Relevant bibliographies by topics / Work organisation

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Work organisation'

Author: Grafiati
Published: 4 June 2021
Last updated: 7 July 2024

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Journal articles on the topic "Work organisation"

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Garnett, Jonathan, Selva Abraham, and Param Abraham. "Using work-based and work-applied learning to enhance the intellectual capital of organisations." Journal of Work-Applied Management 8, no. 1 (March 1, 2016): 56–64. http://dx.doi.org/10.1108/jwam-08-2016-0013.

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Purpose The purpose of this paper is to show how work-based and work-applied learning (WAL) can enhance the intellectual capital of organisations. Design/methodology/approach The paper draws organisational learning- and work-based learning literature and case study illustrations. Findings To achieve major strategic change in organisations requires working at senior level within the organisation to develop the capability of the organisation to learn and apply that learning strategically. WAL is explicitly geared to bring about change and enhance the learning capability within the organisation. Research limitations/implications There is a need for further longitudinal studies of organisations that have used the work-based and WAL approaches. Practical implications The conclusions reached have implications for higher education and non-award bearing executive education. Social implications The alignment of individual learning with organisational objectives positions learning as a co-operative part of working life rather than just individual preparation for employment. Originality/value The paper positions work-based learning and WAL as appropriate responses to the learning needs of organisations as well as individuals.
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Luxmi and Sneha. "Perceived Organisational Support’s relationship with Psychological Empowerment: A Review of Literature." Gyan Management Journal 17, no. 1 (February 9, 2023): 28–34. http://dx.doi.org/10.48165/gmj.2022.17.1.4.

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Current research examined the role of psychological empowerment of employees with the perceived organisational supports of employees. There are a very few researches were conducted to explore the relationship between the two variables perceived organisational support and psychological empowerment. Here the current research is based on review of previous researches to explore the kind of relationship exist between perceived organisational support and psychological empowerment. The results of the study reveals that an organisation’s strength is depend upon the attitude of their employees toward them. If the organisation’s employees feel that their organisation doesn’t worth their effort, so they start loosing interest in the Organisations work. Various researchers have supported the fact that the employees who are more committed to the organisation are high in performance, reduce absenteeism and try to stay in their current organisation for longer duration.
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Farndale, Elaine, Susanne E. Beijer, Marc J.P.M. Van Veldhoven, Clare Kelliher, and Veronica Hope-Hailey. "Work and organisation engagement: aligning research and practice." Journal of Organizational Effectiveness: People and Performance 1, no. 2 (May 27, 2014): 157–76. http://dx.doi.org/10.1108/joepp-03-2014-0015.

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Purpose – To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide by exploring the construct clarity and discriminant validity of work and organisation engagement simultaneously, providing insight into how these constructs relate empirically, as well as investigating the nomological network of each. Design/methodology/approach – Empirical data were collected through online surveys from 298 employees in two multinational companies. Respondents were primarily managerial and professional employees. The survey included measures of work and organisation engagement, as well as work outcomes and organisation performance. Findings – The findings indicate that work and organisation engagement are distinct constructs, and have differential relationships with important employee outcomes (commitment, organisational citizenship behaviour, initiative, active learning, job satisfaction), and organisational performance. Practical implications – The findings provide opportunities for practitioners to explore the potentially unique ways in which different types of engagement may add value to jobs and organisations. Originality/value – The study takes important steps in bridging the academic/practitioner divide: the paper clearly demonstrates how the two concepts of work and organisation engagement relate to and complement each other as useful constructs for research and practice.
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Anttila, Timo, Tomi Sakari Oinas, and Armi Mustosmäki. "Towards formalisation: The organisation of work in the public and private sectors in Nordic countries." Acta Sociologica 62, no. 3 (March 26, 2018): 315–33. http://dx.doi.org/10.1177/0001699318761782.

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According to European comparative studies, organisational change and restructuration have been especially prevalent in Nordic countries. In particular, public-sector organisations have been under turbulence due to pressures for cost reduction and increased efficiency. Yet, not much is known about how these changes have affected the organisation of everyday work. Based on the three waves of European Working Conditions surveys (2000, 2005, 2010), this paper analyses the change in the organisation of work in Nordic countries. The aim is to look into types of work organisation in public- and private-sector organisations in Sweden, Finland, and Denmark. The questions asked are how the type of work organisation differs between sectors and to what extent are there changes in the prevalence of work organisation types. According to the results, the trend is a move away from the use of forms of work organisation characterised by high levels of learning and autonomy to more constrained or formalised forms. However, differences were also found between countries and sectors. The formalisation of work (i.e. features characteristic especially of the lean model of work organisation) is more common in the public sector and in Finland and Denmark compared to Sweden.
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Nagabhaskar, Dr M., and Mr Ch Chandra Sekhar. "Impact of OCTAPACE Model on Banking Employees: a Comparative Study of Private and Public Sector Banks with reference to Andhrapradesh." International Journal of Innovative Research in Engineering & Management 9, no. 4 (2022): 122–25. http://dx.doi.org/10.55524/ijirem.2022.9.4.21.

