Dissertations / Theses: 'OWL (Organization)'

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Belák, Václav. "Ontology-Driven Self-Organization of Politically Engaged Social Groups." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15538.

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This thesis deals with the use of knowledge technologies in support of self-organization of people with joint political goals. It first provides a theoretical background for a development of a social-semantic system intended to support self-organization and then it applies this background in the development of a core ontology and algorithms for support of self-organization of people. It also presents a design and implementation of a proof-of-concept social-semantic web application that has been built to test our research. The application stores all data in an RDF store and represents them using the core ontology. Descriptions of content are disambiguated using the WordNet thesaurus. Emerging politically engaged groups can establish themselves into local political initiatives, NGOs, or even new political parties. Therefore, the system may help people easily participate on solutions of issues which are influencing them.

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Holmes, Paul Robin. "The effectiveness of organizations for water pollution control." Thesis, Lancaster University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287125.

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Hafeez, Farah. "Study of genome structure and organization of oil palm (Elaeis guineensis, Jacq.)." Thesis, University of Cambridge, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.613880.

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Gustavsson, Simon, and Fredrik Årman. "Bring your own device - a concern for organizations? : A thesis about tech organizations awareness and management of smartwatches." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96411.

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With 5G around the corner and an overall increase in a faster and more stable internet connection, the future of Internet of Things (IoT) looks bright. There is a steady increase in the development of IoT devices, such as the smartwatch, and a high increase in usage of IoT, both by organizations and private citizens. Organizational managing of a smartwatch falls under the “Bring your own device” (BYOD) policy which allows employees to do work on their private devices. It appears to be a lack of knowledge in organizations on how to manage IoT devices both regarding policies and technical IT security. There has been an increase in malware attacks against IoT devices, and compromised smartwatches could be used to gain unauthorized access to organizations’ networks. The smartwatch is a common and powerful IoT device and will be used as an example in this thesis which purpose is to examine how organizations’ perceive and manage IoT devices, focusing on the smartwatch in order to gain insight regarding whether IoT devices such as the smartwatch is an area of concern within organizations. To understand the smartwatch, understanding IoT first will be important. The literature review delves into both IoT and smartwatch functionality and security. It looks at the BYOD policy and technical IT security solutions regarding the smartwatch. The review pointed to there being IT security issues with smartwatches and that implementing a BYOD policy increases productivity but increases the risk of malware attacks from and against the allowed devices. To fulfill the thesis purpose, qualitative interviews with high ranking IT security personnel at tech organizations were performed, thematized, and analyzed. The most prominent results are discussed; if the smartwatch is a threat and possible technical solutions for prevention, the organizations customer businesses IT security level, and BYOD policy. The results from the thesis showed that the organizations had a high awareness of the smartwatch and the IT security risks brought with it. They all had BYOD policies to restrict/limit access for the smartwatch’s access to their internal networks and a set of technical solutions to prevent breaches in the IT infrastructure and to detect if there had been a breach. The informants claimed that their organizations’ awareness regarding the smartwatch and the concerning IT security was higher than many of their customer businesses, which makes for an interesting subject for future research. How can these organizations reach the same level of awareness?
Med 5G runt hörnet och en generell ökning av både snabbare och stabilare internet så ser framtiden för Internet of Things (IoT) ljus ut. Det pågår en stadig ökning i utvecklingen av IoT-enheter såsom smartklockan, samtidigt som en användandet av IoT ökar både på företag och hos privatpersoner. En verksamhets hantering av smartklockan hamnar under policyn ”Bring your own device” (BYOD) vilket tillåter anställda att använda sina privata enheter i jobbrelaterat syfte. Det verkar finnas en kunskapsbrist hos verksamheter avseende hur man hanterar IoT-enheter, både gällande policy och teknisk IT-säkerhet. Det har skett en ökning av malware attacker (skadlig kod) mot IoT-enheter och en kompromissad smartklocka kan potentiellt användas för att få otillbörlig åtkomst till en verksamhets nätverk. Smartklockan är en vanlig och kraftfull IoT-enhet och kommer att användas som exempel i den här uppsatsen. Syftet med uppsatsen är att undersöka hur verksamheter uppfattar och hanterar IoT-enheter med fokus på smartklockan, för att ta reda på om IoT-enheter såsom smartklockan är ett område som verksamheter arbetar med. För att förstå smartklockan så är det viktigt att först förstå IoT. I litteraturstudien redogörs både IoT och smartklockors funktionalitet samt säkerhetsaspekter. Vidare beskrivs även BYOD policy och tekniska IT-säkerhetslösningar gällande smartklockan. Litteraturstudien pekade på att det existerar IT-säkerhetsproblem med smartklockan och att implementera en BYOD policy kan öka verksamhetens produktivitet men även öka riskerna med malware attacker, både mot och från de tillåtna enheterna. För att uppfylla uppsatsens syfte utfördes kvalitativa intervjuer med högt uppsatt IT-säkerhetspersonal på IT-orienterade verksamheter, som sedan tematiserades och analyserades. De mest relevanta resultaten diskuteras, avseende smartklockan som ett hot och de relaterade tekniska lösningarna, verksamheternas kundföretags IT-säkerhetsnivå och BYOD policyn. De empiriska resultaten från uppsatsen visade att verksamheterna som intervjuades hade en hög medvetenhet relaterat till smartklockan och de IT-säkerhetsproblem som den kan medföra. Alla verksamheterna hade en BYOD policy för att begränsa/förbjuda smartklockans åtkomst till deras interna nätverk, samt ett par tekniska lösningar för att förebygga intrång i deras IT-infrastruktur och för att upptäcka om ett intrång redan skett. Informanterna påstod att deras verksamheters medvetenhet kring smartklockan och den relaterade IT-säkerheten var högre kontra flera av deras kundföretags, vilket är ett relevant ämne för framtida forskning. Hur kan dessa verksamheter nå upp till samma nivå av medvetenhet?

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SILVA, NIVEA MARIA PEREIRA DA. "COMPETITIVE INTELLIGENCE IN BRAZILIAN ORGANIZATIONS: A CASE STUDY IN THE OIL INDUSTRY." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2007. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=10195@1.

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PETRÓLEO BRASILEIRO S. A.
A nova ordem econômica estabeleceu às empresas um novo patamar de competitividade, pelo qual elas estão obrigadas a acompanharem, sistematicamente, o sistema competitivo em que atuam, a fim de refinar seus processos de tomada de decisão e planejamento, reduzir riscos, incertezas, ameaças e aproveitar oportunidades. Um conceito cada vez mais utilizado com essa finalidade tem sido o de Inteligência Competitiva, um conjunto de ações e recursos que permite às empresas acumularem, em curto espaço de tempo, o máximo entendimento sobre a rapidez das mudanças do ambiente, gerando maior segurança ao executivo na hora de tomar uma decisão ou definir a estratégia mais adequada. Trata-se de um conceito ainda em evolução, pouco explorado pela Academia, mas que vem despertando cada vez mais interesse por parte das empresas. No sentido de entender como e por que uma empresa implanta unidades de Inteligência, conduziu-se um estudo de caso em uma empresa petrolífera, onde executivos envolvidos na implantação de tais unidades foram entrevistados para apontar aspectos e desafios, tais como: motivação para a Inteligência; posição hierárquica; foco; interface com outros processos; produtos de Inteligência; mobilização dos recursos humanos e outros. Na empresa, há várias unidades de Inteligência implantadas, a maioria localizada ao nível estratégico, com foco para questões estratégicas de longo prazo. Na prática, estão mais voltadas para o curto prazo, e não estão totalmente integradas aos outros processos, em parte, pela cultura, em parte, por reestruturações e mudanças na liderança, questões que têm influenciado de maneira distinta a continuidade dessas unidades na empresa.
The new economic order established to enterprises a new level of competitiveness that obliges them to monitor systematically their competitive system in order to improve their decision making and planning processes, to minimize risks, uncertainties, threats and to get opportunities. A new such a way to do this is using the Competitive Intelligence process. Competitive Intelligence is said to be a tool of actions and resources that enables executives to understand, in a short period of time, how fast competitive environment changes. By using this tool, executives are safe to make better decisions and establish the most adequate strategy. It is a new and increasing subject, both for enterprises and Academy. In many aspects, its theorical base line is not well developed yet. In order to improve the understanding about how and why an enterprise establishes Competitive Intelligence Units, a case study was conducted in an oil and gas company. Executives in charge of these units were interviewed to explain some of the Competitive Intelligence challenges such as: reasons for Competitive Intelligence; structural position, focus and interface with other processes; Intelligence products; human resources support. There are Intelligence Units established in all of the company business units. Almost all are positioned at the higher level of decision structure with focus on long term questions. However, practice shows these units are more focused on short term and are not totally integrated to other processes because of culture and changes in structure and leadership, which influences intelligence unit survival differently.

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Lee, Joonbeom. "Emergency oil system and international cooperation /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3012994.

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Voth, Jeffrey Michael. "Oil price shocks and policy implications the emergence of U.S. tight oil production: a case study." reponame:Repositório Institucional do FGV, 2015. http://hdl.handle.net/10438/15054.

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How have shocks to supply and demand affected global oil prices; and what are key policy implications following the resurgence of oil production in the United States? Highlights: − The recent collapse in global oil prices was dominated by oversupply. − The future of tight oil in the United States is vulnerable to obstacles beyond oil prices. − Opinions on tight oil from the Top 25 think tank organizations are considered. Global oil prices have fallen more than fifty percent since mid-2014. While price corrections in the global oil markets resulted from multiple factors over the past twelve months, surging tight oil production from the United States was a key driver. Tight oil is considered an unconventional or transitional oil source due to its location in oil-bearing shale instead of conventional oil reservoirs. These qualities make tight oil production fundamentally different from regular crude, posing unique challenges. This case study examines these challenges and explores how shocks to supply and demand affect global oil prices while identifying important policy considerations. Analysis of existing evidence is supported by expert opinions from more than one hundred scholars from top-tier think tank organizations. Finally, implications for United States tight oil production as well as global ramifications of a new low price environment are explored.

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Cade, Evelyn. "Risk, Oil Spills, and Governance: Can Organizational Theory Help Us Understand the 2010 Deepwater Horizon Oil Spill?" ScholarWorks@UNO, 2013. http://scholarworks.uno.edu/td/1614.

