Thèses : « Management of organizational forms »

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Wong, Lok-wah, et 王樂華. « Organizational forms in the building services industry in Hong Kong ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263483.

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Koch, Bradley James. « Socialism with Chinese characteristics : The interaction of institutional logics and organizational forms ». Diss., The University of Arizona, 2004. http://hdl.handle.net/10150/290036.

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This dissertation develops a local-global theoretical perspective based on principles from cultural-cognitive institutional theory. Within this framework, the primary focus is the social construction of institutional logics and organizational forms in Sichuan, China's broader global environment. Institutional logics are defined as the taken-for-granted organizing principles that shape strategic action. It is asserted that these logics interact and become embedded in organizational forms centered on ownership structure and core technologies. During the fall of 2002, over one hundred interviews were conducted at the furniture, food processing, and pharmaceutical trade fairs in Chengdu. This data was used to examine China's societal logics in the context of the furniture industry and Chinese firms' diversification strategy. In addition, a case study of a textile firm is used to explore how China's societal logics have changed since the economic reforms began in the 1970s. Finally, correspondence analysis is used to map out the relationships between the institutional logics and the organizational forms.

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Herashchenko, Irina Alekseevna. « Modern forms of production organization ». Thesis, Національний технічний університет "Харківський політехнічний інститут", 2017. http://repository.kpi.kharkov.ua/handle/KhPI-Press/44531.

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Tsolmon, Urelmaa. « The Organizational Analysis of Non-Governmental Development Organizations (NGDOs) ». Diss., CLICK HERE for online access, 2004. http://contentdm.lib.byu.edu/ETD/image/etd521.pdf.

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Chandaver, Nahush. « Organizational Form of Disease Management Programs : A Transaction Cost Analysis ». [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002314.

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Holloway, Samuel Scott 1974. « When does the network organizational form fail ? Examining the impact of project characteristics on organizational structure and performance ». Thesis, University of Oregon, 2009. http://hdl.handle.net/1794/10222.

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xv, 228 p. : ill. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number.
This dissertation integrates economic and sociological approaches to network organizing to explain the structure and performance of network organizational forms. Previous theorizing from economics and sociology linked network organizational structure to "pairwise" or dyadic assessments of transaction efficiency and relational efficacy. Research based on these theories offered only partial understanding of network organizational performance because this work ignores the impact of multiple dyads interacting simultaneously, which occurs at the network level of analysis. This study integrates economic and sociological theories, treating them as interdependent explanations of network structure and performance. Theory is developed at the network level of analysis, which is necessary to explain the structure and performance of network organizations. Taking a network governance perspective, I formulate a theoretical model predicting the impact of exchange conditions upon the structure and performance of network organizations. I focus upon a specific variant of network organizations, "temporary interorganizational networks" (TINs), and develop and test hypotheses derived from transaction cost economics and from the sociological perspective focusing on relational embeddedness. I test these hypotheses by constructing a unique dataset containing comprehensive financial, organizational, and performance information regarding a population of network organizations during the years 2000-2007. Each observation in this dataset constitutes a network form designed to address a specific project, and these observations include both those networks that succeeded and those that failed. The study's design overcomes a limitation of prior cross-sectional analyses: Most prior analyses treat network ties as durable and assume that all ties add value to an organization. This assumption is challenged by empirical findings suggesting that the value of a relational tie decays rapidly with time. In contrast, the transient relationships common in TINS repeatedly form and dissolve over time. By observing both the formation and dissolution of ties and both successful and unsuccessful interorganizational networks, this study is among the first to test the full range of network organizational performance. My results indicate that exchange conditions significantly affect both the structure and performance of the network organizational form. Additionally, analyses reliably predict failure of the network form, which amends and extends prior theory.
Committee in charge: Alan Meyer, Chairperson, Management; Michael Russo, Member, Management; Anne Parmigiani, Member, Management; William Starbuck, Member, Management; Renee Irvin, Outside Member, Planning Public Policy & Mgmt

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Holloway, Samuel Scott. « When does the network organizational form fail ? : examining the impact of project characteristics on organizational structure and performance / ». Connect to title online (Scholars' Bank) Connect to title online (ProQuest), 2009. http://hdl.handle.net/1794/10222.