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Organisational culture is a facet that impacts every organisation’s functioning, different organisation needs different quite culture to be set up. it’s defined in terms of shared meaning, patterns of beliefs, rituals, symbols, and myths that evolve over time, service to scale back human variability and control and shape employee behavior in organisation. this research aims to compare private sector and public sector banks in terms of values of employees. The study attempts to understand the impact of OCTAPACE model on banking employees of private and public sector banks in Andrapradesh.The main implication of this research on organisational culture suggest that there is a scope for further improvement in the sample study organisations which would improve their work life by overcoming the monotony.
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Mutebi, Henry, Joseph Mpeera Ntayi, Moses Muhwezi, and John C. Kigozi Munene. "Self-organisation, adaptability, organisational networks and inter-organisational coordination: empirical evidence from humanitarian organisations in Uganda." Journal of Humanitarian Logistics and Supply Chain Management 10, no. 4 (August 21, 2020): 447–83. http://dx.doi.org/10.1108/jhlscm-10-2019-0074.

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PurposeTo coordinate humanitarian organisations with different mandates that flock the scenes of disasters to save lives and respond to varied needs arising from the increased number of victims is not easy. Therefore, the level at which organisations self-organise, network and adapt to the dynamic operational environment may be related to inter-organisational coordination. The authors studied self-organisation, organisational networks and adaptability as important and often overlooked organisational factors hypothesised to be related to inter-organisational coordination in the context of humanitarian organisations.Design/methodology/approachThe study’s sample consisted of 101 humanitarian organisations with 315 respondents. To decrease the problem of common method variance, the authors split the samples within each humanitarian organisation into two subsamples: one subsample was used for the measurement of self-organisation, organisational network and adaptability, while the other was for the measurement of inter-organisational coordination.FindingsThe partial least square structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.8 indicated that self-organisation is related to inter-organisational coordination. Organisational network and adaptability were found to be mediators for the relationship between self-organisation and inter-organisational coordination and all combined accounted for 57.8% variance in inter-organisational coordination.Research limitations/implicationsThe study was cross sectional, hence imposing a limitation on changes in perceptions over time. Perhaps, a longitudinal study in future is desirable. Data were collected only from humanitarian organisations that had delivered relief to refugees in the stated camps by 2018. Above all, this study considered self-organisation, adaptability and organisational networks in the explanation of inter-organisational coordination, although there are other factors that could still be explored.Practical implicationsA potential implication is that humanitarian organisations which need to coordinate with others in emergency situations may need to examine their ability to self-organise, network and adapt.Social implicationsSocial transformation is a function of active social entities that cannot work in isolation. Hence, for each to be able to make a contribution to meaningful social change, there is need to develop organisational networks with sister organisations so as to secure rare resources that facilitate change efforts coupled with the ability to reorganise themselves and adapt to changing environmental circumstances.Originality/valueThe paper examines (1) the extent to which self-organisation, adaptability and organisational networks influence inter-organisational coordination; (2) the mediating role of both adaptability and organisational networks between self-organisation and inter-organisational coordination in the context of humanitarian organisations against the backdrop of complex adaptive system (CAS) theory.
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Farkas, Johanna, János Sallai, and Ernő Krauzer. "The Organisational Culture of the Police Force." Internal Security 12, no. 1 (July 22, 2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.

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The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational settings, and the factors influencing it. Organisational culture includes communication with clients (in the case of police, citizens) and the relating approach system. The organisational culture cannot be considered basically “good” or “bad”. There are external and internal metrics and requirements that reflect the state of a given organisation: they indicate the quality and quantity of value creation, the organisation’s acceptance in its environment as well as its necessity in the society. The organisational culture is optimal if it serves the organisation’s tasks, objectives, the fulfillment of its duties, an the maintenance of its expedience, as well as if it is supportive, creative and facilitating. In an optimal organisational culture, the interests are enforced between the groups and people in the organisation in a peaceful way, their work is effective and successful, all conditions are ensured, the staff is satisfied, and the organisation’s output is accepted, recognised and required in its external environment. These organisations are acknowledged by the citizens and operate in accordance with their environments.
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Clifton, Louise, and Paul Gentle. "The genie in the learning organisation? The experience of using multi-level action learning at the Leadership Foundation." International Journal of Public Leadership 11, no. 2 (May 11, 2015): 66–76. http://dx.doi.org/10.1108/ijpl-01-2015-0004.

