Dissertations / Theses on the topic 'Work Innovation'
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Johnsson, Mikael. "Innovation groups : Before innovation work is begun." Licentiate thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-17990.
Full textMadrid, Hector. "On innovation as an affect-driven work behaviour." Thesis, University of Sheffield, 2013. http://etheses.whiterose.ac.uk/4528/.
Full textSampaio, Rodrigues Filipe Trigueiros Rafael de. "Innovation as skilful coping : a cultural historical account of the constitutive conditions of innovation." Thesis, Lancaster University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.654969.
Full textALI, OMAR. "Evaluating Board Work for Innovation. : Towards an Analytical Framework." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-263172.
Full textEtt flertal omvärldsfaktorer ökar innovationsbehovet i många företag idag vilket således ökar brådskan för förnyelse och mer agila förhållningssätt. Digitalisering av processer, produkter och tjänster ställer helt nya krav på kompetenser men ändrar också värdeskapandet och konkurrenskraften hos dagens företag. Under de senaste åren har managementfokus skiftat från renodlad optimering av produktionsprocesser, logistik och försörjningskedjor, till att inrymma innovation och förnyelse genom ett flertal förändringsarbeten så som formella ledarskapsroller med innovation som fokus, förnyade processer och innovativa affärsmodeller. Syftet med studien är att undersöka hur styrelseutvärderingar används som ett verktyg för att förbättra styrelsearbetet och att studera hur väl styrelser vägleder innovationsambitionerna i ett företag. Fortsättningsvis är målet med denna studie att utveckla ett ramverk som kan ge ett helhetsperspektiv av balansen mellan både kontroll och strategiska innovationsaspekter. Resultatet från en omfattande litteraturgranskning och analys av styrelsens utvärderingsdata visar att det saknas innovationsintegration i styrelseutvärderingar och ett bristande statistiskt underlag vid konstruktionen av frågebaserna för utvärderingen. Det föreslagna ramverket ger vägledning åt alla som behöver utvärdera styrelser med ambitionen att utforma ett utvärderingsverktyg som är mer innovationsorienterad och som möjliggör rekommendationer med konkreta insikter till styrelser, grundade i statistiska modeller så som linjär regression och intern konsistens analys som kan möjliggöra utvecklandet av en skalbar digital utvärdering.
KARACHATZIS, XENOFON, and LIKHIT PARAMESHWARAPPA. "Innovation & Remote Work: A window of opportunity or an inevitable compromise? : An identification and evaluation of innovation aspects in remote work conditions." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-300122.
Full textSom en följd av Covid-19-pandemin har distansarbete blivit betydligt vanligare, stora företag har redan infört sådana permanenta arrangemang. Denna dramatiska förändring på arbetsplatsen har väckt frågor angående effekten på innovation eftersom det anses avgörande för ett företags framtida framgång och konkurrenskraft. Baserat på en genomgång av forskningslitteraturen har vi identifierat sex viktiga förutsättningar för företagens innovationskapacitet: kommunikation, samarbete, förtroende, kunskapsöverföring, företagskultur och ledning. Med utgångspunkt i tidigare teoretiska och empiriska forskningsresultat har semistrukturerade intervjuer genomförts med ett svenskt telekommunikationsföretag för att analysera effekten distansarbete på innovation. Våra resultat indikerar att en del positiva effekter kan uppstå men att tyngdpunkten återfinns i den negativa vågskålen. Således verkar ledningsfunktionen påverkas positivt medan andra faktorer viktiga för innovation som kommunikation, förtroende och kunskapsöverföring har försvagats. Vad gäller samarbete och företagskulturen förefaller både positiva och negativa effekter uppstå. För att undvika en generell försvagning av innovationskapaciteten bör en hybrid modell användas som kombinerar de bästa aspekterna av distansarbetet med platsbundet arbete.
Yasmin, Samina, and Samina Yasmin. "Making It Work for Them: A Technology-Enhanced Educational Innovation in Pakistan." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/626161.
Full textMukerjee, Nath Jinia. "Work, play and ride the storms : an ethnography of sustained innovation." Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1019.