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The 2010 BP Deepwater Horizon oil spill in the Gulf of Mexico awakened communities to the increased risk of large-scale damage along their coastlines presented by new technology in deep water drilling. Normal accident theory and high reliability theory offer a framework through which to view the 2010 spill that features predictive criteria linked to a qualitative assessment of risk presented by technology and organizations. The 2010 spill took place in a sociotechnical system that can be described as complex and tightly coupled, and therefore prone to normal accidents. However, the entities in charge of managing this technology lacked the organizational capacity to safely operate within this sociotechnical system.

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Hosøy, Lars Henrik. "Virtual teams across organizational boundaries : A case study of an inter-organizational relationship in the oil and gas industry." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for industriell økonomi og teknologiledelse, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-15835.

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Over the last years, rapid technological development has made it possible for organizations to increase their use of virtual teams. Unlike traditional face-to-face teams, virtual teams enable people to collaborate across virtual dimensions like geographical dispersion, time and cultural diversity. By making use of virtual teams, organizations are able to increase the efficiency and performance, as they can be more flexible than traditional face-to-face teams. There has been an increased focus on research within this field of work in line with the development of virtual teams. However, there are few studies that have investigated the affect virtual teams as a work process has on collaborative relationships across organizational boundaries. This Master thesis is analyzing how inter-organizational relationships in the oil and gas industry can be affected by implementing Integrated Operations (IO) to their work processes. IO is a strategic tool using information and communication technology in order to change work practices and enabling people and organizations within this industry to work together through virtual communication channels. Organizations use virtual teams by installing collaboration rooms equipped with video walls and sound. In these rooms, people can communicate in real-time and across large geographical distances. This can potentially increase the effectiveness and simplifies collaboration both offshore and onshore. This study describes new challenges and opportunities in inter-organizational relationships between operator companies and suppliers due to the implementation of IO, and how working in virtual teams influences the relationships. In order to explore these issues, a case study of a business relationship between two companies in the oil and gas industry has been conducted, where collaboration takes place across geographical distance and across organizational boundaries. These companies are using virtual teams as a basis for their collaborative work. Their interaction through virtual communication channels has been observed over a significant period of time, and semi-structured interviews have been used to support the findings from the observations. This is done in order to analyze the potential and challenges of implementing IO in this industry.The main findings in this study show that there is a great potential for using virtual teams when interacting across organizational boundaries. Operator companies and suppliers have the opportunity of developing closer relations by working in virtual teams as such teams simplify the processes of communicating. However, there are some significant challenges. Virtual teams are most successful when the actors collaborating have a personal relationship. This if most often the case when actors within the same organization are working together. People that are collaborating through inter-organizational relationship may have less knowledge of each other. Relationships where the organizations have an unequal power structure due to their size and influence in the oil and gas industry can be especially challenging. As the actors are trying to protect their own organization’s interest, an unequal power structure can question the level of trust and potential for value creation within the team. This can potentially create boundaries and limitations when communicating through virtual communication channels as interaction through videoconference systems creates a less personal environment than traditional face-to-face communication. The main contribution of this study is that: taking use of virtual dimension in inter-organizational relationships increases the potential level of conflicts between organizations, complicates the communication process and consolidates the power structure in the relationship between the collaborating parties.

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Martinez, Vazquez Elizabeth. "HSE-MS set up for a new organization in the Offshore Oil & Gas Industry." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018. http://amslaurea.unibo.it/16672/.

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The participation of a new Rosetti’s Nigerian subsidiary in a new business project for the most important Oil Company in Nigeria, requires the setting of a new HSE Management System (HSE-MS), which considers Nigerian legal requirements, different type of hazards, risks and opportunities as well to the employment of local personnel. The purpose of this thesis is to identify, define and stablish the main requirements to consider in a new country when a new HSE-MS for an organization, which provides Engineering, Procurement and Construction services to the Offshore Oil & Gas Industry as Rosetti Marino Group, must to be implemented. This involves the identification of external and internal factors at specific conditions for understanding the context and needs of the HSE-MS organization to identify additional hazards and risks that under different conditions would be irrelevant or even not considered. For that purpose, in this work are considered the International Standards ISO 45001 “Occupational health and safety management system” and ISO 14001 “Environmental management systems”, as well to IOGP Standards, contractual requirements and previously experience of Rosetti Marino in other countries in this field. The set-up of the HSE-MS for three different countries (Kazakhstan, Mexico and Nigeria), will be compared to have a better understanding on how these internal and external factors could affect and change the planning and implementation of it. In the case of Kazakhstan, it will be described the HSE-MS that is already implemented at Kazakhstan Caspian Offshore Industries LLP (KCOI), which is another Subsidiary of Rosetti’s Group. This to compare it with the ones to be implemented at Nigeria and the hypothetical case of Mexico.

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McCann, Ryan D. "Strategic Human Resource Management implementation and organizational information processing| A multiple case study of Western Pennsylvanian oil and natural gas companies." Thesis, Robert Morris University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133964.

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Strategic Human Resource Management (SHRM) has the potential to strengthen an organization in the long term by effectively leveraging the organization’s human resources to achieve the organization’s strategic goals. The problem this dissertation focuses upon is the extent to which SHRM has been implemented in oil and natural gas companies in Western Pennsylvania and whether the information needed to support SHRM is being communicated into and within these oil and natural gas companies. This included examining how HR leaders and staff are viewed in the company relative to its strategic efforts. Using Jacobson, Sowa, and Lambright’s (2014) models of SHRM implementation, three cases were examined to identify the degree to which SHRM has been implemented in the organizations. In addition, the communication of SHRM information was explored with regards to what information has been communicated, how is this information communicated, and who communicates such information. Qualitative interviews were conducted with 10 participants from three companies, including seven HR managers and employees and three non-HR managers. The interviews led the researcher to conclude that there is further opportunity for the strategic use of the HR departments and HR functions in the sampled companies. Additionally, there was an apparent lack of communication between the HR departments and the rest of the organization regarding strategic HR issues. The organizations with more traditional models of HR, with limited SHRM, demonstrated a weak focus on communicating SHRM information, as well as minimal information processing capabilities to support SHRM implementation.

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Cuppett, Kevin S. "How Do Stakeholders Engaged in School-University Partnerships Create Value for their Own Organizations?" Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3613386.

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The purpose of this study was to determine how stakeholders engaged in school-university partnerships, specifically in the work preparing future school administrators, created and captured value for their own organizations. These case studies examined three partnerships that involved three school systems who all partnered with the same college, which allowed for multi-site and within site analysis. The study used the voices of key stakeholders, partnership documents, and observations of key events within the partnerships as data sources to focus on what stakeholders took away from the partnerships for their own organizations.

The review of literature included research on the role of school-university partnerships in principal preparation reform, and the impact of such reform on leadership succession in schools. In addition, the literature on collaboration provided a clear context for identifying, analyzing and interpreting the actions of stakeholders in these partnerships. The partnerships were examined using negotiated order theory as a conceptual and theoretical framework. This framework proved valuable for determining the actions stakeholders in regard to the preconditions and processes of collaboration, with specific focus on value creation and capture as outcomes.

The findings showed that value creation and capture were specific and significant for all organizations, although there was variance across the partnerships as to what and how value was created and captured. Recommendations were offered for organizations interested in creating school-university partnerships. Recommendations could also be broadly applied to many types of organizations in the social sector that are interested in partnering as a means of creating and capturing value for their own organizations.

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Sartori, Júnior Zilio. "Um estudo da aprendizagem organizacional em organizações sem fins lucrativos : uma avaliação das Câmaras de Dirigentes Lojistas do Rio Grande do Sul." reponame:Repositório Institucional da UCS, 2013. https://repositorio.ucs.br/handle/11338/689.

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As organizações, assim como as pessoas, precisam desenvolver a capacidade de se modificarem, adaptando-se e criando alternativas para solução dos problemas com os quais se defrontam a cada dia. Nesse sentido, a Aprendizagem Organizacional (AO) por meio do compartilhamento e da construção coletiva de novos conhecimentos, é um dos fatores determinantes para produzir novas situações e novos desafios. E para Organizações Sem Fins Lucrativos (NPOs), a AO torna-se imperativo, pois como afirma Drucker (1999), este tipo de organização precisa aprender a medir e avaliar desempenho principalmente em torno de sua missão. Assim, se em qualquer organização o fator humano é fundamental, nas instituições sem fins lucrativos, este, se torna decisivo para avaliar desempenho. Porém, antes de tudo, as organizações precisam avaliar onde elas “estão”, para planejar o próximo caminho. Nesse contexto, os modelos de níveis de maturidade podem contribuir como uma ferramenta de avaliação do estágio de desenvolvimento de uma organização em relação a um determinado interesse organizacional. Dessa forma, o interesse organizacional desse trabalho foi inicialmente a proposição de cinco dimensões da AO das NPOs, e em especial, das entidades de classe, as Câmara de Dirigentes Lojistas (CDL´s), as quais foram: (1) Clima para Questionamentos, (2) Tomada de Decisões, (3) Programas de Capacitação, (4) Comprometimento e Desempenho, e (5) Memória Organizacional. Após, tais dimensões foram associadas com os níveis de maturidade preconizados pela proposta de um modelo de maturidade, a partir dos critérios estruturais utilizados no CMM (Capability Maturity Model) para aferir maturidade. Isso propiciou a criação de um instrumento de pesquisa, com 27 (vinte e sete) perguntas do tipo fechadas, que foi aplicado, por meio de uma survey, a um grupo de 41 (quarenta e uma) CDL´s em atuação no Rio Grande do Sul. Como resultado obteve-se um panorama do estado do RS, identificando como as CDL´s consideram os aspectos da AO, dentro das categorias de estudo definidas nessa pesquisa. Também foi identificado o grau de importância atribuído a cada dimensão e categoria. Assim, considerando a associação com os critérios dos níveis de maturidade propostos, o estudo mostrou que as CDL´s atingiram na média geral o grau de 1,96 (em um máximo de 5,00) nos aspectos mensurados da AO. Este grau, que está muito próximo do chamado nível Controlado (2,00 a 2,99), mas ainda pertencente ao nível considerado Imprevisível (até 1,99), demonstra que as CDL´s sinalizam estar em um processo de início de utilização de práticas repetidas, ou seja, iniciando a utilização de processos planejados, executados e controlados, de acordo com os critérios do CMM e às dimensões propostas. O estudo também revelou que as dimensões propostas da AO para aferição, atingiram um grau de importância elevado, de 4,43 (em um máximo de 5,00), o que demonstrou a relevância destas dimensões atribuídas pelas CDL´s.
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Organizations, like people, need to develop the capacity of modifying, adapting and creating alternatives to solve the problems that they face every day. In this sense, organizational learning (OL) through the sharing and collective construction of new knowledge, is one of the determining factors to produce new situations and new challenges. And for Nonprofit Organizations (NPOs), OL becomes imperative because as it claims Drucker (1999), this type of organization must learn to measure and evaluate performance particularly around its mission. Thus, in any organization the human factor is essential in nonprofits, it becomes decisive for evaluate performance. However first of all, organizations need to evaluate where they "are", to plan the next path. In this context, models of maturity levels could serve as a tool for assessing the stage of development of an organization in relation to a particular organizational interest. Thus, the organizational interest of this work was first to propose five dimensions of OL of NPOs, in particular, the associations, the Shop Manager Chamber (CDL's), which were: (1) Climate for Questions, (2) Decision Making, (3) Training Programs (4), Compromise and Performance, and (5) Organizational Memory. After such dimensions were associated with the maturity levels recommended by proposing a maturity model, based on structural criteria used in the CMM (Capability Maturity Model) to assess maturity. This caused the creation of a research instrument, with 27 (twenty-seven) closed type questions, which was applied by means of a survey, a group of 41 (forty-one) CDL's acting on the Rio Grande do Sul. As a result it was obtained an overview of the state of RS, identifying as CDL's consider aspects of OL within the categories defined in this research study. Also was identified the degree of importance given to each dimension and category. Thus, considering the association with the criteria proposed maturity levels, the study showed that the CDL's reach general average the level of 1.96 (at a maximum of 5.00) in the measured aspects of the OL. This degree, which is very close to the level called Controlled (2.00 to 2.99), but still belonging to the level considered Unpredictable (up to 1.99), shows that the CDL's signal to be in a process of start of use repeated practice, namely starting the use of procedures planned, executed and controlled in accordance with the criteria of the CMM and the proposed dimensions. The study also found that the proposed dimensions of the OL to measure, attained a high degree of importance, of 4.43 (for a maximum of 5.00), demonstrating the relevance of these dimensions given by CDL's.