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Purpose – The purpose of this paper is to examine the working practices and outcomes of an action research project in a specialist organisation engaged in the field of leadership development. The intention of the project was to enable the company involved to become a stronger learning organisation at a time when it was developing a future strategy. Design/methodology/approach – The paper uses a case study approach to describe and analyse a three-stage process involving the use of a focus group, organisational climate survey and voluntary action learning sets. Interviews with participants are analysed thematically in order to assess the impact of the action research project on the organisation’s culture. Findings – Participation by the majority of the Leadership Foundation’s staff in action learning and related opportunities for feedback within the organisation helped move its culture towards wider participation in strategy development and a whole organisation approach to working. Other organisations wishing to build collaborative working cultures can learn from the implications of the project, particularly those concerning the need to attend to the intended outcomes of action learning and the role of skilled, critical facilitators in action learning processes. Originality/value – The paper is innovative in that it explores practitioner-led action research work in a setting of leadership and organisational development. It will interest leaders and managers who seek to build learning organisations, as well as organisational developers with an interest in enhancing the impact of action learning.
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Eniola, Sule Olatunji, Amuni Sarat Iyabo, Ashiru Titi Adeshina, and Ariyo Oladayo Olajide. "Organisational Politics – Causes and Effects on Organisation and Employees." International Journal of Business, Economics and Management 2, no. 9 (October 17, 2015): 204–8. http://dx.doi.org/10.18488/journal.62/2015.2.4/68.4.204.208.

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This work was just to look at the causes and the effects of politics within organisation. It started with the reasons for groups within organisations, causes and possible effects of organisational politics on the organisation and the employees. Finally, the work made it clear that employees need to relate which may give room for politicking but moderation and utmost supervision should be the guarding principle.
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Susomrith, Pattanee, and Albert Amankwaa. "Relationship between job embeddedness and innovative work behaviour." Management Decision 58, no. 5 (August 13, 2019): 864–78. http://dx.doi.org/10.1108/md-11-2018-1232.

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Purpose The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship. Design/methodology/approach Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to test the direct and moderation effects. Findings The two components of JE, organisational and community embeddedness, were found to positively predict IWB. Additionally, life satisfaction was found to moderate the relationship between organisational embeddedness and IWB, but not the relationship between community embeddedness and IWB. At low levels of life satisfaction, the JE and IWB relationship was non-existent. Practical implications Organisations can potentially foster employee innovation by adopting strategies that seek to strengthen employee embeddedness in the organisation and in their community. Originality/value Studies on the effect of JE on IWB, particularly in small and medium enterprises and the influence of life satisfaction is sparse. This study redresses this imbalance in the knowledge base.
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Dissertations / Theses on the topic "Work organisation"

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Scott, James Timothy. "Work and organisation." Thesis, Lancaster University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.321052.

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Tsoukas, Haridimos. "Explaining work organisation : a realist approach." Thesis, University of Manchester, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.481035.

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Roffe, Michael. "The social organisation of social work." Thesis, Loughborough University, 1996. https://dspace.lboro.ac.uk/2134/7334.

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The need to try to work in partnership with parents during a child protection investigation is a legally-derived expectation of social work practice. Yet very few empirical studies have examined what social workers and their clients say to each other when parents are being assessed for the risk they might present to their children. The patterning of such talk, and how this might perform a range of activities is addressed in this thesis. Social work can be said to derive its practice from twin concerns with 'care' and 'control'. I describe the ways these themes are made relevant by participants in child protection investigations using an approach based on Conversation and Discourse Analysis. The main sources of data are transcriptions of audio recordings of six extended meetings between social workers and parents. The discourse of the worker-client meetings is examined for how it orients to, constitutes and makes relevant the participants' contrasting roles and responsibilities. A central analytic theme I consider is the conversational management of co-operation in social work. This arises out of my examination of research on the professional-client relationship in social work and also studies of institutional interactions in particular settings. Goffman's (1984) concept of 'footing' and Edwards and Potter's (1992) recent reworking of this within a 'discursive' approach to social psychology are enlisted among other sources to analyse the interactions. The series of analyses which I present show how local interactional difficulties are created by the professional's attempts to affiliate with parents. These are resolved sequentially and interactionally as the talk oscillates between various activities associated with the participants' accountability. I take social work to be constituted by the orientations of the participants to the control and care dimensions of child protection. Throughout the thesis, the aim is to validate my approach through a dialogue with other research studies and also through considering the participants' own orientations to the issues under discussion.
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Supeli, Abas. "The Association Between Organisational Support, Self-Regulation, Person-Organisation Fit and Work-Outcome Variables." Thesis, Griffith University, 2013. http://hdl.handle.net/10072/368131.