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Farrica, Anabela de Jesus Prates. « Internship in clinical data management at a clinical research organization ». Master's thesis, Universidade de Aveiro, 2015. http://hdl.handle.net/10773/15136.

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Mestrado em Biomedicina Farmacêutica
The aim of this report is to describe the training activities carried out at the Data Management Sub-Unit of Eurotrials, Scientific Consultants, as part of the 2nd year of the Master’s Program in Pharmaceutical Medicine. This internship was focused on the development of skills and on gaining experience in Clinical Data Management activities. Over the course of this internship, I had the opportunity to build upon the knowledge obtained in the Bachelor’s Degree in Biomedical Sciences and in the Master’s Program in Pharmaceutical Medicine. Concepts, requirements and practices related to Clinical Data Management were explored and strengthened throghout. Furthermore, an unique perspective on the lifecycle of clinical research projects was obtained – that of a CRO. Besides the acquisition of theoretical knowledge, this training period was paramount for the development of a number of social and personal skills that contributed for my profissional growth within the host institution. This document begins by a description of the theoretical principles that set the ground for the Clinical Data Manager’s work. Then, the generic and specific training elements of the curricular training are detailed. After presenting my training activities, I discuss the various challenges I had to overcome during these 9 months. Finally, some personal remarks and conclusions are presented.
Este relatório tem como objetivo descrever as atividades de estágio realizadas na Unidade de Gestão de Dados da Eurotrials, Consultores Científicos, como parte do 2º ano do Mestrado em Biomedicina Farmacêutica. Este estágio focou-se no desenvolvimento de competências e obtenção de experiência em atividades de Gestão de Dados Clínicos. No decurso do estágio tive oportunidade de complementar o conhecimento obtido na Licenciatura em Ciências Biomédicas e no Mestrado em Biomedicina Farmacêutica. Foram aprofundados e explorados os conceitos, requisitos e práticas inerentes à Gestão de Dados Clínicos e obteve-se uma visão única do ciclo de vida de um projeto de investigação clínica – a de uma CRO. Para além da aquisição de conhecimentos teóricos, este período de estágio foi fundamental para o desenvolvimento de um conjunto de aptidões sociais e pessoais que contribuíram para o meu crescimento profissional dentro da instituição de acolhimento. O presente documento começa por expôr os príncipios teóricos que servem de base à atividade do Gestor de Dados Clínicos. Seguidamente, são detalhados os componentes genéricos e específicos de treino adquiridos durante o período de estágio. Depois da apresentação das atividades de estágio, são discutidos os vários desafios enfrentados e é feito um balanço pessoal desta experiência.

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Guaman, Guissela, et Elefteria Stamos. « Styrformer genomsyrar allt ? : En komparativ undersökning av Design Management och Kvalitetsstyrning ». Thesis, Södertörns högskola, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-35538.

