of model of managing the process of learner’s socialization assuming demand setting, monitoring results and correction of management by feedback. The research used elements of planning with development of the list of tasks and events aimed at managing the process of social behavior of student. As a result the conceptual and categorical apparatus was specified and formulated, which is necessary to describe the process of student’s socialization in education institutions, including such notions as social upbringing, socialization, social behavior, organizational behavior, behavior discipline, behavior code, behavior culture, organizational discipline; the model of managing the process of shaping social behavior of student was worked out in the form of the system with feedback; the list of tasks and events was developed to support the process of managing social behavior with assessment of their applicability in current situation. The obtained results can form the foundation for developing the mechanism of managing social behavior in university and can be used not only in higher school but also in other education institutions.
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Gibney, Ray, Thomas J. Zagenczyk, and Marick F. Masters. "The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction." Group & Organization Management 34, no. 6 (November 29, 2009): 665–97. http://dx.doi.org/10.1177/1059601109350987.

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Dissertations / Theses on the topic "Organizational behavior Social aspects Victoria"

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Landis, Blaine. "The psychology of social networks : power, emotion and personality." Thesis, University of Cambridge, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.707985.

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Tasselli, Stefano. "Network structure, individual agency and outcomes in organizations." Thesis, University of Cambridge, 2015. https://www.repository.cam.ac.uk/handle/1810/283966.

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Crimaldi, Christie Lynn. "Organizational policies, organizational social support, and work-family conflict: The mediating role of motivation orientation." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3303.

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The current study examines the relationship between organizational support and work-family/family-work conflict. This study hopes to add to the literature by looking at individual differences as a possible mediator in the relationship between various sources of support and conflict between work and family.
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Willis, Eileen. "Accelerating control : an ethnographic account of the impact of micro-economic reform on the work of health professionals /." Title page, table of contents and abstract only, 2004. http://web4.library.adelaide.edu.au/theses/09PH/09phw7341.pdf.

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Moyo, Talent. "Social capital and organisational performance : a case study of a professional soccer league (PSL) club in South Africa." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2111.

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Thesis (MTech (Sport Management))--Cape Peninsula University of Technology, 2015.
This research investigated the relationship between Social Capital created by Corporate Social Responsibility (CSR) initiatives and organisational performance at Ajax Cape Town FC a professional football club in the South African Premier Soccer League (PSL). A mixed methods approach was selected for data collection and interviews, questionnaires and content analysis were the tools used to collect data.The data collected suggested that Ajax Cape Town FC employed CSR initiatives that successfully created social capital, and consequently enjoyed various benefits from these activities. The CSR activities facilitated access to the club’s target market, developed and improved mutually beneficial relations with the community and subsequently Ajax Cape Town FC experienced increased trust, a positive brand image and stronger loyalty from their fans and the broader community. The outcomes of this study provided an insight into a South African professional football club and demonstrate how CSR initiatives can be used to successfully improve organisational performance.
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Wong, Suk-ha, and 黃淑霞. "A study of perceived organizational support and organizational commitment among social workers in Integrated Family Service Centres." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45014619.

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Buckley, Patricia Louise, and pbuckley@swin edu au. "'A sense of place' : the role of the building in the organisation culture of nursing homes." Swinburne University of Technology, 2000. http://adt.lib.swin.edu.au./public/adt-VSWT20060317.114711.

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This study attempted to identifj and explore the role the building plays in the organisation culture of nursing homes. To do this a research plan was formulated in which the central plank was a case-study of a seventy-five bed high care nursing home. As part of the case-study, interviews were conducted at the nursing home with ten members of staff, two residents and a daughter of a resident. The study was also informed by interviews with two architects, who specialise in the design of nursing homes and aged care facilities. A theoretical model entitled the 'Conceptual Framework' was developed prior to the case-study. It was tested by applying it to findings related to the physical context and the organisation culture of the case-study venue. The hypothesis that the building does influence the culture of the nursing home environment was explored by studying the manner in which the building influenced the lives of those who work in the nursing home and those who live there. This challenge was met with the use of theoretical contributions from organisation theory and psychodynamics, which together provided a vehicle for analysis of the culture and the building's role in it.
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Gibson-Tessendorf, Cornel. "An exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1002786.