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Although numerous studies have examined the relationship between person-organisation fit (P-O fit) and organisational outcome variables, there is still little consensus and much confusion over a number of important issues regarding conceptualisation, operationalisation, and criteria used to measure P-O fit. Moreover, some inconsistent relationships have been found between P-O fit and outcome variables. This program of studies aimed to overcome limitations of previous P-O fit studies, to clarify the predictors of P-O fit, and to examine the relationships between P-O fit and important organisational outcome variables. The main objectives of the program were: (a) to investigate the role of goal congruence in the assessment of P-O fit, (b) to examine the role of organisational support and self-regulation (feedback seeking, proactive behaviour, emotional control, and social competence) in predicting P-O fit, (c) to assess the mediating role of P-O fit on the relationship between organisational support and self-regulation and the outcome variables of job satisfaction, organisational commitment, and job performance, (d) to test the mediating role of job satisfaction, organisational commitment, and job performance on the relationship between P-O fit and intention to quit, and (e) to investigate the development of P-O fit and the contribution of organisational support and self-regulation to the outcome variables after a period of 6 months. The data were collected from a large-scale electronic manufacturing company in Indonesia. This research has made several important contributions to the P-O fit literature that could improve understanding about P-O fit, and has implications for both the organisation as employer and the person as employee, in terms of improving the positive interaction between them and enhancing their productivity. This research program consisted of three studies. The first part of this program of studies related to the development of a goal congruence measure, which has been accepted for publication. The second part of this program of studies comprises two papers, which have been submitted for publication, related to the association among all research variables cross-sectionally and longitudinally. An overview of the program of studies and literature review are presented in Chapter 1, whilst general discussion, empirical evidence, contribution to the P-O fit literature, practical implication, and methodological shortcomings and suggestions for future studies are synthesised in the last chapter of this thesis.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Griffith Health
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Frost, A. J. "Teaching work design : the analysis of a behavioural simulation of work organisation." Thesis, Cranfield University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305794.

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Söderholm, Elsa, and Erla Resare. "Does Work Organisation Impact Individuals’ Labour Market Position?" Thesis, Linköpings universitet, Nationalekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-121539.

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The purpose of this study is to investigate the relationship between work organisation and the labour market status of employees in Sweden, during the years 2008 to 2012. The main interest is to analyse the probability of staying employed or not, and staying employed after the general retirement age.To assess this relationship three different data sources are combined. Work organisation is approximated with the NU2012 survey, which was conducted by the Swedish Work Environment Authority. We use an empirical combination of the questions, and the work organisation is assumed constant throughout the years. Separate regressions are estimated for each possible labour market status. The regressions are estimated with cross section models and random effects panel data models.We find that there is a relationship between work organisation and employees’ labour market positions. Numerical flexibility is found to affect the work environment and the individuals’ labour market statuses negatively. Decentralisation’s and learning’s impact on the individuals’ labour market status is, however, incoherent with theories and previous research. These results are probably due to the reverse time causality of the study. Finally we propose that it is important to investigate this relationship further to be able to make policy changes.
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Hart, Christopher Martin. "Work organisation in the production of an advertisement." Thesis, Manchester Metropolitan University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334438.

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Dixon, Kevin. "The right to work and not to work : unemployed organisation in the eighties." Thesis, University of Essex, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.291404.

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Hallgren, Jenny, and Malin Sörensson. "The Imaginary Network : a flexible way of organising work." Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1025.

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Background: The changing demands of the environment is leading to the development of new organisational forms. These organisations are characterised by flexibility, specialisation, delegation of authorities and development of competence. Small organisations that have started to adapt innovative constructions in order to be flexible are becoming of increasing importance in trade and industry but are given little attention in current research.

Purpose: To make an in-depth study of Agora in order to increase the understanding about small organisations where the majority of the work force consists of self-employed actors.

Realisation: We have made a case study on one company, namely Agora. Our empirical findings where collected through six in-depth interviews.

Results: We have come to the conclusion that Agora cannot be seen as neither a network organisation nor an imaginary organisation but something in between: an imaginary network. Furthermore, we have identified three main forces that hold the company together: the shared values, the business concept of Agora and the leadership. There is a distinct and strong leadership that to a large extent is linked to the personality of the CEO and it is crucial for the maintenance of Agora.

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Tamangani, Zivanayi. "The relationship between forms of organisation and managerial work : a study of service organisations in Zimbabwe." Thesis, University of Surrey, 1995. http://epubs.surrey.ac.uk/844402/.

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This study explores the link between forms of organisation and managerial work and seeks to answer questions which have hitherto been neglected in studies of managerial work: To what extent is what managers are expected to do and their intended functions influenced by organisational context in terms of institutional arrangements for the management of managers' work? To what extent are managers' work activities influenced by organisational context? The study adopts a comparative case study of unit managers in four organisations - two each from the hotel and retail sectors in Zimbabwe - using depth interviews, structured observation and activity sampling. The study shows that the configuration of institutional arrangements for the management of work, divided into planning/decision-making, allocation of work, motivation, coordination and control influences the management division of labour, in particular, the extent to which management and business responsibilities are divided between high and lower-level managers. Decentralised organisations devolve greater operational and business responsibilities to unit managers compared with a focus upon internal systems and processes in centralised organisations. The role expectations surrounding unit managers' jobs and work activities are shown to exhibit some generic characteristics relating to staff and information administration; a neglect of future developmental work aspects and a tendency to spend time on non-managerial work. The key effect of organisational form on unit managers' roles is to emphasise output or performance in decentralised organisation in contrast to processes and procedures in centralised organisations. The industry sector differences show an emphasis on service quality and self administration in hotels compared with customer and merchandise administration in retail operations. Overall, therefore, form of organisation is shown to impact primarily upon the formal management division of labour but in its effect on managers' role expectations and work activities is modified and refracted by commonalities in unit managerial work, industry sector and individual factors.
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Books on the topic "Work organisation"

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Sociology, work and organisation. 6th ed. New York, NY: Routledge, 2011.