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Tidigare forskning har visat att Design Management bidrar till implementeringen av Total Quality Management (som i denna studie tillsammans med New Public Management framförs som Kvalitetsstyrning). Syftet med denna studie är att tillföra en utökad vetenskaplig kunskap om styrformerna Design Management och Kvalitetsstyrning samt deras likheter. Genom att informanter som har erfarenheter av dessa styrformer har delat med sig av sina perspektiv har styrformernas centrala delar sållats ut och jämförts med teori och tidigare forskning. En kvalitativ metod valdes i denna studie för att kunna skapa en förståelse och en tolkning av informanternas erfarenheter av fenomenen som avsågs undersökas. Totalt genomfördes åtta intervjuer med informanter som antingen forskar, arbetar eller undervisar om Kvalitetsstyrning/Design Management. Resultatet i denna studie visade att Design Management och Kvalitetsstyrning har många centrala delar gemensamt förutom mått, som endast är en central del i Kvalitetsstyrning. Centrala delar som är gemensamma för båda styrformerna är: värderingar, ledning, kultur, kompetens/medarbetare, innovation, kunder/användare, kvalitet och effektivitet. Analysen visade att det mest centrala för både Design Management och Kvalitetsstyrning är att de måste genomsyra hela organisationen på alla nivåer. Kulturen och värderingarna som styrformerna innehar måste anammas av alla medarbetarna för att styrformerna ska kunna implementeras. Författarna önskar att denna studie kan öka förståelsen för individer och organisationer som vill arbeta med Kvalitetsstyrning eller Design Management och för de som vill tillägna sig mer kunskap om styrformerna.
Previous research has shown that Design Management contributes to the implementation of Total Quality Management (which in this study together with New Public Management is referred as Quality Management). The purpose of this study is to provide an increased scientific knowledge of the management forms Design Management and Quality Management, and their similarities. Through the knowledge of individuals, who have shared their experience of these management forms, the central parts of Design Management and Quality Management have been able to be identified and compared with theory and previous research. A qualitative method was chosen in this study to create an understanding and an interpretation of the informants’ experiences of the management forms. A total of eight interviews were conducted with informants who either research, work or teach Quality Management or Design Management. The result of this study showed that Design Management and Quality Management have many central parts in common, except for measurements which is only a central part of Quality Management. Central parts that are common in both Design Management and Quality Management are: values, leadership, culture, competence/employees, innovation, customers/users, quality and effectiveness. The analysis showed the most central part for both Design Management and Quality Management is their need to permeate the entire organization at all levels, the culture and the values held by them must be embraced by all employees in order for Quality Management and Design Management to be implemented. The authors hope that this study may increase an understanding for individuals and organizations who want to work with Quality Management or Design Management and for those who want to acquire more knowledge about these forms of management.

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Huo, Yang Hwae. « Internal environment, organizational form and their impact on financial performance of hotel chains ». Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40202.

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The primary objective of this study was to investigate the relationship between internal environment, organizational form, and financial performance in hotel chains. Using a contingency framework, this study investigated the match between internal environmental factors--such as capital scarcity, monitoring cost, and asset specificity--and organizational form--such as company owned, franchised, or combination of both--in an attempt to distinguish between high and low performing hotel chains. The key findings of this study indicate that hotel chains which showed a "match" between the monitoring cost of their internal environmental factors and organizational form performed better than if those elements did not match. The other finding of this study indicates that hotel chains operating under different organizational forms, such as company-owned, franchised, and combination of both, did not differ in their financial performance levels which were measured in terms of return on investment and growth in unit sales. This study contributes to the body of knowledge in the lodging industry by introducing the contingency theory in investigating the interrelationship between internal environment, organizational form, and financial performance. In other words, this study utilized internal environmental factors such as capital scarcity, monitoring costs, and asset specificity as moderators in order to measure their impact on organizational forms and financial performance relationship. Specifically, this study provides unique ways to measure the internal environmental factors, organizational form, and financial performance: (1) capital scarcity was measured using financing activities data included in the statement cash flows, (2) organizational form of the firm was categorized into company-owned, franchised, and combination of both, and (3) financial performance was measured using return on investment (ROI) and growth in unit sales. From the industry point of view, the findings of this study will aid in recognizing organizational form in conjunction with internal environment and financial performance. This study provides empirical support with regard to the relative models in predicting appropriate organizational form that will show better financial performance. In other words, the firm that evaluates and analyzes its internal environmental factors could have the adequate organizational form that generates high profitability. From the theoretical point of view, this study provides a body of knowledge in franchising by providing empirical findings with regard to internal environmental factors in explaining the relationship between organizational form and financial performance. Furthermore, this study contributes to the existing agency theory literature in franchising by providing empirical research to the evaluative contingency theory.
Ph. D.

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Carboni, Julia L. « Structural Predictors of Contract Performance ». Diss., The University of Arizona, 2012. http://hdl.handle.net/10150/255195.