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Many companies today are using some form of uniforms for employees. This research is an exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture. Culture is the experiences and common learning of the organization that results in shared values and beliefs. According to Schein (1985: 14) culture has three levels, namely: artifacts, values, and basic underlying assumptions. The first level of the culture consists of the physical constructs of the organization, and therefore includes the uniforms, which is the focus of this study. Schein (1985: 223) further proposes that culture can be embedded and transmitted through various mechanisms. The research was conducted in the constructivist paradigm, at a tertiary institution of higher learning in Eastern Cape, South Africa. To ensure triangulation, three sources of data were used, namely: documentation; observation; and both individual and focus group interviews. The researcher argues that uniforms played a role in the embedding of the sample organization’s three levels of culture, which were expressed in terms of Hofstede’s (1991: 07) culture dimensions. Firstly, the use of the different uniforms by different groups, as well as the ranking indicated by the uniforms, played a role in embedding the high power distance culture. Secondly, the symbolism of security portrayed by the uniform played a role in embedding the high uncertainty avoidance culture. Thirdly, it was found that the uniform created unity amongst groups, resulting in greater expression of collectivism. Fourthly, the use of sensible and practical uniforms plays a role in embedding the feminine culture where competitiveness is avoided and relationships are nurtured. Lastly, the uniform plays a possible role in transforming the culture from short-term to a long-term orientation that focuses on the future.
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Jimenez, Roxanne. "Effectiveness of Nonprofits on Factors That Influence the Social Aspects of Well-Being in Food Deserts." Case Western Reserve University School of Graduate Studies / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=case1620146299409908.

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Holroyd, Carl. "On being-in-community : a phenomenological explication of the experience of being-in-community : in the context of the community building workshop TM and business." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2003. https://ro.ecu.edu.au/theses/1317.

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A call for business to introduce a humanistic workplace ethos within a supportive work community resounds throughout the western world. Scott Peck's model of community building workshops is explored as a tool for creating a business ethos centred-on human flourishing which embraces the principles of socially responsible community. The CBW provides a concrete experience of a psychological and physiological sense of deep-community. In -Peck's vernacular, this is termed as being in-community. In my research the experience of being-in-community is explicated via phenomenological analysis, which allows some of the eidetic structures of the phenomenon to come to light. The experience is represented by four interpretive themes; encountering the other; emptying and emptiness; speaking; and being-in-community, with chapters five arid six showing the meaning of the experience for CBW participants. A phenomenological approach is used to report the meaning of experience, as phenomenology is suited to explicating both ideographic and homothetic representations of experience. The experience of being-in-community is shown to have properties that can profoundly affect and change the experiencing person. This research found that the experience of being-in-community has universal eidetic structures that exist beyond the embodied human, whilst being intrinsically connected to human consciousness. The experience of being-in-community is ontologically re-formational and bridges and transcends perceived differences of self and Other. This experience is shown to contain connective and unifying qualities, which bond people in an empathic and inclusive experience of the Other in community. Personal barriers to community are laid aside and the· Other is seen with ‘fresh eyes'. Differences are accepted in an attitude of care and respect for the Other, which is supportive and healing. People are bound in a lattice of fellow-feeling which can fortify and support individual and organisational endeavours to change. The CBW 'is proposed as a way to build sustainable business for the 21st century; businesses that can create and sustain community.
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Books on the topic "Organizational behavior Social aspects Victoria"

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Härtel, Charmine E. J., 1959-, Zerbe W. J, and Ashkanasy Neal M. 1945-, eds. Emotions in organizational behavior. Mahwah, N.J: Lawrence Erlbaum Associates, 2005.