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Börnfelt, P.-O. Work Organisation in Practice. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-21667-1.

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Rapp, Birger, and Paul Jackson, eds. Organisation and Work Beyond 2000. Heidelberg: Physica-Verlag HD, 2003. http://dx.doi.org/10.1007/978-3-642-57346-0.

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Birger, Rapp, Jackson Paul J, and International Telework Workshop (5th : 2000 : Stockholm, Sweden), eds. Organisation and work beyond 2000. Heidelberg: Physica-Verlag, 2003.

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Organisation, International Labour. The ILO at work. London: International Labour Office, 1995.

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Arnal, Elena. Knowledge, work organisation and economic growth. Paris: OECD, 2001.

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Connexions Herefordshire & Worcestershire. Work experience database: Worcester by organisation. Worcester: Connexions Herefordshire & Worcestershire, 2004.

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Industry, Confederation of British, ed. Managing change: The organisation of work. London: Confederation of British Industry, 1985.

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Andersson, Curt. Ångest i organisationen: Möten mellan konsult och organisation. [Göteborg]: Göteborgs universitet, Institutionen för arbetsvetenskap, 2005.

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Andersson, Curt. Ångest i organisationen: Möten mellan konsult och organisation. [Göteborg]: Göteborgs universitet, Institutionen för arbetsvetenskap, 2005.

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Book chapters on the topic "Work organisation"

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Ennals, Richard. "Work Organisation." In Work Life 2000 Yearbook 3, 24–44. London: Springer London, 2001. http://dx.doi.org/10.1007/978-1-4471-0291-5_3.

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Börnfelt, P.-O. "Organisation and Work Organisation." In Work Organisation in Practice, 1–24. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-21667-1_1.

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Thompson, Paul, and David McHugh. "Organisation Theory." In Work Organisations, 13–46. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-20741-1_2.

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Thompson, Paul, and David McHugh. "Reinventing Organisation Man." In Work Organisations, 221–42. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-20741-1_7.

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Rendall, Jane. "Work and Organisation." In The Origins of Modern Feminism: Women in Britain, France and the United States 1780–1860, 150–88. London: Macmillan Education UK, 1985. http://dx.doi.org/10.1007/978-1-349-17733-2_6.

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Young, R. "Business Organisation." In Work Out Economics GCSE, 48–59. London: Macmillan Education UK, 1987. http://dx.doi.org/10.1007/978-1-349-09348-9_6.

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Thompson, Paul, and David McHugh. "Corporations and Culture: Reinventing Organisation Man?" In Work Organisations, 191–209. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-4039-0765-3_13.

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Thompson, Paul, and David McHugh. "Corporations and Culture: Reinventing Organisation Man?" In Work Organisations, 158–77. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-08842-0_11.

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Kitson, Alan, and Robert Campbell. "Ethical Dilemmas at Work." In The Ethical Organisation, 231–39. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24405-8_16.

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Cannon, James. "The informal organisation." In Toxic Cultures at Work, 110–25. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003307334-11.

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Conference papers on the topic "Work organisation"

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Jury, G. M. "The organisation of work." In IEE Colloquium Stepping into Management. IEE, 1999. http://dx.doi.org/10.1049/ic:19990044.

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Verdins, Gunars, and Kristine Elere. "Welding work organisation in serial production." In 20th International Scientific Conference Engineering for Rural Development. Latvia University of Life Sciences and Technologies, Faculty of Engineering, 2021. http://dx.doi.org/10.22616/erdev.2021.20.tf050.

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NANAYAKKARA, N. B., Y. G. SANDANAYAKE, and B. J. EKANAYAKE. "AN INVESTIGATION ON CORPORATE SOCIAL RESPONSIBILITY OF CONSTRUCTION ORGANISATIONS IN DISASTER IN SRI LANKA." In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.22.