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Ndoni, Erebi Doreen. "International trade in oil and the World Trade Organization : towards the resolution of the producer-consumer dilemma." Thesis, University of Dundee, 2016. https://discovery.dundee.ac.uk/en/studentTheses/b2bf5faf-92b7-4f08-8d27-325eadabfc92.

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Restrictions on the production of oil practiced by oil exporting countries under the auspices of the Organization of the Petroleum Exporting Countries (OPEC) has been the subject of contentions and debates over time. One of the dimensions of this discourse is in relation to the possible violation of the obligations stipulated by the General Agreement on Tariffs and Trade (GATT) by members of OPEC who are also members of the World Trade Organization (WTO). This research examines the issues arising therein as production restrictions and quantitative restrictions are analysed. It considers whether these production restrictions on oil qualifies as quantitative restrictions prohibited by Article XI of the GATT 1994 and as such whether oil exporting members of the WTO are in violation of the provisions of the GATT. The question hinges upon the classification of production restrictions, whether it falls under the same category as quantitative restrictions. This is based on the premise that the language employed in the regulations prohibits measures relating to the importation and exportation of goods; which leads this research to ascertain if production restrictions affect oil ready for importation or exportation. The concept of sovereigntyis intertwined in this discourse as oil exporting countries raise this as a defence, quoting the exclusive right to exploit their resources devoid of external influence or pressure. Membership of an international organization on the other hand indicates that a measure of sovereignty has been transferred through consent in becoming part of the organization and this inputs a level of responsibility and to an extent dictates certain expectations. For OPEC member countries that are also members of the WTO this expectation is not clear-cut as no mention is specifically made to oil resources in the text of the WTO regulations. Presumptions abound on the rationale for this perceived exclusion. From the notion that a ‘Gentleman’s Agreement’ was reached by the initial contracting parties of the Trade Organization to the perception that oil exploration and trade at that time was in the domain of the western world while the majority of the current exporters were colonies and as such did not have a say in trade discussions relating to the exploration of their natural resource. Moreover the peculiarities of this commodity inversely positions it in the international trade regime as it is devoid of the market access challenge which the international organization on trade set out to overcome through its furtherance on trade liberalization. No doubt the bias for import restrictions as against export restrictions by the organization based on the prevailing circumstances during its establishment makesloopholes in the strict interpretation of the provisions that border on export restrictions inevitable. This study therefore strives to analyse these surrounding issues and goes further to consider the relationship between oil exporting countries and their importing counterparts as it argues that the contention on production restrictions and quantitative restrictions transcend the interpretation of the provisions that are in contention. This is based on the notion that the relationship between members of an international organization is the pivot that determines the functionality of the regulations binding members. Thus where a viable relationship thrives, the operations of the organization will be at its peak and the interpretation and application of the letters of the regulations will not be in contention ‘stricto sensu’. This is the rationale behind the proposition by this study that theories of international relations especially that of liberalism is key in understanding and improving the relationship between oil exporting and importing countries. This work advocates that this is achievable under the auspices of the WTO based on its formidable qualities.

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Havert, Mandy, and Wendy C. Doucette. "Be Your Own Mentor: Take Control of Your Professional Development." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/5357.

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Finding a mentor who works well for you can be both challenging and frustrating. Mentor-mentee matching programs are a great idea and work beautifully for some librarians in specific contexts. What happens when you outgrow, mismatch or need specialized or temporal mentoring? How do you understand the scope of your need? How do you get to the "why" behind building this relationship? In this program, audience members will assess their resources and needs, develop a short list of possible mentors for those needs, identify their personal goals and what they hope to provide a mentor through this relationship. Further, audience members will consider how to build an effective relationship with both accountability and an assessment plan to help both the mentor and mentee understand if goals have been met. Finally, time will be given to ensure audience members consider how best to share the skills and understanding they acquire through this relationship.

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Siddiky, Shakera. "The corporate instigation of community-based organizations : analysis of two oil and gas companies in India." Thesis, University of Nottingham, 2016. http://eprints.nottingham.ac.uk/38866/.

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There is increasing evidence to suggest that Corporate Community Involvement (CCI) has gone beyond philanthropy towards more innovative approaches in addressing complex social problems. One example is particularly evident in developing countries where corporations organize the local community in their operational areas into community-based organizations (CBOs), such as self-help groups, and enable them to tackle social problems by themselves. In this thesis, I explore this emerging CCI mode, termed Corporate Instigation of Community-Based Organizations (CICBO), by focusing on the contexts in which such engagement is conceptualized, the process through which it is put into practice and the outcomes of such engagement. I adopt an institutional perspective, grounded in the umbrella concept of institutional work that highlights the recursive relationship between institutional environment and organizational actions within which a new CCI mode emerges. An analytical framework is built around the constituent components of institutional work (e.g., enabling conditions, agency, actions and consequences) that allows for a process-oriented exploration of the emergence of a CCI mode as an organization-level institution. The framework is employed to examine three key aspects of CICBO: company motives to initiate the mode and the contextual factors that influence those motives, the micro-processes through which the mode emerges, and its outcomes at multiple levels. In doing so, my study presents an alternative theoretical perspective on CCI, one based on institutional work. At the same time, it also contributes to the bottom-up theorization of institutional work. This research is interpretive in nature. A case study method is utilised for in-depth investigation of the CICBO mode of two oil and gas companies in India, the Oil India Limited and the Cairn India Limited, applying multiple qualitative research techniques such as interviews, focus group discussions and document analysis. The empirical findings provide valuable insights on the antecedents, processes and consequences in the emergence of the CICBO mode in particular and broader CCI discourse in general. This situates my research among the few studies that contribute to the processual understanding of CCI. The study identifies a legitimacy crisis at the community level arising from incompatible institutional arrangements, recognition of future business threat or opportunity, and a company’s habitual orientation towards community engagement as the key drivers for CICBO. However, prevalence of such a contingent environment alone is not enough to manifest the CICBO mode. As an intelligent and reflexive actor, the company reflects on its past, assesses the present, projects itself into the future, and assigns different levels of importance to each of these factors. As observed in the study, CICBO emerges when securing future business interest is associated with ensuring long-term social legitimacy through effective solutions to critical social issues. This finding makes explicit the connection between strategic motives and subsequent framing of CICBO as the solution to achieve them. CICBO aims to create a community-level practice of CBO-oriented collective problem solving. It focuses on gradually building important community capital in a way that enables the community to maintain the practice without company support. This signifies a dual institutional creation work where the activities for creating community-level practice in the field occur under the umbrella of a temporary CCI practice that is created in parallel. The company’s intention to continue the support for a limited time only reflects its commitment to community empowerment, rather than inflicting further dependence. CICBO unfolds through iterative phases of conceptual (design) and operational (implementation) activities, where a stable template gradually emerges through repeated incorporation of ongoing learning. As such, the emergence of CICBO depicts high interactions among company, community and other social actors. In particular, the process highlights diverse roles of the local community as the initial adopters of the CBO-oriented practice, supporters in the promotional activities, part of the maintenance mechanisms, and most importantly eventual upholder of the practice. The findings identify the ability of CICBO to create shared values for the CCI actors and potential for community empowerment. More importantly, the success of CICBO is observed to inspire various social actors including other organizations and the wider community to engage in similar and complementary practices, resulting in widespread diffusion of CBO-oriented activities. The findings bring new insights for practitioners, policy makers and communities, particularly in developing countries, who seek to design and implement similar practices as effective and sustainable solutions for complex social issues.

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Darbonne, August J. "A Space of Their Own Color: Black Greek Letter Organizations at the University of New Orleans." ScholarWorks@UNO, 2019. https://scholarworks.uno.edu/td/2602.

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Every semester across the United States, countless students join Greek letter organizations. While some may recognize the Greek letters, many Americans do not know the racial divide within the Greek life system, and the difference of purpose those organizations hold. This study focuses on eight historically Black fraternities and sororities and more specifically, their chapters at the University of New Orleans, a university that throughout its history has had a predominantly White student body, and often fostered an environment overtly and subtly hostile to African-American students. Using oral histories, university yearbooks, and university newspapers this study demonstrates how Black fraternities and sororities at UNO promoted and supported the academic success of African-American students by emphasizing community service work, communal bonds, and connections to campus activities. These organizations provided emotional and academic support for African-American students and actively resisted the racial divisiveness present on their university campus.