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Champoux, Joseph E. Organizational behavior: Essential tenets. 2nd ed. Mason, Ohio: Thomson/South-Western, 2003.

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A social-contract theory of organizations. Notre Dame, Ind: University of Notre Dame Press, 1988.

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Gummer, Burton. The politics of social administration: Managing organizational politics in social agencies. Englewood Cliffs, N.J: Prentice Hall, 1990.

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1940-, Cooper Cary L., ed. Industrial and organizational psychology. Aldershot: Elgar, 1991.

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Ignace, Pollet, and Develtere Patrick, eds. Compass for intercultural partnerships. Leuven, Belgium: Leuven University Press, 2007.

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Elsen, Bob. Compass for Intercultural Partnerships: A thought provoking book to deploy the integration of culutes as a source of welfare and tolerance in a glocalising world. Leuven: Leuven University Press, 2007.

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Gilliland, Stephen. The social dynamics of organizational justice. Charlotte, NC: Information Age Publishing, Inc., 2015.

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L, Cooper Cary, ed. Industrial and organizational psychology. New York, N.Y: New York University Press, 1991.

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David, Collins. Organizational change: Sociological perspectives. New York: Routledge, 1998.

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Book chapters on the topic "Organizational behavior Social aspects Victoria"

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Larach, Diego E. Uribe, and John F. Cabra. "The Opportunities and Challenges of Technology Driven Creative Collaborations." In Advances in Human and Social Aspects of Technology, 325–42. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-60960-519-3.ch016.

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The onset of the 21st century is marked by deep psychological and sociological transformations affecting every scale of human endeavor, ranging from individual to crowd behavior. Deep and central to these transformations is the penetration of digital communication and computer technology into modern day life. Above all, this new and evolving technological landscape has opened exciting new possibilities to drive creative behavior, organizational creativity and innovation through computer-mediated interactions. Such opportunities are met with equal challenges that need to be addressed in order to harness the full potential of massively distributed creative collaborations. This chapter will elaborate on the underlying trends that give rise to these opportunities and challenges and to what extent these trends will govern creativity and innovation in areas of organizational life such as business, education, science and design in the next 10 to 30 years.
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Chen, Yi-Fan. "The Center for Mobile Communication Studies." In Encyclopedia of Cyber Behavior, 77–87. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-0315-8.ch006.

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The Center for Mobile Communication Studies at Rutgers University is the world’s first academic unit to focus solely on social aspects of mobile communication. Since 2004, it has become an international focal point for research, teaching, and service on the social, psychological, and organizational consequences of the burgeoning mobile communication revolution. The founder and director of the Center, James Katz, is one of the leading scholars in social consequences of new communication technology, especially mobile communication technology.
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Zedlacher, Eva, and Martina Hartner-Tiefenthaler. "Civility Values and Cyberbullying Prevention in the Digital Workspace." In Advances in Human Resources Management and Organizational Development, 572–90. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4912-4.ch027.

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In the digital workspace, new forms of (negative) interactions have emerged. Workplace cyberbullying can be pervasive, fast, and intrude the private sphere. These aspects make organizational surveillance and prevention challenging. In this conceptual chapter, the authors argue that for establishing an ethical digital workspace, civility values and ethical principles of individual responsibility and mutual respect are crucial. For prevention of workplace cyberbullying, formal systems like technological detection systems or policies are insufficient. Rather, organizations need to foster informal “social control.” The social norms in small workgroups and the leader's role-modeling behavior should guide the digital behavior of employees at and beyond work, and eventually create a climate of respect. This should also help to increase bystanders' moral awareness of allegedly minor uncivil incidents. Examples of different formal and informal preventive measures are discussed. The chapter ends with a brief discussion and outlook on future legal and technological advancements.
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Sergeeva, Natalya, and Milan Radosavljevic. "Towards a Theoretical Framework for Creative Participation." In Advances in Human and Social Aspects of Technology, 84–103. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-60960-519-3.ch004.