Full textThis dissertation consists of three empirical essays based on ethnographic fieldwork conducted in an innovation-based firm in India, and investigates the processes enabling sustained innovation. More specifically, it addresses the role of play in innovative work and its processes, as well as the role of organizational identity in organization’s response to external threats. I show how playfulness unfolds in work organizations, its nature, and its role in the creative work processes. Results indicate that play has several task and relationship related effects on group creative work processes on which sustained innovation rests. It also show how people transition between intense work and intense play – and explicate a model of initial conditions, mechanisms and cues for such transitions. By doing so, this study starts to lay the grounds for a theory of work and play, and provides an answer to how innovative work gets accomplished amidst playfulness in organizations. This study describes a new kind of play in work organizations, different to those observed and investigated in previous organizational studies and contributes to theories of play and creative work in organization. Mindful of the fact that sustaining innovation also depends on organization’s ability to cope with external threats, this study also shows how organizational identity play a crucial role in shaping its work practices for responding to external threats, and how threat can even lead to the formation of an organization’s initial identity. Thus, this study also contributes to the literature on organizational identity, and its role in organizational practices, survival, growth and sustained innovation
Gunn, Frances Elizabeth. "The process of discursive institutional work in creating an innovative degree development practice : an institutionalisation approach to innovation." Thesis, Open University, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.664516.
Full textRose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Thesis, Queensland University of Technology, 2005. https://eprints.qut.edu.au/16044/1/Dennis_Rose_Thesis.pdf.
Full textRose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.
Full textTurner, Fergus. "From Shock to Awe: The Awe of Organisation: How do Community-Based Festivals do Institutional Work?" Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33061.
Full textVyas, Pratik. "Inter-disciplinary study of team-work during design for social innovation projects." Thesis, Northumbria University, 2017. http://nrl.northumbria.ac.uk/36229/.
Full textCanelas, João Manuel Duarte. "The role of management accounting in the process of innovation: a field work perspective." Master's thesis, NSBE - UNL, 2010. http://hdl.handle.net/10362/9903.
Full textRecent accounting literature (e.g. Granlund and Taipaleenmäki, 2005; Davila, Foster & Oyon, 2009) suggests that Management Control Systems can influence the process of innovation, especially when they are used interactively. Such work constitutes a rupture with the traditional and diagnostic vision of control where Management Control Systems only act at the process of strategy implementation, limiting their role in accommodating the environment of uncertainty that characterizes innovation (Amabile, 1998; Kanter, 2006). This work project provides contextualized evidence on the use of Management Control Systems and their influence on the innovation process at an information technology company with a research lab.
Dempsey, Kristin L. "Emerging Adult Peer Provider Specialists and Successful College Participation| An Innovation Study." Thesis, University of Southern California, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10931392.
Full textThis study addresses the problem of low college completion rates among students formerly involved in foster care systems. This qualitative research study identified the knowledge, motivational, and organizational factors that supported college completion among eight college graduates formerly placed in foster care. Semi-structured interviews were used to collect data and six Storyboard online videos were also reviewed for thematic content addressing the factors that contributed to college success among the former foster youth. The resulting data will be used to create an Emerging Adult Peer Specialists curriculum to former foster youth to support other students transitioning from foster care to college. Knowledge factors contributing to successful college completion included specific knowledge on financial aid, housing, health, and academic resources, and how to access these resources, as well as self-awareness to promote self-regulation. Motivational factors that promoted self-efficacious behavior and intrinsic motivation included seeking out and identifying mentors, attitudes supportive of educational goals and behaviors, and finding ways to combat stigma were identified motivational factors supporting college completing. Programs for students with foster care histories, the safety and predictability of college campuses, and the need for increased academic preparation in independent living skills programs were identified and important organizational factors promoting college completion. The data was used to create an implementation and evaluation plan for the Emerging Adult Peer Specialist program, which is summarized at the end of the study.
Altree, Claire. "Tradition, innovation and politics : the stage work of Ewan MacColl and Theatre Workshop." Thesis, University of Edinburgh, 2007. http://hdl.handle.net/1842/24531.