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Government increasingly contracts out public functions to the private sector. While theory about contract performance management is abundant, there is little empirical evidence on contract performance. Additionally, the public management contract literature emphasizes management strategies to produce desired performance but largely disregards how the structure of ex post contract settings influences individual contract performance. In this dissertation, I develop theory and measures to assess how structural variables influence contract performance on quality dimensions. I focus on networked structures of exchange between contracted programs and government funders and the way exchange is situated in a larger environment. The empirical basis for my dissertation is a set of government funded residential services programs for delinquent youth. The outcome variable is a measure of program quality created by the government funder. Predictor variables include competition at the program and parent organization level and the overall presence of public and nonprofit programs in the contract network. I also examine the effects of organizational form on performance. Most programs are contracted to nonprofit and for-profit organizations with a small number of programs directly provided by government. The mixed market provides an opportunity to test existing theory about organizational form and performance. I use hierarchical linear models (HLM) and qualitative comparative analysis (QCA) to examine how structural variables influence performance. In the HLM analysis, I find some support for my hypotheses about structural predictors of performance. In the QCA analysis, I find that effects of organizational form are conditional upon structural variables. It appears that nonprofit and public programs perform well under a variety of conditions while for-profit programs are more likely to perform acceptably when they are constrained by structural factors like competition. This dissertation makes theoretical, empirical and practical contributions to the field of public management. Following recent, scholarly tradition, I examine the changing role of government and its increasing use of the nonprofit and for-profit organizations to deliver government services. I incorporate structural theory into the contract management literature and demonstrate the structure of contract settings influences performance. I also develop formal measures of competition in contract settings. I also find that HLM and QCA can be complementary analytical tools and provide a richer picture of causal processes when used on the same dataset.

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Blomberg, Marcus, et Dora Jansson. « Att leva med organisationens image –En kvalitativ studie om arbetstagarens upplevelse av sin organisationstillhörighet ». Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-89979.

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The interpretation an individual does as an organizational member is complex. This studyfocuses on the meaning that arises when an individual interprets their organization through theopinions of others. The importance of other people's perceptions of the organization has thusfar seen a low degree of sociological research. However, this study intends to contribute to suchresearch. The purpose of this study is to understand how external perceptions of one's ownorganization become part of an organizational member’s identity, as well as the importance ofthese external perceptions in the organizational member’s relationship with the organizationand external actors. The study takes a qualitative approach, and the results are based on semistructuredinterviews with informants working in different positions in the Swedish bankingsector. The theoretical frameworks used in this study consist of Tom J. Brown et al. and thetheory of organizational identity, Pierre Bourdieu's concept of habitus, and the forms of capitalcombined with Howard Becker's Commitment theory, and finally Erving Goffman'sdramaturgical perspective. The results show that the most crucial aspect for the informants tostay in an organization is the social contacts and networks they receive from their organizationalmembership. Thus, the perceptions of external actors' regarding the organization have littlebearing on the perceived commitment of the informants. Furthermore, it appears that theinformants in interactions with others find their financial knowledge to be highly valued by thepublic, despite a perceived negative attitude towards the sector. The study finds this to beimportant for the impression management, and role-taking informants undertake in interactions.Lastly, it seems that the habitus has a central purpose in understanding the meaning informantsplace in other people's perceptions of the organization, both regarding commitment andinteractions.
Det tolkande som en individ gör i egenskap av organisationsmedlem är komplext och dennastudie riktar in sig på den mening som uppstår när en individ tolkar sin organisation i utifrånandras uppfattningar. Betydelsen av andras uppfattningar om organisationen har hittills sett enlåg grad av sociologiskt inriktad forskning och det är något som denna studie ämnar bidra med.Syftet med denna studie är att få förståelse för hur externa uppfattningar av den egnaorganisationen blir del av en organisationsmedlems identitet, samt betydelsen av dessa externauppfattningar i organisationsmedlemmens relation till organisationen och externa aktörer.Resultatet av denna kvalitativa studie baseras på semistrukturerade intervjuer med informantersom arbetar på olika positioner inom den svenska bankbranschen. Det teoretiska ramverk somhar använts i studien är Tom J. Brown m.fl. och teorin kring organisationsidentitet, PierreBourdieus habitusbegrepp och kapitalformer i relation till Howard Beckers teori om åtagande,och slutligen Erving Goffmans dramaturgiska perspektiv. Resultatet visar att den viktigasteaspekten till att informanterna stannar kvar i organisationer är de sociala kontakter och nätverkde får. Därför kan man se att externa aktörers uppfattningar om organisationen har litenbetydelse för informanternas upplevda åtagande. Det framkommer även att informanterna iinteraktioner upplever deras finansiella kunskap som högt värderad av allmänheten, trots enupplevd negativ inställning till branschen som helhet. Detta konstateras ha betydelse för denintrycksstyrning och det rolltagande informanterna gör i interaktioner. Avslutningsvis,framläggs det även att habitus verkar ha en central roll i att förstå betydelsen som informanternalägger i andras uppfattningar om organisationen, både gällande åtagande och i interaktion.