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Rouse, Michael John. "Oil sands and organizational cultures, strategy and stakeholder dynamics in an environmental public consultation process." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0025/NQ49536.pdf.

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Warnett, Esther. "A reflective journey with a college leader managing change in her own organization by employing an action research approach." Thesis, Open University, 2012. http://oro.open.ac.uk/49112/.

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This study investigates emergent problems by taking on the double role of being a leader and change agent in my own organization. An action research methodology was employed to deal with role conflicts and dynamic change processes. The findings were gained over a period of three years, working through four action research cycles. They provide, on the one hand, insights into how I solved arising conflicts concerning the double role, and, on the other hand, how frame-breaking change was managed by applying an action research stance. For the former, I entered a personal reflection discourse for analysing emerging data generated from managing new realities and changing relationships with my co-researchers. This meant that my literature review focused on change and diagnostic instruments of change, as well as on leadership models and leadership styles. The advantage was that I had to study the relevant theories in real time and could apply them directly. Simultaneously, however, I also had to reflect emerging problems by employing these theories in my leadership and research practice. For this continuous and two-way reflection process I utilized a personal diary. Using an action research approach proved to be time- and labour-intensive, as well as an emotionally demanding process. However, it allowed me to steer and lead through change and empower my co-researchers to discover positive solutions to cope with frame-breaking transformation. The methodology of action research supported a systematic approach to transformation in order to realize the necessary adaptations.

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Torgauten, Arve Olaf Alvik. "Classifying and Defining Operational and Organizational Aspects of Barriers for the Offshore Oil and Gas Industry." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for produksjons- og kvalitetsteknikk, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-22337.

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This masters thesis is written on the topic of barrier management, and specifically the human and organizational aspects in this field. The main objective of the thesis is to clarify the use of terms related to human and organizational aspects of barrier management. The thesis is re- stricted to major accident risks in the offshore oil and gas industry.There have in the later years been an increasing focus on the operational and organizational aspects of risk reduction. In addition to this focus, the Petroleum Safety Authority in Norway have stated that barriers are one of their most important areas of focus. There are however a large number of different definition sets and classification schemes for barriers and risk reduc- ing measures, both within the oil and gas industry, and in other industries. These definitions and classifications integrate to a varying extent human and organizational aspects of the risk reducing measures. There is also difficulties incorporating the human and organizational contributions into accident scenario modeling, both because of the lack of data on these aspects and the lack of modeling methods that are adaptable for the oil and gas industry.Some of the main differentiation between the definitions that are described in the thesis is the differentiation between what aspects that are a part of the barrier, and what aspects that influences the barrier. Here there are some definitions that operates with a wide scope of what constitutes a barrier, where human actions, rules, regulations, procedures and plans can be con- sidered barrier elements, while other definitions strictly limits the scope of barriers to only con- sider technical and physical elements as barriers. There is also differences in the way the barrier definitions are broken down into sub-definitions. Some of the most common elements are bar- rier elements, barrier systems, barrier functions, and of course barrier. Some definition sets also include influencing factors. Though correlation exists between the different barrier definitions, there are some significant differences, especially on the operational and organizational aspects.Some modeling methods, that incorporates or focuses on human and organizational aspects have been described and discussed. The main focus is on Human Reliability Analysis methods. This is a set of methods that have been developed and used in the nuclear power industry to model human actions. These models differentiates between human actions, performance shaping, or influencing, factors, and uses probabilities to model human error or failure. These modeling methods have not previously been used, to any great extent in the oil and gas indus- try, because of the challenges of adapting the data and models to the operations performed on an oil rig, from the operations on nuclear power plants. The other modeling methods that have been described and discussed are the use of Bayesian Belief Networks, the Functional Resonance Modeling Method and the System-Theoretic Accident Model and Process methodology. All of these have pros and cons for application for barrier models in the offshore oil and gas industry.Some of the definitions that was found and discussed in the literature survey, are applied to different major accident related scenarios, to examine the differences between these closer, in case scenarios. The cases that are used, are in different parts of an accident scenario. The first case is an maintenance operation, where the different steps in the operation are described. The second case is in relation to a drilling operation. Here the different elements in kick-detection is described. The last case is a hydro carbon leak scenario, where different safety measures are described. For these three cases, four different definitions, or classifications of barriers were applied. The comparison showed that most of the differences between the definitions were related to operational and organizational aspects of the procedures and measures.The findings in the thesis points towards that to focus on the function of the barriers are the best way of incorporating operational and organizational aspects of barrier management into modeling. This is opposed to a hardware focused barrier definition. A set of barrier definitions that is based on this function-oriented view is proposed. Also a framework to identify barriers, based on the new set of barrier definition is proposed. The proposed definitions are applied to the same cases as the definitions found in the literature survey, and the barrier identification framework is exemplified through the application on a hydro carbon leak scenario.The findings and the proposed definition are discussed, and some areas that are in need of future work are proposed.

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Ozumba, Callistus Ifeanyichukwu. "Organizational performance improvement in an oil producing facility in Nigeria through operational excellence / Callistus Ifeanyichukwu Ozumba." Thesis, North-West University, 2011. http://hdl.handle.net/10394/8403.

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This research work focuses on the improvement of organizational performance through the implementation of Operational Excellence. It presents various models that are applicable to different industries, and which can be adapted to fit organizational needs. Operational Excellence has been given different definitions by different people and organizations. However, it is a disciplined integrated management system that improves organizational performance through the application of best practices and continuous improvement efforts. When successfully implemented, it ensures waste reduction or elimination, lower operational costs, quality improvements and customer satisfaction, all of which translate to improved and sustained business profitability and growth. Even in hostile business environments like in Nigeria, Operational Excellence has been shown to improve performance. A study of an organization implementing an Operational Excellence model revealed the following: I. Improved environment, health and safety (EH&S) performance where targets of zero fatalities and reduced incident numbers and rates were achieved, surpassed and sustained. II. Improved reliability and efficiency performance through a robust asset integrity, reliability and optimization process. III. Successful cost reduction efforts in security, marine and aviation services. IV. A flourishing relationship with host communities. The assessment of an organization to determine how well it is doing can be achieved using The Oliver Wight ABCD Checklist for Operational Excellence. This was used in this work and found to be a very important tool. High points and challenges to achieving anticipated results were discovered and included in this work.
Thesis (M.Ing. (Development and Management Engineering))--North-West University, Potchefstroom Campus, 2011

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Putri, Autie Minati, and Hadla Mostafa Al. "Organizational Learning and Project Portfolio Success : An Empirical Study in a Multinational Oil and Gas Company." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-115224.

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This study aims to understand the impact of organizational learning on project portfolio success in a multinational Oil and Gas company operated in Indonesia. The Organizational Learning and Project Portfolio Success have been proven to have contribution to business performance and they might possess a relationship where enhancing one of them will strengthen the other. Exploring on this relationship might give beneficial input to the organization in order to maximize their success. Thus, our research question is formulated as: To what extent does Organizational Learning impact the Project Portfolio Success? We developed the study’s conceptual model based on the relevant previous literature. The conceptual model depicted the aim of the study to test the potential positive impact of each Learning Stocks (Individual, Group, and Organizational) on Project Portfolio Success, as well as the aim to test the potential negative impact of the misalignment between Learning Stocks and Learning Flows on Project Portfolio Success in the studied company. We adopted quantitative research method due to the nature of research question and the ontological and epistemological assumptions we hold toward the studied phenomena. Accordingly, we used a questionnaire as an instrument to collect the required data to test the hypotheses. The questionnaire was subject to a pilot test to ensure the clarity of statements before it was distributed to the targeted respondents which are the managers and the Project Management Office personnel in the studied company. The research hypotheses were tested by applying single and multi-regression analyses using SPSS software. Our findings showed that, independently, each learning stock type (Individual, Group and organizational) has a significant positive impact to project portfolio success. When we looked for the best model that gives the highest explanatory power, the result showed that the combination of all three learning stocks in one model can explain project portfolio success construct the most. Lastly, the study proved that the misalignment between learning stocks and flows gives negative impact to the project portfolio success. We concluded the study by stating the theoretical contribution and practical recommendations based on the results such as the need to have a balanced investment in the individual, group and organizational learning stocks; ensure the alignment between the organizational units’ strategies and goals; develop an “Internal Strategy Awareness Index”; and conduct a revision of the alignment between the company’s strategy and the project portfolio.

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Mnguni, A. Jabulane. "Internal communication at the national oil company of South Africa (PETROSA)." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95631.

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Thesis (MBA)--Stellenbosch University, 2012.
The assessment of internal communication at PetroSA was conducted with the view to obtaining guidance on how to improve communication within the organisation. The study looked at both upward and downward communication content and flow. A representative sample was selected from the core groups of highly-trained professional employees in Levels 2, 3 and 4 (of nine levels). Employees in this sample were asked to respond electronically to a questionnaire designed by the researcher with input from colleagues. The questionnaire had 60 statements in seven concept areas. The statements were wide enough to capture the most important aspects of internal communication. It used a Likert-type scale. Responses were averaged and the averages were tested by t-tests to see whether employees agreed or disagreed with the statements. The sample of employees could also respond if they wished to a qualitative question. Results were analysed, conclusions were drawn, and recommendations were made about ways the company can improve its internal communication. The timing of the study is important for the organisation as the company plans to grow by more than 30 000 employees after the building of a new refinery in Port Elizabeth. What became clear in the study was that much satisfactory downward communication is happening in the company through CEO road shows, the in-house Yiza Sithethe magazine and the daily newsletter PetroSA Today, but employees want more. They want more specific information on where the company is going as well as on its financial status. Despite some disengagement, they would like to be free to engage with management on issues without running a huge risk (more upward communication). They indicate strongly that management does not listen to their ideas and suggestions. They want more explanation for some of management’s decisions, more discussions over causes and prevention of breakdowns in production, and clearer ideas of how they fit into the larger company. Despite some lack of alignment with the company goals, they do want to work for the larger good. More efficient budgeting processes, clearer career paths, and better understanding of their capabilities by their own managers seem to be needed. The company management needs to deal with some mistrust by employees, and this will not be achieved overnight. Immediate actions include a communication management plan to achieve better alignment of its workforce, as well as communication skills development for its levels of managers. Communication keeps any organisation together. There is good potential for PetroSA to attain its vision to be a leading petrochemical company in Africa. But first, it has to improve its internal communication.