Full textVan, Rossenberg Yvonne. "Multiple foci of commitment and creative work behaviour in inter-organisational innovation projects." Thesis, University of Bath, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.681031.
Full textMeßmann, Gerhard [Verfasser], and Regina [Akademischer Betreuer] Mulder. "Innovative work behaviour: Investigating the nature and facilitation of vocational teachers‘ contributions to innovation development / Gerhard Meßmann. Betreuer: Regina Mulder." Regensburg : Universitätsbibliothek Regensburg, 2012. http://d-nb.info/1027410154/34.
Full textOde, Egena. "Making co-creation work in mobile financial services innovation : what capabilities are needed and what practices work best in developing countries?" Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/making-cocreation-work-in-mobile-financial-services-innovation-what-capabilities-are-needed-and-what-practices-work-best-in-developing-countries(0ad4071d-e58a-41f0-b1e2-50109f47aa46).html.
Full textKorsvold, Torbjørn. "Creating organizational change and innovation : An action research oriented study of participative organizational change and innovation in the Norwegian AEC industry." Doctoral thesis, Norwegian University of Science and Technology, Department of Industrial Economics and Technology Management, 2002. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-60.
Full textThis thesis contributes to the understanding of how to create organizational change and innovation in companies of the Norwegian Architects, Engineering and Construction (AEC) industry. The thesis, then, inquires into the conditions necessary for how the collective practice of collaboration and execution in building projects can be changed emphasizing the emancipatory potential of conversations in arenas for dialogue. The aim is to achieve new useful collective practice in projects, which in the end entails increased competitiveness for the companies involved. This implies that organizational change and innovation ultimately encompass the total value-creating chain of all the actors involved in the building project. That means all from the finished building including the physical construction process on the building site and the end-consumers that are going to use or own it, to the initial programming stage with the first drawing sketches of the architect. The thesis will argue that organizational change and innovation in AEC companies does not emerge on its own through for instance “linear-control” oriented models of planning and subsequent plan implementation or models for increased managerial project control. To the contrary, the thesis will show that processes of change and innovation are created through active and broad participation by all actors directly involved in the project, companies as well as single individuals in arenas for dialogue. The objective of this thesis, then, is to contribute to how organizational change and innovation can be created, that is; what are the conditions necessary to achieve organizational change and innovation in AEC companies? And next; how can organizational change and innovation be spread among the companies in the Norwegian AEC industry? These are the two major research questions of the study. The thesis is an action research-oriented case study based on collaboration with a Research & Development (R&D)-program called The Integrated Building Process (the SiB – Samspillet i Byggeprosessen) jointly sponsored by four Norwegian AEC companies and the Research Council of Norway (RCN). My doctoral grant, including abroad stay as a visiting research scholar at Stanford University, California, USA, summer 1998 and fall 1999, was 100 % sponsored by the RCN, the Industry and Energy division. The field research was carried out in a 4 ½-years period from 1997 to 2001.
Neher, Cathy Sue. "Service Innovation in a Voluntary Organization: Creating Work Opportunities for Severely Developmentally Disabled Adults." Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/bus_admin_diss/1.
Full textVezyridis, Paraskevas. "Technological innovation and change of nursing work in an emergency department : a sociotechnical perspective." Thesis, University of Nottingham, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.555738.
Full textVargas, D'Uniam Jessica, Landayeta Enrique Chiroque, and Velarde María Vanessa Vega. "Innovation in university teaching. A proposal for interdisciplinary and collaborative work in higher education." Pontificia Universidad Católica del Perú, 2016. http://repositorio.pucp.edu.pe/index/handle/123456789/117084.
Full textEste artículo presenta la sistematización de la implementación de una experiencia de innovación en la docencia universitaria, realizada desde una perspectiva interdisciplinaria y colaborativa de las Facultades de Educación y de Arte, teniendo como propósito la creación de cuentos peruanos para niños para el desarrollo de la sensibilidad, la apreciación y valoración del patrimonio nacional y regional. Para la realización del análisis se usaron grupos focales como método de recolección de datos con el propósito de conocer la percepción de los estudiantes de dichas facultades sobre su participación en esta actividad formativa. La muestra estuvo constituida por 8 alumnos de Arte y 7 alumnas de Educación. Se elaboraron 22 cuentos infantiles peruanos, lo que permitió a los alumnos desarrollar y aplicar los conocimientos y habilidades aprendidos en cada curso en torno a un producto común, respondiendo a criterios pedagógicos y artísticos.