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Gonçalves, Guida Sofia Cardoso. « Ética empresarial, os modelos organizacionais e a gestão de recursos humanos : um estudo no setor automóvel ». Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14374.

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Mestrado em Gestão de Recursos Humanos
Apesar da bibliografia referente ao conceito de ética empresarial e modelos organizacionais ser extensa, não existem estudos que relacionem estes dois conceitos. Afigurando-se por isso pertinente apurar se as diferenças existentes entre modelos organizacionais são relevantes na gestão ética organizacional. Para o cumprimento deste objetivo, o estudo tem por base uma revisão teórica desta problemática - ética, ética empresarial, práticas éticas e antiéticas e fatores que as influenciam, instrumentos de Gestão de Recursos Humanos que veiculam tomadas de decisão e comportamentos éticos, Modelos Organizacionais e Novas Formas de Organização do Trabalho - e uma metodologia de carácter qualitativo, onde se optou pela utilização de um multi-caso no setor automóvel com a aplicação de entrevistas semidiretivas e respetiva análise de conteúdo. Os resultados revelaram que não se encontram evidências práticas da existência de atitudes antiéticas, mas sim grandes diferenças na forma como cada empresa - individualmente ou integrada em determinado modelo organizacional - encara os diferentes procedimentos da Gestão de Recursos Humanos ou a utilização de instrumentos e práticas de aplicação da ética. Ainda que não seja possível extrapolar conclusões, o modelo antropocêntrico afigura-se ser o que mais implementa e incentiva programas e comportamentos éticos, traduzidos num clima e numa cultura organizacional ética.
In spite of bibliography regarding business ethics and organizational models to be quite extensive, there are no studies that connect these two concepts. Therefore it is important to determine if the existent differences between organizational models are relevant in ethical business management. For the achievement of this goal, the research is built upon a theoretical review of the problem - ethic, business ethics, ethical and unethical behaviors and influential factors, human resource management instruments that implement decision-making and ethical behaviors, organizational models and new forms of work organization - and a qualitative methodology, in which it opts for a multi-case study in auto industry with the application of semidiretive interviews and its content analysis. The results show that there are lack of evidence about the existence of unethical behaviors and major differences on the way each organization - individually or integrated in a certain organizational model - deal with the various human resource management procedures or the use of tools and implementation of ethical practices. Although it is not possible to extrapolate results, the anthropocentric model seems to be the one that best implements and encourages ethical programs and conducts, expressed in an ethical climate and organizational culture.
info:eu-repo/semantics/publishedVersion

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Szalvai, Eva. « Emerging Forms of Globalization Dialectics : Interlocalization, a New Praxis of Power and Culture in Commercial Media and Development Communication ». Bowling Green, Ohio : Bowling Green State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1214241605.

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Ferjaoui, Oswa. « Technologies numériques et gouvernance participative : les acteurs publics et les acteurs privés du bâtiment à l'épreuve des villes intelligentes ». Electronic Thesis or Diss., Université Côte d'Azur, 2024. http://www.theses.fr/2024COAZ2020.