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Ndunaka, Catherine Chioma. "Strategic choices on skill deficiencies in the oil and gas industry : evidence from an emerging economy." Thesis, University of Aberdeen, 2018. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=239264.

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Skill deficiencies in organisations affect performance, productivity, economic growth and development. Despite quantitative studies and current policy discussions, which acknowledge that skill deficiencies have negative impacts on both employers and employees in developed countries, these studies placed little or no emphasis on the potential impact of skill shortages in developing economies. On the other hand, descriptive studies on skill shortages in Nigeria gave accounts of possible effects on economic growth, however, relatively little is known about the incidence of skill deficiencies experienced by organisations and their impacts on business and employee performance, growth and development. This mixed methods study explored the impact of skill deficiencies on organisations' performance, economic growth and infrastructure delivery, effects on employees, how these effects are managed and possible ways of sustaining skills. A sequential explanatory mixed methods design was used to explore both employers' and employees' experiences of skill deficiencies and possible management measures. This method facilitated the exploration of both convergent and divergent views between employers and employees, assisted in avoiding the subjectivity of using only employers' accounts and provided avenues for capturing salient features of why skill deficiencies occur. Both employers and employees participated in the survey (n=263) and interviews (n= 45). The results suggest that although oil and gas organisations experienced significant skill deficiencies on both business and employee performance and infrastructure delivery; higher impacts were felt in upstream organisations. The economic consequences of skill shortages on individuals, firms and aggregate economy extends to job satisfaction, hiring costs, adoption of new technologies and new work processes, workload, turnover and commitment. Both employers and employees identified that current skill deficiencies affect their performance, potentials for growth and provision of services to clients, adding that the many consequences necessitated the use of various skill and workforce development strategies in managing these effects. Even with the recognition that incidence of skill shortages require supply side response, while skill gaps needs training; the results nonetheless showed that training was used for both skill shortages and skills gaps alongside other workforce development. The findings clarified the causes and extent of skill deficiencies on organisations and proposes changes for remediation of these deficiencies. One of the changes required relates to the need for collaboration and partnership of the social partners of skills, and building links between the world of learning and the world of work. Overall, the structural factors highlight the need for reforming and rejuvenating the education system and investing in skills.

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Haugen, Leslie K. "Organizational exchange and competitive implications : the meanings and manifestations of partnerships in the oil and gas sector." Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=36795.

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This study examines the issues of collaboration and competition in the context of oil and gas sector organizations. The convergence of economics and organization science literatures suggests a connection between the prevalence of extraorganizational exchange and the role of technology in driving innovation and growth. Specifically, the role of collaboration as a strategy for increasing the returns to technology and providing competitive advantage is explored in this research.
Two questions were advanced to examine the framework. The first investigated the relationships between a set of organizational characteristics and collaborative success; four propositions were developed to test this question. The second issue explored how organizations manage collaborative-competitive tensions in an environment characterized as fiercely competitive and marked by widespread collaborative arrangements.
Using a qualitative research methodology, thirty face-to-face interviews were conducted with executives and senior-level managers from twenty-three companies over an eight-month period; a questionnaire was also used to gather the more objective information. The sample included diversified energy, exploration and development, pipeline and oil and gas service companies. The majority of firms were located in the Houston, Texas area.
The most important implications of the study pertain to innovation and organizational change issues. Principal findings were that the ability to manage complex and multiple time frames was positively associated with an organization's level of collaborative capability, a construct that measured collaborative experience and expertise; organizational boundaries that are neither completely permeable nor fully defined were consistent with more successful collaborations; and the proposed direct relationship between collaborative capability and competitive advantage was only weakly supported. Further results indicate that three-fourths of the sample did not experience conflict between collaborative and competitive strategies, while those firms that noted tensions were confined to oil and gas service companies; and collaborative arrangements were motivated by three imperatives of capital intensity, competition and dependency, each of which led to distinct organizational outcomes.

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Nestheide, Robert B. "State Responses to Energy Transitions: Great Power Navies and their Transition from Coal to Oil." University of Cincinnati / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1470757740.

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DeLozier, John. "Community College Grow Your Own Leadership: A Phenomenological Study of Employee Perceptions of Individual and Organizational Leadership Development." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3623.

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Community colleges often face challenges with leadership as a result of retirements and turnover. In reaction to these challenges some community colleges have developed Grow Your Own (GYO) leadership development programs. Although the topic of leadership and leadership development has been researched extensively, more research is necessary concerning GYO programs and their perceived impact on participants and their colleges. This study was designed to determine the perceived development of GYO participants as well as the perception of a GYO’s impact on the organization. Guilford Technical Community College (GTCC) in Greensboro, North Carolina has had a GYO program for 30 years. A qualitative research method with a phenomenological theory design was used in this study. After obtaining permission from GTCC the 10 study participants were recruited through emails. Interviews were semi structured with questions designed to encourage discussion around the topic of leadership development. After each participant was interviewed, transcripts of the interview were made by the researcher and those transcripts were coded to determine themes. After the coding analysis was complete, common themes emerged. Each of the participants reported to have had previous roles in leadership prior to coming to GTCC. Most of the participants reported positive change because of attendance in the GYO in the areas of relationship building, networking, changed perspective of college role and mission, and better preparedness for future leadership opportunities. These findings supported earlier research that found GYO programs to be successful in creating valuable relationships across the organization. Research also supported the common theme of relationships formed both horizontally and vertically within the organization. Another common theme addressed in earlier research was the development of social capital development within the GYO program. This happens when individuals are brought together around information, given an action point, and asked to solve relevant organizational problems. This study may be useful for community colleges that already offer a GYO opportunity or are considering developing a GYO opportunity. Further research may be needed to determine the impact of the GYO leadership development training on those reporting to the participants of the program.

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ALMEIDA, LADY CHRISTINA DE. "MAKING YOUR OWN WAY: PATHWAYS AND LEADING ROLES OF INTELLECTUALS/BLACK THE EXPERIENCE OF ORGANIZATIONS, GELEDÉS/SP AND CRIOLA/RJ." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2010. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=17333@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
A presente dissertação tem como objetivo realizar um estudo sobre trajetórias e narrativas de algumas intelectuais/ativistas negras brasileiras, tendo como fio condutor duas organizações de mulheres negras no Brasil, Geledés, localizada em São Paulo e Criola, localizada no Rio de Janeiro. A pesquisa busca compreender os trajetos que essas mulheres trilharam, levando em consideração sua atuação política e sua produção de conhecimento; atentando para o processo de constituição das organizações de mulheres negras pesquisadas.
This dissertation aims to conduct a study on trajectories and narratives of some intellectual / black Brazilian activists, with the thread two black women s organizations in Brazil, Geledés, located in São Paulo and Criola, located in Rio de Janeiro. The research seeks to understand the paths they trod these women, taking into account its political and its production of knowledge, paying attention to the constitution of black women s organizations researched.

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Ebrahimi, Seyed M. "Examining the impact of supply chain integration on organization structure and operational performance in oil and gas supply chains : a contingency approach." Thesis, University of Sheffield, 2015. http://etheses.whiterose.ac.uk/10170/.

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This study adopts a contingency approach in order to analyze the mediating role of internal, customer and supplier integration on the relationship between organization structure (OS) (centralization, formalization and hierarchical relationship) and operational performance. Using a global sample from the oil and gas industry, this research examines the direct relationship between the dimensions of organization structure (centralization, formalization and hierarchical relationship) and operational performance. In addition the direct relationship between the dimensions of supply chain integration (SCI) and operational performance is also examined. A quantitative approach using structural equation modeling is used to test the research hypotheses. Data was collected using a questionnaire survey and explored using statistical techniques. Findings revealed that centralization, formalization, and hierarchical relationship negatively impact operational performance of oil and gas supply chains, and that SCI dimensions positively affect operational performance. By further testing for the mediation this study found that by increasing internal and external SCI, oil and gas companies can mitigate the negative effect of high centralization, formalization and hierarchical relationship, on operational performance. More specifically by classifying OS into the “structuring” and “structural” aspects, this research provides evidences on which of the two (the physical or the process) has a stronger negative impact on operational performance. From a practical point of view, it may be a difficult and daunting task for oil and gas companies to restructure and reform their OS (physical aspect), since this process might be timely and expensive to implement. Therefore oil and gas companies by investing in higher internal and external integration create more inter and intra collaboration and communication which could ultimately encourage organizational restructuring and the move towards organic structures. Therefore instead of viewing organizational theory (OS) and operations management (SCI) in isolation, this study endorses a combined approach (OS and SCI) to improve the operational performance of the oil and gas supply chains. Theoretical contributions to the field of operations management and organizational studies are provided.

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Larsen, Erin. "Rethinking Venezuela’s Relationship to Oil: A Proposal to Reform Petróleos de Venezuela, S.A (PDVSA)." Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1425.

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This thesis uses the historical relationship between Venezuela and petroleum to identify areas of resource rent waste mismanagement in the Venezuelan oil sector. Low oil prices are also more strongly bringing PDVSA’s mismanagement, corruption, and politicized agenda to light because of the high social cost of these inefficiencies. This thesis also explores industry-level best practices and applies them to the distinct case of PDVSA, with the objective of aiding Venezuela in navigating its way back to solid economic ground. The current economic and humanitarian crises in Venezuela elevate the need for conversations centered on reform options. This analysis concludes that the preferred policy option should be partial privatization because it is the most politically palatable option that also brings the most solvency to PDVSA’s inefficiencies. Partial privatization will allow Venezuela to reinsert itself into international financial markets and will open the country to desperately needed foreign investments. The elimination of market-distorting subsidies, the creation of a sovereign wealth fund, and the development of a regulatory structure that promotes transparency, accountability, and participation will also be critical.

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Yahia, Abdusalam Faraj. "The effects of the fluctuations in oil prices on the performance of the Libyan economy." Access electronically, 2008. http://ro.uow.edu.au/theses/95.

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Amabipi, Abby Kalio. "Understanding Host Community Distrust and Violence Against Oil Companies in Nigeria." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1991.