Este artigo apresenta o sistematizando da implementação de uma experiênciade inovação na docência universitária, levou a cabo de um interdisciplinaria de perspectiva e colaborador das Faculdades de Educação e de Arte, tendo como propósito a criação de histórias peruanas para crianças para o desenvolvimento da sensibilidade, a avaliação e estimação do patrimônio nacional e regional. Para a realização da análise grupos focais foram usados como método de juntar de dados com o propósito de conhecer a percepção dos estudantes destas faculdades na participação deles nesta atividade formativa. A amostra foi constituída por 8 estudantes de Arte e 7 estudantes de Educação. Foram elaboradas 22 histórias peruanas infantis, o que permitiu aos estudantes desenvolver e aplicar os conhecimentos e habilidades aprendidas em cada curso ao redor de um produto comum, respondendo a aproximações pedagógicas e artísticas.
Smith, Natalie L., Sean Flanders, Amanda Greene, and Charles W. Jones. "Examining the Innovation Process of Launching a Work-Integrated Learning Program in Sport Management." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/6283.
Full textBannon, Erin. "THE EFFECTIVENESS OF AN ACCEPTANCE AND COMMITMENT THERAPY INTERVENTION FOR WORK STRESS ON INNOVATION." Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1288749862.
Full textMassu, Justine. "Thinking outside the boss : understanding managers' engagement in creative actions." Thesis, Sorbonne Paris Cité, 2017. http://www.theses.fr/2017USPCB208/document.
Full textIn 2010, 1,500 Chief Executive Officers identified managers' creativity as the most crucial factor for future organizational success. However, managers' engagement in creative actions is constantly competing with routine behaviors that imply less risk taking, uncertainty and possibility of failure. This dissertation explores three potential avenues to understand managers' decisions to engage in creative actions. The first one focuses on managers' conceptions of creativity and innovation as antecedents of their own creative behaviors and their evaluation of creative managers and managerial practices. The second avenue examines how creative actions result from a decision-making process that evaluates the relevance of creativity in specific situations and takes into account individual predispositions and organizational characteristics. The third avenue investigates the extent to which a fit or misfit between managers and their organizations can trigger creative behaviors. This research reaffirms the relevance of the multivariate and interactionnist approaches to organizational creativity. It highlights also the importance of considering managers' evaluation of the appropriateness and effectiveness of specific creative actions in specific situations. Finally, most research tends to conceive that managerial creativity emerges from positive and encouraging circumstances. In contrast, the present research highlights that managerial creativity can emerge as a response to situations of misfit and dissatisfaction
Dimas, Anastasios. "D-work innovation : where, when and in which social context do good ideas evolve in the distributed work environment of knowledge workers?" Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/54202.
Full textThis electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Cataloged from student-submitted PDF version of thesis.
Includes bibliographical references (p. 158-160).
The nature of work is changing. Until recently, the majority of people worked in fixed, team-based collaborations in collocated settings for fixed periods of time. Currently we are experiencing a major shift towards distributed work. D-work is multi-tasking (workers participate in many projects and teams that often change), multi-locational (work is conducted by people located in different divisions, firms, organizations and time-zones) and mobile (people conduct work while transiting). D-Work changes the definition of the traditional office and blurs the boundaries between home, workplace and the city. Homes will have to accommodate work, businesses must adapt their policies and office spaces to D-work and cities have to adapt to new patterns of mixed work-live units. At the moment, workers, managers and designers have become less aware of where, when, with whom and during which activities, does the most productive and creative work take place. In an effort to tackle the above mentioned issue, we developed a methodology that combines Context-Aware Experience Sampling with traditional ethnographic tools. Our system is composed of a Bluetooth-based positioning system, a context-aware self-report survey administered on mobile phones and traditional questionnaires. The methodology was tested via a four week case study on innovation that was conducted in a marketing firm based in Helsinki. During the study we collected data from eleven participants about the occurrence of work-related ideas and barriers inside and outside the office space.