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To retain competitiveness, succeed and flourish, organizations are forced to continuously innovate. This drive for innovation is not solely limited to product/process innovation but more profoundly relates to a continuous process of improving how organizations work internally, requiring a constant stream of ideas and suggestions from motivated employees. This chapter investigates some recent developments and proposes a conceptual framework for creative participation as a personality driven interface between creativity and innovation. Under the assumption that employees’ intrinsic willingness to contribute novel ideas and solutions requires a set of personal characteristics and necessary skills that might well be unique to each organizational unit, the chapter then explores personal characteristics associated with creativity, innovation and innovative behavior. Various studies on the correlation between creativity and personality types are also reviewed. The chapter provides a discussion of solutions and future development together with recommendations for the future research.
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Sisk, Cheryl L., and Russell D. Romeo. "Puberty, Hormones, and the Social Brain." In Coming of Age, 69–95. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780195314373.003.0006.

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This chapter begins with some history of the field of behavioral neuroendocrinology and traces the origins of the classic organizational-activational hypothesis to explain sexual differentiation of the brain and behavior and hormonal influences on sex-typical social behaviors. The classic hypothesis posits that testicular hormones masculinize and defeminize neural circuits during a perinatal sensitive period, programming sex-typical activational responses to gonadal hormones in adulthood. Research since the mid- to late 1980s shows that a second wave of hormone-dependent organization of the brain and behavior occurs during puberty and adolescence and that ovarian hormones are actively involved in feminization of the brain during the adolescent period of organization. Next, a conceptual framework is presented for studying adolescent development of social cognition (the mental processes by which an individual encodes, interprets, and responds to sensory information from an animal of the same species) in the context of social reorientation, when during adolescence the source of social reward shifts from family to peers. The chapter reviews the literature on what social behaviors and aspects of social cognition are organized by pubertal hormones in males, as well as the nonsocial behaviors that are organized by pubertal hormones in males and females.
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Abdolshah, Mohammad, Narges Tarahhomi, Ali Hossein Nejad, and Amirmohammad Khatibi. "Spiritual Intelligence and Organizational Commitment." In Expert System Techniques in Biomedical Science Practice, 1–21. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5149-2.ch001.

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Denoting individual life along organizational commitment (OC) is one of the strategical programs in an organization. Although there are many researches about considering the meaning of organizational commitment and its relationship with other elements, but spiritual intelligence is an effective element of individual and behavior in organizations. The goal of this chapter is the investigation of the relationship between organizational spiritual intelligence (SI) and organizational commitment (OC) in Iranians' social security organization (ISSO). Base on this factor, during reviewing theatrical literature and relevant variable of scaling, the outline of research is made. The strategy of this research is a dependent kind of surveying tool for collecting data standard questionnaire about SI. The dual aspects of spiritual intelligence, self-knowledge and theology, correlated with commitment organization. Also, the main hypothesis of this study is to examine the relationship between organizational commitment and spiritual intelligence.
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Cejka, Pavel, and Hana Mohelska. "National Culture Influence on Organisational Trauma." In Impact of Organizational Trauma on Workplace Behavior and Performance, 162–86. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2021-4.ch007.

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Increasing human interaction creates extra stress on individuals and organisations as well. The nature of such stress results in economic shocks and large societal and organisational traumas. Although recent social science is capable of addressing the complexity of international interplay such as culture, acts of multinational corporations or cross-cultural team management, little attention was paid on the cultural aspects of removing organisational trauma. Since the 1980s, social science has experienced lively development in cross-cultural studies via the work of Hofstede, the Globe Group, the World Value Survey initiative, Trompenaars, Schwartz and others. Although major models are sufficient for defining national culture, there is lack of work explaining the managerial implications for crisis management or mitigating trauma in organisations.The authors of this chapter intend to critically review the latest literature on national culture, while discussing the relevant models and introducing the theoretic framework applicable for crisis/ trauma management.
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Boomsma, Jacobus J. "The free-living prokaryotic and eukaryotic cells." In Domains and Major Transitions of Social Evolution, 164–93. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780198746171.003.0007.