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Corporate Social Responsibility (CSR) is a concept, which is broadly determined as ensuring the efficacy of the organisation in integrating social and environmental considerations into organisational operations. In Sri Lankan context, a great enthusiasm can be seen among organisations to engage in CSR initiatives. Having considered the importance and impact, the study aims to investigate the importance of CSR initiatives by construction organisations in disasters in Sri Lanka. Thus, a mixed method research approach was followed as the methodology of this study. Findings are based on semi-structured interviews held with construction industry professionals. Findings of this study revealed that the implementation of CSR initiatives is more important during a disaster situation in the aspects of both affected party and aiding party. Moreover, construction organisations implement CSR during disaster situations by considering it as a mandatory responsibility of an organisation. Further, most of the construction organisations engage in CSR implementation during natural disaster situations. In practice all the construction organisations tend to engage in reactive initiatives. More importantly, it is revealed that both the organisational work force and society are benefitted through CSR implementation in disaster situations.
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Coulson-Thomas, Colin. "The responsive organisation: re-engineering new patterns of work." In IEE Colloquium on `Beyond TQM and Re-Engineering - Managing Through Process'. IEE, 1996. http://dx.doi.org/10.1049/ic:19960788.

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Savić, Andrijana, and Gordana Dobrijević. "THE IMPACT OF COVID-19 PANDEMIC ON WORK ORGANISATION." In FINIZ 2021. Belgrade, Serbia: Singidunum University, 2021. http://dx.doi.org/10.15308/finiz-2021-82-86.

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Seidelin, Cathrine, Yvonne Dittrich, and Erik Grönvall. "Data Work in a Knowledge-Broker Organisation: How Cross-Organisational Data Maintenance shapes Human Data Interactions." In Proceedings of the 32nd International BCS Human Computer Interaction Conference. BCS Learning & Development, 2018. http://dx.doi.org/10.14236/ewic/hci2018.14.

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Beasley, R. "Systems thinking: introducing systems engineering to your organisation." In IET Seminar on Systems Engineering in Railways 2009: Making it work for you. IET, 2009. http://dx.doi.org/10.1049/ic.2009.0279.

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Arslanparcasi, Yusuf. "The Importance of Well-Being for Organisational Culture." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003084.

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The culture of an organisation is an abstraction that unfolds in social and organisational situations. Following Schein’s (1984) 3-level-model, organisational culture reflects the behaviour of all members of an organisation. However, an important concept in organisational culture research that is often neglected is well-being in the work context, which is often conceptualised in a hedonic and context-free way (Taris & Schaufeli, 2014). This paper argues that well-being allows the exploration of individual aspects of organisational culture and serves to capture an overall picture. To do so, a different approach to thinking about well-being in the work context is needed, based on an adaptation of Carol Ryff's (1989) Psychological Well-Being Model and Bakker and Demerouti's (2018) Job Demands-Resources Model as a theoretical framework. Such a holistic approach to researching organisational culture will allow to identify and explore interdependencies and interactions between individual aspects.
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Laristov, A. I., Yu T. Lyachek, and Musaeed Abdulfattah Mohammed Obadi. "Use of Internet technologies for work organisation with projection system." In 2015 XVIII International Conference on Soft Computing and Measurements (SCM). IEEE, 2015. http://dx.doi.org/10.1109/scm.2015.7190448.

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Seidelin, Cathrine. "Developing the data-based organisation: Exploring Data Work and Human-Data Interactions in a Cross-Organisational context." In Proceedings of the 32nd International BCS Human Computer Interaction Conference. BCS Learning & Development, 2018. http://dx.doi.org/10.14236/ewic/hci2018.200.

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Reports on the topic "Work organisation"

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Bolton, Laura. Synthesis of Work by the Covid Collective. Institute of Development Studies, March 2022. http://dx.doi.org/10.19088/cc.2022.001.

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Overview: This report looked across Covid Collective outputs and grouped findings into three sections. Section 2) Pandemic response; Section 3) Increased marginalisation; and Section 4) Emergent outcomes. Section 4 describes outcomes, both positive and negative, which evolved and were more unpredictable in nature. Pandemic response: Findings on national response highlight shortfalls in national government actions in Bangladesh, Malawi, the Philippines, Yemen, and Syria. Emergency law responses have, in some cases, led states to exert powers with no legal basis. In transitioning economies, state militarisation is having negative effects on constitutionalism and peacebuilding. Lack of trust in state security institutions is identified as an issue in Yemen. Improved consultation between the community, government and security institutions is needed. From a micro perspective, lockdowns were found to hit households close to subsistence the hardest bringing restrictions in to question with regards to welfare choices. Regional responses had different features (outlined in section 2). It is suggested for future research to look at how regional responses have changed interactions between regional and global organisations. The Islamic Development Bank, for example, helped function as a redistribution pool to improve inequalities between country capacities in the Middle East. The Organisation of Islamic Cooperation (OIC) supported accurate information reporting. International response with regard to vaccination is falling short in terms of equality between developed and developing economies. World Bank response is questioned for being insufficient in quantity and inefficient in delivery.
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Mott, Joanna, Heather Brown, Di Kilsby, Emily Eller, and Tshering Choden. Gender Equality and Social Inclusion Self-Assessment Tool. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/slh.2021.016.