(cont.) All participants provided us with information about their work habits by filling out a questionnaire prior to the beginning of the study. By juxtaposing their answers to their actual work-life data that we collected, similarities and discrepancies between the two emerged that helped us to understand and assess their work behavior. General results as well as personal reports that were compiled for three subjects are presented and analyzed. An overall assessment of the system and suggested improvements based on results and participant feedback are also discussed.
by Anastasios Dimas.
S.M.
Seriki, Hannah Titilayo. "Teamwork for innovation in sub-Saharan Africa." Wiesbaden : Deutscher Universitäts-Verlag, 2007. http://dx.doi.org/10.1007/978-3-8350-9588-5.
Full textBalisky, Emon Paul. "Wolaitta evangelists : a study of religious innovation in southern Ethiopia, 1937-1975." Thesis, University of Aberdeen, 1997. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=215555.
Full textEKBÄCK, CARL, and JACOB SUNDSTRÖM. "Utvärdering av innovationsklimatet inom ett högteknologiskt företag för att förbättra och uppmuntra kreativitet." Thesis, KTH, Maskinkonstruktion (Inst.), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-192529.
Full textIn many industries, companies are facing challenges in terms of increased market change and competition. Their ability to increase creativity and innovation has been identified as an important factor to achieve competitive success and long-term survival. A company’s innovation climate determines its ability to incorporate ideas into useful applications, and is affected by the type industry it operates within. In particular, the high technology industry requires adaption to rapidly changing markets, in which companies have to develop innovative solutions to fulfil customers’ expectations. Thus, the encouragement of creativity and innovation could be considered a major challenge and necessity for many companies in the future. This master’s thesis provides an assessment of the innovation climate within a highly technological company that operates within the area of military defense, namely Saab. In addition, it contributes with deductive research connected to a relatively closed and unexploited area, in which there currently is an absence of in-depth investigations. The thesis is limited to include an assessment of the organization within Product Area Gripen at the Business Unit Electronic Warfare Systems. Initially, measurements were produced to estimate the organization’s relative degree of creativity and innovation. Secondly, the obtained data was used to compare the organization’s standings in relation to other industries. Lastly, the findings from the study were used to evaluate the organization, in which its relative strengths and weaknesses were identified. In addition, a suitable level of innovation was established, and measures of improvements determined. The study’s findings indicate that the organization has a creative and innovative climate, but there are areas that have to be improved in order to further stimulate innovation. In addition, the organization’s innovative capabilities are strong in comparison to other industries, and are used to successfully produce and implement novel and useful ideas. Although, the organization does not actively innovate on a continuous basis, it demonstrates that innovative capabilities exist when they are needed. This statement is consistent with the measurements that were performed, in which the organization has a foundation for innovation, but occasionally lacks the motivation to achieve it. In order to improve the current standings, the organization has to increase its orientation towards innovation, and encourage creativity throughout the entire organization.
Pickney, Janice M. "Nurses Work Environment & Technological Innovation Adoption: Acquiring Knowledge after Making Sense of it all." Thesis, School of Information and Library Science, 2008. http://hdl.handle.net/1901/546.
Full textJohnson, Alfred B. "Net work : social networks, disruptive agency, and innovation in Howells, Fitzgerald, Heller, Pynchon, and Gibson." Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1343471.
Full textDepartment of English
CARVALHO, MARLUCE LIMA DE. "TECHNOLOGICAL INNOVATION AND COMMUNICATION IN THE WORK OF THE UNIVERSIDADE FEDERAL DO AMAZONAS (BRAZIL) LIBRARIANS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2011. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=19211@1.