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Abstract The last universal common ancestor of cellular life (LUCA) and the last eukaryote common ancestor (LECA) were unique events that committed previously independent replicators to joint vertical transmission by default although horizontal transmission remained possible. Here I develop an explicitly organismal narrative emphasizing that the organizational complexity of simple prokaryote cells and complex eukaryote cells was based on cell closure and division of labor among cellular elements. My arguments reconcile Huxley’s (1912) principle that nothing alive can be functionally homogeneous with Williams’ dictum that genetic homogeneity is a necessary condition for maintaining organizational complexity. Echoing arguments brought forward intermittently since the late 1800s, I question the validity of the cell as machine metaphor because that reductionist approach addresses only proximate aspects of functional causation and cannot explain the self-organized, and self-referential aspects of unicellular maintenance and reproduction as they are shaped by natural selection. I review the substantial insights obtained from studies of societies of bacterial and protist cells. They vindicated inclusive fitness theory and are now being extended to address viral social behavior, but they have no direct relevance for understanding LUCA and LECA as major evolutionary transitions in organizational complexity. Finally, I evaluate the scattered evidence for germline–soma differentiation within unicellular organisms, which increasingly confirm that these domains also have forms of reproductive division of labor and differential rates of aging.
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Zedlacher, Eva, and Martina Hartner-Tiefenthaler. "Civility Values and Cyberbullying Prevention in the Digital Workspace." In Research Anthology on Combating Cyber-Aggression and Online Negativity, 1151–69. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-5594-4.ch058.

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In the digital workspace, new forms of (negative) interactions have emerged. Workplace cyberbullying can be pervasive, fast, and intrude the private sphere. These aspects make organizational surveillance and prevention challenging. In this conceptual chapter, the authors argue that for establishing an ethical digital workspace, civility values and ethical principles of individual responsibility and mutual respect are crucial. For prevention of workplace cyberbullying, formal systems like technological detection systems or policies are insufficient. Rather, organizations need to foster informal “social control.” The social norms in small workgroups and the leader's role-modeling behavior should guide the digital behavior of employees at and beyond work, and eventually create a climate of respect. This should also help to increase bystanders' moral awareness of allegedly minor uncivil incidents. Examples of different formal and informal preventive measures are discussed. The chapter ends with a brief discussion and outlook on future legal and technological advancements.
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Popova, Viara, and Alexei Sharpanskykh. "A Formal Framework for Organization Modeling and Analysis." In Handbook of Research on Multi-Agent Systems, 141–71. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-256-5.ch006.

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This chapter introduces a formal framework for modeling and analysis of organizations. It allows representing and reasoning about all important aspects of artificial and human organizations structured in a number of views, including performance-oriented, process-oriented, and power- and interactionrelated aspects. The framework provides means to model formal (pre)defined organizational structures and dynamics, informal relations, and behavior of organizational actors. The meaning attached to the modeling concepts is specified based on the literature from Social Science. Unlike many existing organization modeling approaches, the proposed framework has formal foundations based on the order-sorted predicate logic which enables different types of analysis of organizational specifications of particular views and across views. The framework allows scalability of modeling and analysis of complex organizations, by considering them at different aggregation levels. Furthermore, the framework provides support for real- time management of organizational processes. The framework was applied in several case studies, one of which is discussed here.
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Conference papers on the topic "Organizational behavior Social aspects Victoria"

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Veleva, Mariya. "THE SOCIO-PSYCHOLOGICAL ASPECTS OF MANAGEMENT IN ASSISTANCE OF HUMAN RESOURCES MANAGEMENT IN TOURIST ORGANIZATIONS." In TOURISM AND CONNECTIVITY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/tc2020.374.