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The facilitated self-assessment provides the opportunity to discuss and reflect on current strengths and how to improve processes that drive positive change in GESI through your projects and organisation. It also provides an opportunity for your project and organisation to measure progress towards transformative practice and outcomes. It enables participants to identify strategies to strengthen gender equality/diversity and social inclusion, consider strategies to make change, and highlight opportunities for improvement within their work.
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P., DALLA VILLA. Overcoming the impact of COVID-19 on animal welfare: COVID-19 Thematic Platform on Animal Welfare. O.I.E (World Organisation for Animal Health), October 2020. http://dx.doi.org/10.20506/bull.2020.nf.3137.

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The World Organisation for Animal Health (OIE) represents 182 countries with a focus on animal health, animal welfare and veterinary public health. The OIE has several Collaborating Centres that support the work of the organisation. The Istituto Zooprofilattico Sperimentale dell’Abruzzo e del Molise ‘Giuseppe Caporale’ (IZSAM) is the Secretariat for the OIE Collaborating Centre Network on Veterinary Emergencies (EmVetNet). In April 2020, the IZSAM initiated a COVID-19 Thematic Platform on Animal Welfare. The working group represented the EmVetNet Collaborating Centres, international institutions, veterinary associations, authorities and animal welfare organisations. Lincoln Memorial University College of Veterinary Medicine recruited summer research students whom catalogued over 1,200 animal welfare related reports and provided 64 report narratives for the working group. IZSAM launched the EmVetNet website (https://emvetnet.izs.it) for public and private exchange of information, materials, and guidelines related to veterinary emergencies. The EmVetNet COVID-19 Thematic Platform on Animal Welfare continues to meet to address emerging issues, strengthen the network for future emergencies, and share information with stakeholders including national Veterinary Services responding to the epidemic.
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P., DALLA VILLA. Overcoming the impact of COVID-19 on animal welfare: COVID-19 Thematic Platform on Animal Welfare. O.I.E (World Organisation for Animal Health), October 2020. http://dx.doi.org/10.20506/bull.2020.nf.3137.

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The World Organisation for Animal Health (OIE) represents 182 countries with a focus on animal health, animal welfare and veterinary public health. The OIE has several Collaborating Centres that support the work of the organisation. The Istituto Zooprofilattico Sperimentale dell’Abruzzo e del Molise ‘Giuseppe Caporale’ (IZSAM) is the Secretariat for the OIE Collaborating Centre Network on Veterinary Emergencies (EmVetNet). In April 2020, the IZSAM initiated a COVID-19 Thematic Platform on Animal Welfare. The working group represented the EmVetNet Collaborating Centres, international institutions, veterinary associations, authorities and animal welfare organisations. Lincoln Memorial University College of Veterinary Medicine recruited summer research students whom catalogued over 1,200 animal welfare related reports and provided 64 report narratives for the working group. IZSAM launched the EmVetNet website (https://emvetnet.izs.it) for public and private exchange of information, materials, and guidelines related to veterinary emergencies. The EmVetNet COVID-19 Thematic Platform on Animal Welfare continues to meet to address emerging issues, strengthen the network for future emergencies, and share information with stakeholders including national Veterinary Services responding to the epidemic.
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Jacobson, Jonatan. Annual Review 2022. The Nordic Genetic Resource Center (NordGen), June 2023. http://dx.doi.org/10.53780/ektk6135.

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he Nordic Genetic Resource Centre (NordGen) is the Nordic countries’ gene bank and knowledge center for genetic resources. NordGen is an organisation under the Nordic Council of Minister and works with the mission of conserving and facilitating the sustainable use of genetic resources linked to food, agriculture and forestry. NordGen Annual Review 2022 provides a review of NordGen's work done in the past year.
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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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CSIP, ISDM, Menaka Rao, Priti Dargad, and Kushagra Merchant. SIVA Trust: Building relational capital Transforming the resolve of one to that of many. Indian School of Development Management, June 2024. http://dx.doi.org/10.58178/246.1044.

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This case study unfolds the evolution of a small and local Non-Governmental Organisation (NGO), Service Initiative for Voluntary Action (SIVA), set up in 1994 in Tirunelveli, Tamil Nadu, in Southern India—an area in which industrialsation and commercial development have been ignored for a long time. Diving deep into local issues at the grassroots level, the founder Subramania Siva, addressed the needs of distressed, marginalised families directly. SIVA Trust began small, and remained in a hyper-local mode for close to 30 years, but made a disproportionately large impact due to the founder’s personal commitment that helped root a “culture of volunteerism” throughout SIVA and its work.
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Anthony, Ian. The Centre for Chemistry and Technology and the Future of the OPCW. Stockholm International Peace Research Institute, March 2024. http://dx.doi.org/10.55163/qqub4986.