Full textThis research discusses the challenges facing the librarian before the emergence of new information and communication technologies (ICTs), which significantly altered the ways to produce process and distribute information. Displays the context of changes that the so-called information society experiences, focusing on the impacts of the ICTs in the professional activities directly targeted to deal with information, such as the librarian. Discusses the intense challenges increasingly in the performance of this professional, concerning to their traditional knowledge - which are the activities of cataloging, indexing and retrieval of information - as well as the need for continuous updating and the ability to monitor what arises in his area. It mentions the traditional reference service development of the librarian in order to assist users and guide them in their searches, showing the trends of change in this service mainly due to the introduction of the Internet. It underscores the changing profile of the librarian, who must be able to deal with information in the traditional print support as in the digital, where there are new demands of work. It shows finally, the different job opportunities resulting from the new paradigm of the information and knowledge society, which has in the technologies a facilitator factor of its processes of capture, registration and dissemination of informational contents.
Linville-Engler, Benjamin. "Pioneering genomics innovation : using dynamic work design to implement a system of organizational boundary objects." Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/118540.
Full textCataloged from PDF version of thesis.
Includes bibliographical references (pages 67-69).
In the past decade, the cost associated with processing the human genome has decreased at a rate that is outpacing Moore's Law. The first human genome was sequenced in 2001, the culmination of a ten-year effort at a program cost of $2.7 billion. This has increased the accessibility of genomics research and enabled rapid development of adjacent biotechnologies and new genetic treatments. The Broad Institute, responsible for analyzing the first human genome, has remained at the center of this rapidly growing industry. Broad Genomics, a 200+ person division of the Broad Institute, is focused on the high-quality delivery of genomic data and data science. Over the past five years, Broad Genomics has been the largest producer of human genomic information in the world. Processing more than 1.5 million samples from over 50 countries. While conducting research for this thesis, Broad Genomics sequenced its 100,000th human genome. Shortly after the division's inception in 2012, Broad Genomics implemented the Dynamic Work Design and Visual Management method developed by Nelson Repenning, the MIT Sloan School of Management Distinguished Professor of System Dynamics and Organization Studies and Associate Dean of Leadership. This method offers a new approach to designing work that is both effective and engaging, while ensuring daily operational work is directly linked to the high-level strategic goals of the Broad Genomics organization. Positive operational results of this intervention for whole genome and exome sequencing were published in a case study in 2017. In the interim, continued iteration on this implementation has resulted in an integrated system of three primary levels of Visual Management boards within the organization. The goal of this research was to assess the continued alignment with the principles of Dynamic Work Design and to assess their effectiveness through an integrated system of boundary objects architected through multiple functional levels of the Broad Genomics organization. Additionally, the research evaluates the harmonization of Dynamic Work Design with principles and frameworks of knowledge boundaries and boundary objects as well as recent team dynamics and people analytics research.
by Benjamin Linville-Engler.
S.M. in Engineering and Management
Kirsten, Burgert. "The influence of a team development intervention (improvisational theatre) on climate for work group innovation." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/1945.
Full textThe present study evaluates the influence on the four factors of an innovative work group climate, namely participative safety, vision, support for innovation and task orientation, of a team development intervention based on improvisational theatre exercises. In the literature study, these four factors are compared with the principles of improvisational theatre, namely trust and support, agreement, listening and awareness, and narrative skills. A quasiexperimental study was conducted. Differences in pre-test and post-test scores of an experimental group (ne=15), who took part in a half-day improvisation theatre team development intervention, are compared with the differences in pre- and post-test scores of a control group (nc=13). The sample consisted of two teams from a health care management unit, which formed part of the health care department of a large insurance company in South Africa. The results show that, for innovative work group climate as a whole, the experimental group’s scores improved significantly (p<.01) in comparison to the control group’s scores. The experimental group’s scores for the three factors, vision, participative safety and task orientation, also improved significantly in comparison to the control group’s scores (p<.05 for all three factors). However, the experimental group’s score for support for innovation did not improve significantly. It is therefore concluded that the intervention had a positive influence on climate for work group innovation, based on its impact on the three factors, vision, participative safety and task orientation. In conclusion, this study builds on previous research that endorses the application of improvisational theatre techniques in organisational development settings.
Kietzmann, Jan Henrik. "In touch out in the field : coalescence and interactive innovation of technology for mobile work." Thesis, London School of Economics and Political Science (University of London), 2007. http://etheses.lse.ac.uk/2967/.