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Tourism is characterized by a highly dynamic internal and external environment, which means that adaptation and periodic changes are an integral part of the organizational life of tourism organizations. The present study aims to indicate how and why the socio-psychological aspects of governance are essential for human resource management in tourism organizations. In this regard, it is clarified what are the applied aspects of social psychology related to management and organizational behavior. The areas of application of these aspects are outlined, the connection between the management of human resources in the tourism organizations and the derived socio-psychological aspects of the management is indicated.
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Prener, Jan. "Významy stability lokálních politických elit a možnosti jejího hodnocení." In XXV. mezinárodní kolokvium o regionálních vědách. Brno: Masaryk University Press, 2022. http://dx.doi.org/10.5817/cz.muni.p280-0068-2022-56.

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Electoral behavior and thus the stability of municipal councils were determined by political and economic aspects of social transformation, including organizational irrationality in the early 1990s in Czechia. Given these facts and the growing polarization of space, it turns out that there are a number of small "non-viable" municipalities in the Czechia, which also show specific – high or low – values of stability of local political elites (municipal councils) and relatively unfavorable social, economic, demographic and other parameters. For these reasons, the ambition of the presented text is to reveal, through quantitative analysis, territorial differentiation of the stability of local political elites and selected factors, that either individually or in context, influenced changes in the staff of municipal councils in 1994–2018 in the Czechia.
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Abdullah, Yahya. "Judicial oversight of applications submitted to the administration is a reason for its development." In INTERNATIONAL CONFERENCE OF DEFICIENCIES AND INFLATION ASPECTS IN LEGISLATION. University of Human Development, 2021. http://dx.doi.org/10.21928/uhdicdial.pp191-212.

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"The administration performs a great task in the life of modern societies, through its intervention to satisfy public needs through the establishment and management of public utilities that aim to achieve the public interest and respond to the requirements and necessities of daily life, as well as protecting public order, and regulating the relationship between them and individuals with constitutional and legal texts, as well as The organizational rules that lay down the general framework for public liberties and individual rights, all to prevent them from practicing any activity outside the framework of legality. Originally, the administration is not obligated to issue its decisions in a specific form, as it is free to choose the external form of these decisions, unless the law requires it otherwise. This requires that the decision be embodied in an external form in order for individuals to know the will of the administration and to adjust their behavior according to its requirements. However, the implementation of this rule on its launch, may negatively affect the rights of individuals, because the administration may sometimes deliberately remain silent about deciding the requests submitted to it, or it may neglect at other times to respond to these requests. Existence of apparent decisions in an external legal form, meaning that the matter remains in the hands of the administration, if it wants it will respond to the requests of individuals, and if it wants to be silent, which constitutes a waste of their rights, a violation of the principle of equality, and confiscation of the right to litigation guaranteed by the constitution, it requires protection of individuals from the inconvenience of the administration And the abuse of their rights, and put an end to the neglect of employees and their indifference to the requests or grievances submitted to them, in addition to the fact that the requirements of the public interest require that the administrative staff exercise the powers entrusted to them by law at the present time. ( ) For these justifications, the legislator intervened in many countries, including France, Egypt, Lebanon and Iraq, to ​​suppose that the administration had announced its will, even if it remained silent or silent about deciding on the request presented to it, and this resulted in an implicit administrative decision of rejection or approval. As a result of the large number of state intervention in the economic and social fields in recent times, it has led to the multiplicity and diversity of state agencies and institutions, and the public administration often does not provide its services to individuals except at the request of individuals. Therefore, it may be difficult for individuals to identify a competent administrative authority to submit their request to. to get those services. He makes a mistake and submits it to a non-competent administrative body. When this authority is silent and does not transfer the request to its competent authority, and the legal period granted to the administration to respond to their requests has passed, individuals resort to the judiciary, and submitting the request to the non-competent authority prevents the judiciary from accepting their claim, which wastes their rights and thus harms them. Therefore, the administrative judiciary in many countries has extended its control over this case to consider the application submitted to a non-competent administrative body as if it was submitted to its competent authority, given that the state is a single public legal person. Accordingly, the request submitted to any party starts from the legal period available to the administration to meet the requests of individuals and in its absence the implicit administrative decision of rejection or acceptance arises. Accordingly, we will study the jurisprudence of the French, Lebanese, Egyptian and Iraqi judiciary in this study. The importance of the study lies in the implications of the subject of requests submitted to the administration, the delay in their completion, the silence of the administration, and the consequent effects and exposure to the rights of individuals. And that it will show how to confront this silence, neglect and intransigence of the administration. The idea of ​​implicit administrative decisions, resulting from the administration’s silence on the requests submitted to it, is an effective means, which makes the administration more positive and enables individuals to confront the administration’s silence, and prevents its intransigence, arbitrariness or neglect. The problem of the research is that can silence be an expression of the will? How do individuals protect themselves from the actions of the administration, and who guarantees its non-bias, arbitrariness and deviation? Does submitting the application to a non-competent body protect the rights of individuals? ? And the extent of judicial oversight on the authority of the administration.? And the extent of the compatibility and divergence of the positions of the administrative judiciary in France, Lebanon, Egypt and Iraq regarding this.? From the above in explaining the importance of the study and its problem, we can deduce the scope of the study, which is the study of judicial control over the requests submitted to the administration by taking an overview of the nature of the requests, their types and distinguishing them from others, and the position of each of the legislation, the judiciary and jurisprudence from it. The research consists of two sections, the first deals with the nature of the request and what is related to it, and the second is judicial control over the applications submitted to the administration, as follows"
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Kelsey, Karishma, and Andrew J. Zaliwski. "Let’s Tell a Story Together." In InSITE 2017: Informing Science + IT Education Conferences: Vietnam. Informing Science Institute, 2017. http://dx.doi.org/10.28945/3718.