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Dans un contexte actuel d'urbanisation rapide et de numérisation accrue, les villes contemporaines sont confrontées à la nécessité pressante de s'adapter à diverses transformations majeures. L'adoption de stratégies dites de Smart Cities (SC) émerge alors comme une réponse indispensable à ces enjeux. C'est ainsi que la gouvernance participative figure comme l'une des options stratégiques privilégiées par de nombreuses villes pour faciliter leur transformation vers des SC. C'est dans cette perspective que s'inscrit notre recherche doctorale, dont la finalité est de caractériser, notamment d'un point de vue info-communicationnel, la mise en pratique d'une gouvernance participative dans le cadre de la construction de bâtiments aujourd'hui intelligents. Plus spécifiquement, notre recherche se concentre sur l'interaction entre les acteurs publics et privés qui interviennent dans ce secteur. Ainsi, la problématique qui structure ce travail permet d'appréhender la gestion des formes organisationnelles durant les phases de construction de bâtiments dits intelligents. Concernant notre positionnement épistémologique, il s'inscrit dans une posture interprétativiste associée à une démarche abductive classiquement marquée par des allers-retours entre la théorie et le terrain. Sur le plan théorique, nous avons entrepris une revue approfondie de la littérature portant sur nos deux notions clés : la gouvernance participative et les SC. Deux ressources ont alors été identifiées comme essentielles pour instaurer une gouvernance participative efficace, à savoir le capital humain et les technologies numériques, qui peuvent elles-mêmes être étudiées à travers deux dimensions spécifiques : relationnelle et informationnelle.La dimension relationnelle repose sur la capacité du capital humain à établir des relations constructives. La dimension informationnelle, quant à elle, se traduit par l'utilisation d'outils technologiques qui doivent faciliter la communication et l'échange d'informations. Or, les recherches les plus récentes ont mis en évidence un aspect essentiel de l'intelligence d'une ville, à savoir la capacité de son capital humain à prioriser l'utilisation des technologies (et innovations) numériques. Ces innovations peuvent avoir des impacts multiples, qui influent sur leur acceptabilité sociale. Dans cette optique, une conclusion essentielle a émergé de notre recherche : la dimension informationnelle et la dimension relationnelle se révèlent essentielles et interdépendantes pour instaurer une gouvernance participative efficace. À cet égard, notre étude identifie trois contextes distincts pour qualifier la gouvernance participative dans le domaine du bâtiment. Tout d'abord, un contexte fortement favorable, caractérisé par une attention particulière portée aux deux dimensions informationnelle et relationnelle. Ensuite, un contexte modérément favorable, où l'accent est mis de manière significative sur l'une de ces dimensions. Enfin, un contexte faiblement favorable où aucune des deux dimensions n'est pleinement prise en compte. À la suite de ces constats, nous avons mis en œuvre un recueil de données via des entretiens semi-directifs auprès de divers acteurs impliqués dans la réalisation de grands projets urbains dans un cadre de gouvernance participative. L'ensemble a été complété par une illustration sur un autre terrain français relatif au dispositif AMI Ville durable 2030 à Nice. L'objectif de notre démarche empirique était d'analyser la réalité d'une gouvernance participative durant toutes les phases de construction de projets urbains. En conclusion, nos résultats empiriques trouvent leurs fondements dans les explications issues de trois théories : celles des parties prenantes, des ressources et de la diffusion des innovations. Ils mettent ainsi en lumière les défis et discordances qui subsistent dans le domaine du développement urbain « intelligent » en France
In the current context of rapid urbanization and increased digitization, contemporary cities are facing the urgent need to adapt to various major transformations. The adoption of Smart Cities (SC) strategies emerges as an indispensable response to these challenges. In this context, participatory governance is one of the strategic options favored by many cities to facilitate their transformation into SCs and is now at the heart of political discourse and numerous multidisciplinary research efforts.However, despite the abundance of literature on this subject, the complexity inherent in managing the organizational forms characteristic of participatory governance remains an underexplored area. This complexity is even more pronounced in the construction sector in France, which involves a heterogeneous group of private and public actors with different cultures and skills.Our doctoral research is positioned within this perspective, aiming to characterize, particularly from an info-communicational viewpoint, the practical implementation of participatory governance in the construction of today's intelligent buildings. More specifically, our research focuses on the interaction between public and private actors involved in this sector. Thus, the problem structuring this work allows us to understand the management of organizational forms during the construction phases of so-called intelligent buildings. Regarding our epistemological stance, it is based on an interpretivist posture combined with an abductive approach, typically marked by back-and-forth movements between theory and the field. Theoretically, we have undertaken a comprehensive literature review on our two key concepts: participatory governance and SCs. Two resources have been identified as essential for establishing effective participatory governance, namely human capital and digital technologies, which can themselves be studied through two specific dimensions: relational and informational.The relational dimension relies on the ability of human capital to establish constructive relationships. The informational dimension, on the other hand, is translated by the use of technological tools that must facilitate communication and the exchange of information. Recent research has highlighted an essential aspect of a city's intelligence, namely the ability of its human capital to prioritize the use of digital technologies (and innovations). However, it is important to note that these innovations can have multiple impacts, which influence their social acceptability. In this light, a crucial conclusion emerged from our research: the informational and relational dimensions are essential and interdependent for establishing effective participatory governance. In this regard, our study identifies three distinct contexts for qualifying participatory governance in the building sector. Firstly, a highly favorable context, characterized by particular attention to both informational and relational dimensions. Secondly, a moderately favorable context, where significant emphasis is placed on one of these dimensions. Lastly, a weakly favorable context where neither dimension is fully considered.Following these findings, we implemented data collection through semi-structured interviews with various actors involved in the realization of major urban projects in a governance participatory framework. This was complemented by an illustration on another French site related to the AMI Ville durable 2030 initiative in Nice. The goal of our empirical approach was to analyze the reality of participatory governance during all phases of urban project construction.In conclusion, our empirical results are grounded in explanations derived from three theories: stakeholder theory, resource theory, and the diffusion of innovations. They thus highlight the challenges and discrepancies that persist in the field of "intelligent" urban development in France