Full textWashington, Montressa L. "EXPLORATORY STUDIES OF THE INTRODUCTION AND USE OF SOCIAL MEDIA TECHNOLOGIES IN WORK ORGANIZATIONS: EFFECTS ON PRODUCTIVITY AND WORK-HOME LIFE BALANCE." Case Western Reserve University School of Graduate Studies / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=case1433546163.
Full textJönsson, Gisela. "Faktorer som förklarar innovativt beteende hos medarbetare." Thesis, Stockholm University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7335.
Full textI en föränderlig värld är det viktigt att snabbt möta skiftande krav och
att medarbetare är initiativrika, menar både företagare och forskare.
Medarbetare som gör mer än plikten kräver och tar egna initiativ,
uppvisar Innovative Work Behaviour (IWB). Syftet med studien var
att undersöka om organisationsfaktorerna autonomi, öppet klimat och
rolltvetydighet kan förklara variationer i IWB, med hänsyn taget till
en individuell faktor. Samtliga variabler mättes genom ett
frågeformulär online i ett stickprov om 119 personer.
Korrelationsberäkningar visar att samtliga organisationsfaktorer har
signifikanta samband med IWB. En regressionsanalys visar att det är
individfaktorn som har störst prediktionskraft, följt av öppet klimat,
autonomi och bakgrundsvariabeln personalansvar. Studien visar att
både personlighet och villkor i arbetet har betydelse för IWB.
Hempell, Thomas. "Computers and productivity : how firms make a general purpose technology work ; with 40 tables /." Heidelberg [u.a.] : Physica-Verl, 2005. http://deposit.ddb.de/cgi-bin/dokserv?id=2667834&prov=M&dok_var=1&dok_ext=htm.
Full textMontani, Francesco. "Peuvent-ils les objectifs d'innovation amener le comportement innovatif au travail ? : évaluation d'un modèle motivationnel pour l'innovation." Thesis, Montpellier 3, 2013. http://www.theses.fr/2013MON30100.
Full textThe present dissertation aims at applying goal regulation theory to the study of innovative work behaviour. After reviewing the state-of-the-art of innovation literature (first chapter), we conducted three empirical studies on distinct samples. In the first study (second chapter), we hypothesized and found that proactive goal generation – which includes envisioning and planning processes – was positively related to innovative behaviour, and that affective commitment, interacting with production ownership or, alternatively, with leader support for innovation, strengthened this relationship. In the second study (third chapter), we proposed and showed that planning mediated the link between envisioning and innovation, and that psychological empowerment and team support for innovation positively moderated the relationship between envisioning and planning. Finally, in the third study (fourth chapter), we theorized and demonstrated that learning goal orientation, psychological climate for innovation, and task variety enhanced innovative performance indirectly through the mediation of envisioning and planning, and that learning goal orientation amplified the relationship between planning and innovation. Theoretical and practical implications of our works are addressed in the general discussion
Persson, Andreas. "Identifying predictors of work engagement: An example from a management consultancy company." Thesis, Stockholm University, Department of Psychology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-40410.
Full textEmpirical evidence suggests work engagement to be of crucial importance for business critical aspects such as work performance and employee retention. When building a strategy for enhancing engagement in the workplace, identifying its predictors becomes important. Therefore, the aim of this study was to identify predictors related to work engagement. The study was conducted in a management consultancy company, through analyzing their employee survey. Results indicated satisfaction with leadership to be of vital importance for work engagement. Other work-related attitudes identified that seemed to be reliable predictors of work engagement were employee development, communication and innovation. In addition, the demographic variables of age and status pointed towards a correlation with work engagement, however the gender variable did not show significance.
Ramirez, Matias. "Innovation in production and the restructuring of work organisation and employment in the telecommunications service sector." Thesis, University of Manchester, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488104.
Full textSabo, Imre. "The role of the facilitator in the work with groups in the business model innovation process." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-44744.