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The violence of the Niger Delta host communities against the international oil companies (IOCs) is rampant and dogged. The extent of violence that occurs is harmful to communities, individuals, and oil companies that provide a certain degree of economic stability to the region. The Nigerian government faces a major challenge of resolving community violence in Nigeria. This case study used social exchange theory to better understand the causes and consequences of the lack of community trust against the oil companies that is pervasive in the region. Purposeful sampling was used in the selection of 10 community members, 8 representatives of the oil industry, and 3 government officials. Data were collected through in-depth interviews and documents provided by participants. These were inductively coded and then analyzed using a constant comparative technique. Findings revealed that participants perceived a lack of adequate collaboration among stakeholders and the application of inadequate management strategies of the IOCs and government having an impact on the degree and frequency of community violence. The implications stemming from this study include recommendations to the Nigerian government and IOCs to precede policy formulation with thorough consultation, engagement, and negotiation with the stakeholders for their acceptance before implementation of policy. This collaborative action may encourage corporate engagement and management that is positively viewed by the communities in the Niger Delta.

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Quresh, Faseeh, and Wipawee Uppatumwichian. "Information Technology and Organizational learning : The IT Role on OL at Accenture and ABB." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-770.

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Information technology (IT) is considered as a driving force in the development of organizations but earlier research has shown that technology is not enough to build, improve and increase organizational capabilities and performances. This means that organizational learning (OL) is an effective theory to capture and nourish knowledge in order to create knowledge driven competitive advantage. IT, however, plays a major role to create and share new knowledge to promote organizational learning. In today’s competitive environment it is an urgent requirement that organizations must develop and utilize IT based applications or systems to create a learning environment so that both employees and organizations can learn in an innovative ways, but the question remains how IT impacts OL in such a way that organizations can improve performances and capabilities complying with organization’s strategic goals.

This thesis deals with the use of IT in organizational learning at both levels; 1) learning at individual level to know that how individuals learn in an organization and how IT support learning at this stage and 2) learning at organizational level that focuses on how an organization learns and how IT affects it. The purpose of this study is to identify the relationship between IT and OL and describe the role of IT in promoting OL through the study of two selected companies, Accenture and ABB, employing the OL concept. To achieve the purpose of this study a qualitative approach has been used as it provides a thorough understanding about the role of IT in OL.

The analysis presents a thorough insight of organizational learning dividing it into learning at individual level which is based on the Nonaka and Takeuchi (1995)’s SECI model for knowledge conversion and learning at organizational level using the Huber (1991)’s learning processes to develop as well as facilitate the organizational learning. The role of IT is analyzed through the knowledge management strategies from Hansen et al. (1999).

The results show that information technology has an impact over organizational learning as IT facilitates OL at both the individual level and the organizational level in creating knowledge which ultimately enables organizations to improve capabilities and enhance performances to cope with change. Companies are using various IT application or tools to promote OL either through knowledge depository database, online training, staff rotation planning or various IT based communication channels. The use of knowledge management strategy and the role of IT on OL coincide with the strategic objective set by the company. Companies also use different combinations between tacit and explicit knowledge in respond to the strategic goal. Both tacit and explicit knowledge are always used in all companies but the mixture produces different results. It is the management that has to determine the right combination between them to create the maximum impact on OL. IT can be a tool help managing tacit and explicit knowledge but people are more important in the process of knowledge creation as it is individuals who possess the critical minds led to learning. It is important to realize a fact that organization will never learn if its people do not learn.

The work is of great interest to the parties involved in organizational learning using information technology.

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Sayyah, Navid, and Amir Bahador Farzaneh. "Introducing a Set of Guidelines for Facilitating Movie-Script Writing, as a Tool for Transferring Knowledge inside Organizations." Thesis, KTH, Skolan för informations- och kommunikationsteknik (ICT), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-117614.

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The importance of knowledge transfer inside organizations is an undisputable fact, which got the attention of managers in recent decades. One of the most important reasons that make the knowledge transfer a compulsory task is the danger of its loss. Storytelling in any of its forms, including movie script writing, facilitates knowledge transfer by the use of its potency in representing different information’s component and interrelationships between them. But using movies and movie-scripts in organizations as a knowledge management tool is not as easy as it sounds. There are some issues that should be considered, otherwise the result will not be as good as expected or can even have negative effects on the audience. Based on a search that we have done, we noticed the lack of a comprehensive research which tackles these issues from both knowledge management and scriptwriting perspectives, and provides practical solutions for them. In this thesis we introduce a set of guidelines to inspire knowledge managers or screenwriters who are supposed to write a movie script for transferring knowledge inside organizations. These guidelines may facilitate this process by guiding them to foresee and prevent the issues and solve the problems which may occur.For achieving this goal, we first did a comprehensive literature review and developed a set of guidelines. Then we applied the resulted guidelines on a case. Finally, we evaluated them by utilizing method triangulation. We asked experts' opinions about the applicability and efficiency of the guidelines, tested the clarity and understandability of them, and tested the performance of a movie script which we wrote for the case. The result of the evaluations was pretty satisfying. The knowledge management and screenwriting experts gave us positive comments about efficiency of the guidelines. The managers, who we consulted, found this set of guidelines applicable in real situations. The clarity and understandability test returned an average of 75.58% positive results, which shows that the user of the set of guidelines can read and understand it easily. Finally the test of the movie-script, which we wrote for a real case according to the guidelines, resulted in an average of 85% correct answers. It shows that we were successful in transferring the knowledge, which was embedded in the movie-script, to the recipients. The experts’ opinion and test results indicate that these guidelines are clear, understandable, applicable, and may efficiently facilitate the process of screenwriting for transferring knowledge inside organizations. It can increase the benefits that organizations make from investing in film production by the purpose of transferring knowledge internally.

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Brito, Dolores Teixeira de. "Towards a public service motivation theory for Brazil." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/17547.

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Although Public Service Motivation theory (PSM) has been widely studied since Perry’s 1996 seminal work, including studies in different countries, there are still gaps in the literature regarding the emergence of PSM (wright 2008), its implications for public-sector employees recruitment and intake process, and its potential effects on job performance, particularly in an emerging country such as Brazil. In order to study public service motivation in Brazil, and its evolution from recruitment through retention, we carried a quantitative and qualitative research in a Brazilian regulatory agency, the Brazilian National Agency of Petroleum, Natural Gas and Biofuels (ANP), a public sector organization, and in a hybrid organization, Petrobras, an oil and gas company, a previously state-owned enterprise. Although Petrobras has now opened its capital and the hiring regime differs from public sector organizations, its capital is still majoritarily in the hands of the state and the agency ethos is still predominantly a public sector one. Therefore, this paper explores how the PSM construct, as proposed by James Perry (1990), applies to the Brazilian reality and suggests new elements for a new construct for a Brazilian PSM concept. Indeed, the data collected bears evidence that PSM as initially proposed in the cited study is not relevant to determine public service recruitment and entry motivation in Brazil. Values such as mission are not the reasons why Brazilian employees feel attracted to the public service. Nevertheless, once in the job, retention of such employees might result of a socially developed motivation and belief in the values regarding the mission of public organizations. This study also shows that the conditions of entry, as well as the progression paths before and after the recruitment are unique and peculiar to the Brazilian public sector entry mode. This study used a two-folded methodological approach: first, the author applied a survey to employees in both organizations using Perry ́s proposed survey instrument to test whether the PSM construct applied to the Brazilian case. Second, in-depth semi-strucutured interviews were carried out with employees in both organizations in order to collect data about specific features of motivation. This paper then concludes that the PSM concept must be redefined for the Brazilian case and that public service motivation is socially constructed on the job. Finally, the findings show that there is a unique dynamic in the Brazilian public service: given how competitive public examinations are, before recruitment, employees go through several competitive exams, erratically. They initially apply to very competitive and highly paid positions and, if they do not pass, they apply to lesser and lesser competitive positions until they pass. This characterizes a downward selection process. Conversely, once they have passed the examination, they start to compete for jobs that are higher paid, in an upward progression mode. Chosen jobs are not necessarily along the same profession lines. However, during the upward progression within the public sector, motivation and identity with the public sector emerges.

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Ahmad, Mohamad. "The WTO-EU Environmental Policies for the International Olive Oil Market and Trade Competitiveness." Doctoral thesis, Universitätsbibliothek Chemnitz, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-131513.

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A debate over environmental policies and trade competitiveness, “Do environmental policies really matter to impact trade competitiveness?” still exists during the past decade. The thesis aims at investigating the impact of WTO-EU environmental policies for the international olive oil market on production and export competitiveness of developing countries. In particular, we focus our analysis on the agro-industrial sector in the Arab countries, and we take specific reference to the case of the olive oil agro-industrial sector in Syria. In the frame of a partial equilibrium trade model, we incorporate the “end-of-the-pipe” environmental policies which in turn enhance the productivity of the polluting input. Moreover, a part of the burden of environmental compliance may be shifted onto foreign consumers. The most novel part of our model consists of the augmented effect of compliance with environmental policies, which includes not only the standard impact on the effective product price, but also on the input shadow price. The empirical findings, based on Syrian data, provide strong support to the Porter Hypothesis and its application to international markets for agro-industrial products. Accordingly, the study disproves the legitimacy of concerns that stricter environmental policies in developing economies may have negative impacts on their production and export competitiveness. In contrast, our results show that compliance with environmental policies under the large country assumption has positive effects on their international competitiveness of environmentally sensitive sectors, in particular. Therefore, the policy implications suggest the implementation of strict environmental regulatory policies supporting environmentally sound technologies.

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Ayoola, Olakunle Thomas. "Nigerian Oil and Gas Industry Content Development Act's Perceived Performance Impact." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3383.

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Petroleum-producing companies in Nigeria were forced to increase spending on Nigerian-sourced materials and services from $8 billion to $13 billion since 2010, due to the Nigerian Oil and Gas Industry Content Development Act. The act was enacted in 2010 to support local firms and improve the companies' performance. However, there is sparse research on how the act affected the companies' performance. This study was an examination of the impact of the act on the companies' performance. Bandura's social cognitive theory was the theoretical framework. The research questions of this descriptive correlational study were used to examine the act's effect on employee and organizational performance. The independent variable was employees' perception of the level of implementation of the act. The dependent variables were employees' perceived task and perceived organizational business performance. Collection of interval level survey data from 372 full-time employees of the 5 major petroleum-producing companies in Nigeria was possible by anchoring only the ends of the Likert scale with words. The Pearson product-moment correlation results indicated that the independent variable correlated positively with each dependent variable. The exploratory factor analysis results indicated that the act had a positive effect on the employees' internal competence factor and the organizations' operational performance factor. The results are significant for Nigerian government officials and managers of the companies in understanding the impact of the act on performance. The outcomes have potential implications for positive social change through improved implementation strategies to achieve the objectives of the act. Researchers could focus on examining the impact of the act on employees' internal competence factor in future studies.