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With the destruction of the final remaining stockpiles of declared chemical weapons in 2023, the Organisation for the Prohibition of Chemical Weapons (OPCW) must adjust to a new role. The inauguration of the OPCW’s Centre for Chemistry and Technology (CCT) in 2023 provides a new resource to assist the organization and the international community in reducing and eliminating the threat from chemical weapons. Now that the CCT is operational, it is important to build momentum behind a substantive programme of work. Projects for the programme could be grouped into four thematic categories: understanding technological developments; chemical forensics; broadening geographical representation; and tailored training programmes. The CCT should be led by a director, who should work with a newly established Office of Science and Technology to develop the centre’s strategic direction. To provide the CCT with stable and secure financing, a trust fund for the CCT should be established.
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Avis, William. Funding Mechanisms to Local CSOs. Institute of Development Studies, May 2022. http://dx.doi.org/10.19088/k4d.2022.089.

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Civil society can be broadly defined as the area outside the family, market and state. As such, civil society encompasses a spectrum of actors with a wide range of purposes, constituencies, structures, degrees of organisation, functions, size, resource levels, cultural contexts, ideologies, membership, geographical coverage, strategies and approaches.This rapid literature review collates available literature on funding mechanisms and barriers to local CSOs gaining access to funding and the extent to which funding leads towards organisational development and sustainability. Broadly, it is asserted that in terms of funding, local CSOs often struggle to secure funding equivalent to that of INGOs and their local representatives. Kleibl & Munck (2017) reflect that indigenous non-state actors do not receive large shares of development funding. For example, only 10% of the total funding for US-funded health projects in Uganda was allocated to indigenous non-state actors.Given the diversity of CSOs and the variety of contexts, sectors they work in and the services they supply, it is challenging to summarise funding mechanisms available to local CSOs and the barriers to accessing these. Recent analyses of CSO funding report that while the total CSO funding in many contexts has continued to increase in absolute terms since 2015, its relative importance (as a share of total Overseas Development Assistance) has been decreasing (Verbrugge and Huyse, 2018). They continued that ODA funding channelled through CSOs (i.e., funding that is programmed by the donor government) remains far more important in volumes than ODA channelled directly to CSOs (which is programmed by CSOs themselves).The literature identifies three principal mechanisms by which donors provide financial support to civil society actors: a) Direct support to individual or umbrella organisations; b) Via Southern government; c) Via Intermediaries – largely Northern NGOs.
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Werny, Rafaela, Marie Reich, Miranda Leontowitsch, and Frank Oswald. EQualCare Policy Report Germany : Alone but connected? Digital (in)equalities in care work and generational relationships among older people living alone. Frankfurter Forum für interdisziplinäre Alternsforschung, Goethe-Universität Frankfurt am Main, October 2022. http://dx.doi.org/10.21248/gups.69905.

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The policy review is part of the project EQualCare: Alone but connected? Digital (in)equalities in care work and generational relationships among older people living alone, a three-year international project involving four countries: Finland, Germany, Latvia and Sweden. EQualCare interrogates inequalities by gender, cultural and socio-economic background between countries, with their different demographics and policy backgrounds. As a first step into empirical analysis, the policy review aims to set the stage for a better understanding of, and policy development on, the intersections of digitalisation with intergenerational care work and care relationships of older people living alone in Germany. The policy review follows a critical approach, in which the problems policy documents address are not considered objective entities, but rather discursively produced knowledge that renders visible some parts of the problem which is to be solved as other possible perspectives are simultaneously excluded. Twenty publicly available documents were studied to analyse the processes in which definitions of care work and digital (in)equalities are circulated, translated and negotiated between the different levels of national government, regional governments and municipalities as well as other agencies in Germany. The policy review consists of two parts: a background chapter providing information on the social structure of Germany, including the historical development of Germany after the Second World War, its political structure, information on the demographic situation with a focus on the 60+ age group, and the income of this age group. In addition, the background presents the structure of work and welfare, the organisation of care for old people, and the state of digitalisation in Germany. The analysis chapter includes a description of the method used as well as an overview of the documents chosen and analysed. The focus of this chapter is on the analysis of official documents that deal with the interplay of living alone in old age, care, and digitalisation. The analysis identified four themes: firstly, ageing is framed largely as a challenge to society, whereas digitalisation is framed as a potential way to tackle social challenges, such as an ageing society. Secondly, challenges of ageing, such as need of care, are set at the individual level, requiring people to organise their care within their own families and immediate social networks, with state support following a principle of subsidiarity. Thirdly, voluntary peer support provides the basis for addressing digital support needs and strategies. Publications by lobby organisations highlight the important work done by voluntary peer support for digital training and the benefits this approach has; they also draw attention to the over-reliance on this form of unpaid support and call for an increase in professional support in ensuring all older people are supported in digital life. Fourthly, ageing as a hinderance to participation in digital life is seen as an interim challenge among younger old people already online.
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