Full textKahraman, Omer Ersin. "Growth Of Capitalism:how Does Innovation Reinforce Capitalism In The Progress Of Its Authority?" Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612268/index.pdf.
Full textEriksson, Victor, Joakim Hårte, and Coey Carl Lundquist. "Come to work each day willing to be fired : A study of intrapreneurship within Swedish SMEs active in developing countries." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35738.
Full textSyftet med denna avhandling är att upplysa intraprenörskap som ämne och genom detta implementera effekterna det har på små- och medelstora företag som strävar efter organisatoriska förändringar i utvecklingsländer. Därför har de specifika egenskaperna hos små- och medelstora företag aktiva i utvecklingsländer granskats och relaterats till främjandet av intraprenörskap. För att få en djupare förståelse och uppnå syftet med denna studie har en forskningsfråga formulerat: Hur kan svenska små och medelstora företag främja intraprenörskap för att skapa organisatoriska förändringar i utvecklingsländer? Den teoretiska referensramen i denna avhandling är indelad i tre huvudområden; organisatoriska förändringar, främjande av intraprenörskap och innovation. I denna studie användes en kvalitativ metod med en abduktiv ansats, och den empiriska datan samlades in genom intervjuer med tre företag; Norden Machinery AB, Bigso AB och Sara Woodcraft. I analysen kombineras den teoretiska referensram med den empiriska data som sedan leder till en slutsats. Denna studie visar i första hand att intraprenörskap skapar organisatoriska förändringar och är en viktig del av överlevandet för små och medelstora företag i utvecklingsländer vilket kräver vissa faktorer för att åstadkommas. Dessa faktorer finns för att skapa en miljö inom organisationer där innovation och intraprenörskap växer. Slutligen presenterar vi det teoretiska gap som vi anser finns inom forskningsämnet och ger förslag på hur den kan förbättras, praktiska rekommendationer fokuserade på att främja intraprenörskap mot organisatorisk förändring samt rekommendation till vidare forskning.
Martins, Salmazzo André, and Charikleia Tompea. "The Dark Side of Innovation : Stressors in technology companies and its mitigation." Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48698.
Full textHollander, Ernst. "Varför var det så segt? : om lågriskkemi, miljödriven innovation och kravformning." Doctoral thesis, KTH, Industriell ekonomi och organisation, 1995. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-51498.
Full textSuntharanont, Vatinee. "Talented People in Today's Organization; in Particular How to Support and Stimulate Them to Work in Team." Thesis, University of Kalmar, Baltic Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-1790.
Full textAn issue of ‘talented people’ has been discussed for many years. Many companies consider talented employees to be the main factor of gaining competitive advantage over their competitors. This is mostly due to the fact that talented people are perceived as those who are of great value for an organization.
Nowadays, behaviors such as cooperation and teamwork play an important role, not only among members of an organization but also between organizations. The purpose of my research is to study the characteristics of talented people and their working style in today’s business world. Furthermore, the other aim is to present the method applied with a view to support and stimulate talents to collaborate with others.
To answer the research question: ‘Talented people in a today’s organization; in particular, how to support and stimulate them to work in team’, qualitative approach has been adopted. I have collected and analyzed data by having interviews, doing surveys, and gaining knowledge from literature. Most of participants had management positions and supervised an executive team, in particular, from the field of environmental companies. The research has proved that nowadays talented people have specific characteristics and handle matters their own way. In order to support and stimulate them to work in a team, trust and creating motivation are necessary. To some extent, leaders should stimulate talents to collaborate together, but, on the other hand, they ought to allow them to work on their own, depending on their professions and personality. Nevertheless, in my study I focused on the area of team work. A suggestion of team dynamic developing process for talented people to perform successful team work has been concluded in the last part of the thesis.Shiu, Jennifer, and 蕭文意. "Teachers' perceptions of impending innovation: the use of pair work in large-scale oral assessment inHong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B42554627.
Full textGaskins, Karen Denise. "Multicase Historic Studies of Innovative Work Behavior Among Intellectually Gifted Adults." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7294.
Full textHobbs, Madison. "Automating an Engine to Extract Educational Priorities for Workforce City Innovation." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/scripps_theses/1388.
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