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Banyard, Spurgeon. "Central Mississippi teachers' perceptions of effective behaviors of principals trained using the Orientation for School Leaders Training Module (OSL)." Diss., Mississippi State : Mississippi State University, 2007. http://library.msstate.edu/etd/show.asp?etd=etd-05292007-082536.

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Little, John L. "Patterns of change in strategic orientation: a study of the U.S. oil industry from 1967 to 1986." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54389.

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This study attempts to empirically test several theorized perspectives from the organizational ecology literature as to how organizations change their strategic orientations in response to changes in the size of the niche in which they operate. Strategic orientation is measured in terms of the degree to which a firm is either Prospector-like or Defender-like as devined by Miles and Snow (1978). Niche size is defined as the total revenue earned in a particular industry. An index of strategic orientation, the PD (Prospector/Defender) index, was computed for each of 16 firms in industry over a period of twenty years, from 1967 to 1986. The intent of the study was to see if firms became either more or less Prospector-like (or Defender-like) in response to growth and contraction of niche size. The results of the research study revealed the following: 1) At the industry level, the year-to-year variation in strategic orientation was significantly higher in both the periods of rapid expansion and contraction of niche size than in the period of low, stable growth, and was highest in the period of niche size contraction. 2) At the firm level, strategic orientations did not become more Prospector-like during the period of rapid growth in niche size as predicted by theory based on the population ecology perspective. 3) Strategic orientations did not become more Defender-like during the period of niche size contraction as predicted. Instead, they became overwhelmingly more Prospector-like in orientation during this period. 4) In both the periods of rapid expansion and contraction of niche size, the more Prospector-like the firm, the greater the magnitude of change in strategic orientation that occurred. The findings of this study do not necessarily refute population ecology theory because of the way in which niche size was conceptualized. Had industry unit volume rather than industry revenue been used to operationalize niche size, the hypotheses based on population ecology would have been supported. A conclusion of this study is that the use of niche size offers some conceptual and methodological advantages over product or industry life cycle as a way of operationalizing environmental change. As to the choice of an appropriate measure of niche size, the question remains for other research to address.
Ph. D.

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Abozed, Mohamad Mansor Omar. "The influence of work environment and organizational culture on motivation to transfer training : a case study of the Libyan oil industry." Thesis, Liverpool John Moores University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.555686.

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Investment in training, and the allocating of financial resources for it implementation in the Libyan oil industry, are to improve employees' abilities and overall work performance. However, these efforts might not achieve the requested level of job performance. As a result, there is a need for understanding influences on the use of training in the Libyan oil industry to achieve work development and succeed in improving employees' performance. This study provides new trends related to training to increase an understanding of the use of training with existing factors related to work, employees, and culture. It has sought to examine and find out whether there are significant differences in trainees' perceptions on motivation to transfer training related to seven work environmental factors (peer support, supervisor support, personal outcomes-positive, personal outcomes-negative, feedback, openness to change, and supervisor sanctions), and three organizational culture dimensions (dominant characteristics, leadership style, and management style). In addition, this research elicited the supervisors' opinions about factors that facilitated or inhibited motivation to transfer training in the workplace. Both qualitative and quantitative methods were used to collect the data. A survey questionnaire was sent to 04 joint ventures and foreign oil companies in Libya and a response rate of 69 % was achieved. The target group of the questionnaire was employees who attended training courses. This was supplemented by conducting twenty interviews with key practitioners in the field of training in these four oil companies. Descriptive analysis, correlation, and t-test analysis were used to clarify different aspects in transfer of training, such as the relationships between independent factors and motivation to transfer, and examined the differences of transfer of training between two main types of oil companies. Furthermore, content analysis was used to analyse the interview data. Key findings showed that significant differences exist between joint ventures and foreign oil companies in relation to transfer of training within the work environment and organizational culture. In addition, these findings highlighted the reasons behind those differences in transfer of training including positive aspects in the use of new skills and barriers that face the transfer of training in the workplace. Finally, the approach of effective enhancement in organizational relationships between management and employees is recommended as a method to manage the transfer of training within the work environment and organizational culture in the Libyan oil industry.

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Neumann, Peter. "United Nations procurement regime : description and evaluation of the legal framework in the light of international standards and of findings of an inquiry into procurement for the Iraq oil for food programme /." Frankfurt, M. ; Berlin Bern Bruxelles New York, NY Oxford Wien : Lang, 2008. http://d-nb.info/990602338/04.

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Chambers, Donald G. "Cultural Factors: Entrepreneurial Orientation or Not-Here Comes Innovation in Small to Medium Sized Enterprises." Case Western Reserve University Doctor of Management / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=casedm1568628001000225.

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Hemmatdar, Hamed, and Alwan Said. "Exploring the Role of IS Strategy in the Development of IT Capabilities : An Investigation of an Oil and Gas Construction Company in Iran." Thesis, Umeå universitet, Institutionen för informatik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-90250.

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Organizations are becoming increasingly dependent on information technology for different purposes, such as project and resource-management systems, cooperative work systems and organizational memory systems. There is a need to make a dynamic roadmap for IT capability usage to facilitate organizational performance. The aim of this research is to gain a deeper understanding of the role of IS Strategy in utilizing IT capabilities for operationalizing and integrating business process information for the purpose of organizational performance from the lens of the resource-based view (RBV). This research makes use of single case study analysis of a construction organization in the oil and gas industry in Iran. This case study is expected to fill a gap in the literature in the specific context of a strategic situation and the critical environment in Iran.

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Ellames, Lorraine. "Dementia care training for residential care workers : building residential care workers' own views into a conceptual model." Thesis, University of Sussex, 2018. http://sro.sussex.ac.uk/id/eprint/76639/.

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This thesis is the result of research that investigated the views of residential care workers (RCWs) working with people with dementia about their perceptions of training for their dementia care role with older people. Using a constructivist ontology and an interpretivist epistemology, the research investigates how care workers perceive their training and how they feel it can be applied to their working environment. RCWs were asked what they saw as the specific needs of residents with dementia, what training they had received, how useful they perceived the training to be, and what training they felt was still needed. Previous studies had put forward topics for inclusion into dementia care training, but very little research had asked RCWs themselves about their dementia training needs. Nineteen semi-structured interviews were carried out across three care home organisations during the summer of 2013 in the East of England. Findings from thematic analysis showed that the care workers interviewed had very limited or no dementia training or assessment they could remember, and that training had generally been a negative experience. Dementia care trainers were not considered helpful or knowledgeable enough and RCWs identified that their learning needs had not been taken into consideration. The learning environment was viewed as unsuitable, usually a lounge or a bedroom where it was very cramped and RCWs were pulled out of training when there were limited staff numbers. Many challenges specific to caring with people with dementia were also identified: challenging behaviour, lack of time and resources, poor teamwork and communication and lack of organisational support all inhibited the development of person-centred care and training transfer into practice. A conceptual model of the training and learning cycle is proposed as a way forward for dementia training. This model illustrates the training process from course creation through to satisfactory completion. Learning into practice is measured by care workers' knowledge, confidence, and competence. This assessment is a two-way process between the learner and the mentor to ensure RCWs feel fully supported and recognised. Although this conceptual model has not been tested empirically, such a process is seen as a possible next step.

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Schreiner, Charles. "Leadership in the context of organisational change with reference to Caltex Refinery's Project Zero-Zero-One." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50006.

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Thesis (MBA)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: Business turnarounds usually involve drastic changes in an organisation. Change involves people and their emotions - positive and negative. Central to change stands a leadership team. Continuous change is a constant in the equation of competitiveness in today's economy. It is inevitable and definitely not an easy process, however, it becomes so much easier with the right people in the right positions together with a leader who mapped the route for the change vehicle. The right people do not need that much motivation to be inspired on the journey of implementing and sustaining change. This study concentrated mainly on the leadership skills observed during the change process at Callex Refinery, Cape Town. The author observed during the initiating and implementation stages of the change process that the leader did not build a coalition team, managers became less available and visible, face-to-face communication fell short of what was needed and a lack of feedback on performance resulted in mediocre performance. This resulted into lacklustre performances of the people. It is the responsibility of the leader to create a sense of urgency among his people. The leader continuously reminds his people where they are in relation to their vision; what is required to achieve the vision; how they will get there through trusting relationships, learning and development, teamwork and collaboration inside and outside the walls of the organisation. Great leaders create a climate of trust that is based on mutual respect and caring; the leader empowers his team in a caring environment. Mediocre results prevail in the absence of effective leadership. Effective leaders remind their people through communication why change is inevitable. They engage in dialogue, reflect, listen actively and lead by example whilst showing a sense of curiosity. Effective leaders grow new leaders. These leaders pay attention to what they will leave behind after they leave.
AFRIKAANSE OPSOMMING: Besigheidskentering gaan gewoonlik gepaard met drastiese veranderinge in 'n organisasie. Mense en hul emosies - positief of negatief - word gewoonlik by die veranderingsproses betrek. Midde in die verandering is 'n leierskapspan. Voortdurende verandering is 'n gegewe in vandag se mededingende ekonomie. Dit is onvermydelik en beslis nie 'n maklike proses nie, tog raak dlt makliker met die regte mense in die regte posisies saam met 'n leier wat die roetekaart opstel vir die veranderingstuig. Die regte mense het nie soveel motivering nodig om hul te inspireer op hul reis na die implementering en volhouing van verandering nie. Hierdie werkstuk konsentreer hoofsaaklik op die leierskap vermoë waargeneem gedurende die veranderingsproses by Caltex Raffinadery in Kaapstad. Die skrywer het gedurende die begin- en implementeringstadiums van die veranderingsproses opgelet dat die leier nie 'n koalisie span gebou het nie, bestuurders minder sigbaar geword het, van aangesig tot aangesig kommunikasie was nie wat dit moes wees nie en 'n gebrek aan terugvoer oor werkverrigting het uitgeloop op middelmatige werkverrigting. Dit het flou werkverrigting van werknemers tot gevolg gehad. Dit is die verantwoordelikheid van die leier om by sy mense 'n bewuswording van dringendheid te skep. Die leier moet voortdurend sy mense herinner aan waar hulle is in verhouding tot hul visie; wat verwag word om die visie te vol bring; hoe hulle daarby uit gaan kom deur vertrouensverhoudinge, leer en ontwikkeling, spanwerk en samewerking binne en buite die mure van die organisasie. Goeie leiers skep 'n klimaat van vertroue wat gebaseer is op respek en omgee: die leier bemagtig sy span in 'n sorgsame omgewing. Middelmatige resultate seëvier in die afwesigheid van effektiewe leierskap. Effektiewe leiers herinner mense deur kommunkiasie, hoekom verandering onvermydelik is. Hulle neem deel in tweesprake, reflekteer, luister aktief en lei deur hul voorbeeld terwyl hulle ook 'n mate van nuuskierigheid toon. Effektiewe leier kweek nuwe leiers. Hierdie leiers skenk aandag aan watter nalatenskap hulle gaan agterlaat as hulle self moet weggaan.