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[This Proceedings paper was revised and published in the Interdisciplinary Journal of E-Skills and Lifelong Learning (IJELL)] Aim/Purpose: The teaching solution presented in this paper was implemented to overcome the common problems encountered by authors during years of practice of applied business studies teaching. Background: In our school, we have deep multicultural environments where both teachers and students are coming from different countries and cultures. The typical problems encountered with students include: not reading the case studies, language problems, different backgrounds and cultures, a different understanding of leadership in teamwork related to various management traditions, lack of student participation, and engagement in teamwork. Methodology: The above problems were solved on the basis of the novelty use of several tools usually used separately: a combination of case studies with visualization and current representation of knowledge related to the case study. The visualization context is provided by “rich picture” (as a part of SSM methodology) to create a shared understanding among students. Another ingredient of the proposed solution is based on Pacific storytelling tradition and the Pacific methodology of solving problems. Contribution: It was suggested the new delivery model strengthening advantages of case studies. Findings Studies and surveys made from 2009 to the present are promising. There is a visible improvement in students’ grades and observed changes in students’ behavior toward more active in-class participation. Recommendations for Practitioners: This paper focuses on implementation and technical aspects of the presented method. However, the application of the presented method needs robust and time-consuming preparation of the teacher before the class. Recommendation for Researchers: The current results show that the proposed method has the potential to improve students’ experience in applied business courses. The project is ongoing and will undergo progressive changes while collecting new experiences. The method may be applied to other types of courses. By focusing on the storytelling and rich picture, we avoid technological bias when we teach business problem-solving. We focus instead on teaching students the social-organizational interactions influencing the problem solution. Impact on Society Implementing of cultural sensitivity into the teaching process. Making teaching process more attractive for multicultural students. Future Research: Reducing teacher overload when using the method presented by the development of computerized tools. This is undergoing through utilizing Unreal Engine. Also, it is planned to enhance our team by artists and designers related to computer games.
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