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Wolch, Philip. "An examination of the effect of risk-taking as defined by the International Baccalaureate Organization (IBO) Primary Years Program (PYP) on students' active participation in their own academic learning /." San Rafael, Calif. : Dominican University of California, 2002. http://www.ibo.org/.

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47

Dike, Jude C. "Climate change mitigation and OPEC economies." Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/19443.

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This thesis focuses on the relationship between the Organisation of Petroleum Exporting Countries (OPEC) economies and global climate change mitigation policies with a view to determining the energy exports demand security risks of OPEC member states. The successful implementation of a universally adopted climate regime has been marred with controversies as different interest groups have raised their concerns about all the options presented so far. OPEC as the major crude oil exporting group in the world has been in the forefront of these debates and negotiations. OPEC’s major concern is the envisaged adverse impacts of the industrialised countries carbon reductions on its members' economies. Several studies have shown that when industrialised countries adopt carbon dioxide emissions reduction policies in line with the United Nations Framework Convention on Climate Change, such as carbon taxes and energy efficiency strategies, OPEC’s net price of crude oil decreases at the same time as a reduction in the quantity of crude oil products sold. OPEC believes that such climate change policy-induced fall in crude oil exports revenues would have a significant negative effect on its members' economies. With the limitations related to the assumptions of the existing energy economy models on the impacts of climate change mitigation policies on OPEC’s economies (Barnett et al, 2004), this study opts for a risk based model. This model quantifies the energy exports demand security risks of OPEC members with special interest on crude oil. This study also investigates the effects of carbon reduction policies on crude oil prices vis-à-vis the impacts of crude oil prices on OPEC’s economies. To address these three main issues, this thesis adopts a three-prong approach. The first paper addresses the impacts of climate change mitigation on crude oil prices using a dynamic panel model. Results from the estimated dynamic panel model show that the relationship between crude oil prices and climate change mitigation is positive. The results also indicate that a 1% change in carbon intensity causes a 1.6% and 8.4% changes in crude oil prices in the short run and long run, respectively. The second paper focuses on the impacts of crude oil prices on OPEC economies using a panel vector auto regression (VAR) approach, highlighting the exposure of OPEC members to the volatile crude oil prices. The findings from the panel VAR model show that the relationship between OPEC members’ economic growth and crude oil prices is positive and economic growth in OPEC member states respond positively and significantly to a 10% deviation in crude oil prices by 1.4% in the short run and 1.7% in the long run. The third paper creates an index of the risks OPEC members face when there is a decline in the demand for their crude oil exports. To show these risks, this study develops two indexes to show the country level risks and the contributions to the OPEC-wide risks exposure. The results from the indexes show that OPEC members that are more dependent on crude oil exports are faced with more energy exports demand risks. The findings from this thesis are relevant for the development of a new OPEC energy policy that should accommodate the realities of a sustainable global climate regime. They are also useful to the respective governments of the countries that are members of OPEC and non-OPEC crude oil exporting countries. Finally, the outcomes of this thesis also contribute to the climate change and energy economics literature, especially for academic and subsequent research purposes.

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Murray, Delaney. "DAUGHTERS OF THE DIGITAL: A PORTRAIT OF FANDOM WOMEN IN THE CONTEMPORARY INTERNET AGE." Ohio University Honors Tutorial College / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1587738612384951.

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Oladeinde, Olusegun Olurotimi. "Management and the dynamics of labour process: study of workplace relations in an oil refinery, Nigeria." Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003087.

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The focus of this thesis is on labour-management relations in the Nigerian National Petroleum Corporation (NNPC), Nigeria. The study explores current managerial practices in the corporation and their effects on the intensification of work, and how the management sought to control workers and the labour process. The study explores the experiences of workers and their perception of managerial practices. Evidence suggests that managerial practices and their impacts on workplace relations in NNPC have become more subtle, with wider implications for workers’ experience and the labour process. Using primary data obtained through interviews, participant observation, and documentary sources, the thesis assesses how managerial practices are varieties of controls of labour in which workers’ consent is also embedded. This embeddedness of the labour process generates new types of worker subjectivity and identity, with significant implications for labour relations. The study suggests that multiple dimensions of workers’ sense-making reflect the structural and subjective dimensions of the labour process. In NNPC, the consequence of managerial practices has been an emergence of a new type of subjectivity; one that has closely identified with the corporate values and is not overtly disposed towards resistance or dissent. While workers consent at NNPC continues to be an outcome of managerial practices, the thesis examined its implications. The thesis seeks to explain the effects of managerial control mechanisms in shaping workers’ experience and identity. However, the thesis shows that while workers remain susceptible to these forms of managerial influence, an erasure or closure of oppositions or recalcitrance will not adequately account for workers’ identity-formation. The thesis shows that while managerial control remains significant, workers inhabit domains that are ‘unmanaged’ and ‘unmanageable’ where ‘resistance’ and ‘misbehaviour’ reside. Without a conceptual and empirical interrogation, evidence of normative and mutual benefits of managerial practices or a submissive image of workers will produce images of workers that obscure their covert opposition and resistance. Workers ‘collude’ with the ‘hubris’ of management in order to invert and subvert managerial practices and intentions. Through theoretical reconceptualization, the thesis demonstrates the specific dimensions of these inversions and subversions. The thesis therefore seeks to re-insert “worker-agency” back into the analysis of power-relations in the workplace; agency that is not overtly under the absolute grip of managerial control, but with a multiplicity of identities and multilevel manifestations.

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Berkowitz, Héloïse. "Les méta-organisations rendent-elles performatif le développement durable ? Stratégies collectives dans le secteur pétrolier." Thesis, Université Paris-Saclay (ComUE), 2016. http://www.theses.fr/2016SACLX055/document.

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Abstract:

Située à l’intersection de la recherche en stratégie et de la théorie des organisations, la thèse s’intéresse à la manière dont une idée, émise par des instances internationales sous la forme d’une doctrine imprécise, le développement durable, a transformé en profondeur la stratégie, le fonctionnement et la nature même des entreprises. Pour comprendre ce phénomène, la recherche mobilise la notion de performativité, c’est-à-dire la capacité d’une théorie à créer la réalité qu’elle décrit. Mais toutes les théories ou doctrines ne performent pas les comportements des acteurs et trois conditions de performativité ont été identifiées. Lorsque ces conditions sont réunies, deux processus de performativité peuvent intervenir, par cadrage et par débordement. Le développement durable peut donc performer les pratiques si cette doctrine est transformée en principes opérationnalisables (première condition), incorporés dans des dispositifs à différents niveaux, de la méta-organisation au dispositif micro-local dans les firmes (deuxième) et que ces dispositifs sont performants ou deviennent incontournables (troisième). Parmi les dispositifs étudiés au niveau de la deuxième condition, l’accent a été mis sur le rôle joué par les méta-organisations (des organisations dont les membres sont des organisations). La thèse constitue la première recherche empirique sur le rôle de ces dispositifs d’action collective dans un secteur industriel, le secteur pétrolier. La méthodologie est compréhensive, s’appuyant sur 80 entretiens semi-directifs, sur la construction d’une base de données de 100 méta-organisations et la mise en place d’un dispositif de recherche intervention sur le problème émergent du bruit marin. La thèse a mis en évidence des formes nouvelles de méta-organisations, thématiques et multi-parties prenantes, opérant comme un espace de négociation interorganisationnelle, comme dispositif stratégique de légitimation des firmes et comme dispositif normalisateur participant d’une gouvernance distribuée. La notion de performativité a été précisée par la mise en évidence de ses conditions de réalisation et les deux types de processus qu’elle peut emprunter. La théorie des méta-organisations a été prolongée par l’identification des types jusque-là peu étudiés. La thèse a ainsi des implications managériales pour l’élaboration de stratégies collectives par les firmes
Drawing on research in strategy and organization theory, this thesis focuses on the way an idea that was formulated by international instances as an imprecise doctrine – sustainable development, still managed to deeply change firms’ strategy, practices and even nature. This research uses the concept of performativity, i.e. the capacity of a theory to create the reality that it describes. However, all theories or doctrines do not necessarily succeed to perform behaviors and the thesis identifies three conditions of performativity. When the conditions are met, two performativity processes can occur, a framing and an overflowing process. Sustainable development can perform practices if it becomes operationalisable principles (first condition), if these principles are incorporated in devices at different levels, from meta-organizations to micro-local instruments in firms (second) and if these devices are efficient or irremediable (troisième). Among the studied devices, the accent was put on the role of meta-organizations, organizations which members are themselves organizations. The thesis constitutes the first empirical survey of this collective action device’s role in an industrial sector, the oil and gas. Using a comprehensive methodology, data collection consisted in 80 semi-structured interviews, constructing a database of about 100 meta-organizations and setting up an intervention-research device on the emerging issue of marine sound. The thesis highlights new forms, thematic and multi-stakeholder, that act like an inter-organizational negotiation space, as a strategic device for the legitimization of firms’ activities, and as a normalizing device participating to a distributed governance of business conduct and society. The thesis clarifies the concept of performativity by identifying its conditions of success and the two processes it can follow. The thesis also contributes to the literature on meta-organizations by showing its empirical diversity and by identifying types that we knew little about before. As such, the thesis has managerial implications for collective strategies of firms

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Dissertations / Theses on the topic 'OWL (Organization)'

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