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Kacioui-Maurin, Elodie. « Exploration et exploitation, les formes d'ambidextrie organisationnelle dans l'innovation de services : le cas des prestataires de services logistiques ». Thesis, Aix-Marseille 2, 2011. http://www.theses.fr/2011AIX24013/document.

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La recherche que nous menons s’interroge sur l’organisation des innovations incrémentales et radicales, au niveau intra et inter-entreprise, à la lumière des travaux sur l’ambidextrie organisationnelle (Tushman et O’Reilly, 1996, 1999 ; O’Reilly et Tushman, 2004 ; Birkinshaw et Gibson 2004). En prenant le cas de la prestation de services logistiques, secteur relevant de la problématique de l’innovation intensive (Le Masson, Weil et Hatchuel, 2006), notre recherche vise à étudier les modalités organisationnelles mises en œuvre pour innover, à comprendre et à identifier les facteurs explicatifs du recours aux formes d’ambidextrie organisationnelle. De plus, à notre connaissance, aucune étude n’a encore été conduite sur l’ambidextrie organisationnelle dans le secteur des services. Il s’agit donc aussi d’identifier les spécificités liées à l’organisation de l’innovation dans les entreprises de services. Pour mener à bien notre recherche, 8 études de cas ont été conduites auprès de Prestataires de Services Logistiques (PSL). 49 entretiens ont été réalisés auprès des acteurs participant aux processus d’innovation dans chaque entreprise, des données secondaires (documentation interne, presse professionnelle, etc.) ont également été collectées. Les résultats de notre étude éclairent les chercheurs et les praticiens sur les modalités organisationnelles mises en œuvre pour innover dans les entreprises de services et au sein de réseaux d’entreprises interconnectées. Notre étude identifie également les facteurs explicatifs du recours et de la combinaison des formes d’ambidextrie organisationnelle. Ces facteurs sont liés aux caractéristiques de l’entreprise, aux caractéristiques de l’innovation mais aussi aux relations inter-organisationnelles entretenues entre le prestataire et son client
The research that we carry out examines the organization of incremental and radical innovations, both intra- and inter-enterprise, in the light of organizational ambidextry works (Tushman and O’Reilly, 1996, 1999; O’Reilly and Tushman, 2004; Birkinshaw and Gibson, 2004).Taking the case of logistics service provision, an industry concerned by the extensive innovation dilemma (Le Masson, Weil and Hatchuel, 2006), our research aims to study the organizational modalities implemented to innovate, but also to identify and understand the explanatory factors of the recourse to organizational ambidextry forms. Moreover, to our knowledge, no study has been performed on organizational ambidextry in the service industry. It is therefore, also about the identification of the specificities bound to the organization of innovation on service companies.To successfully achieve our research, case studies were performed with 8 Logistics Service Providers (LSP) companies. 49 interviews were carried out with the actors participating in the innovation process in each company. Secondary data (internal documentation, professional press, etc.) was also collected.The results enlighten the organizational modalities implemented to innovate in service companies and within interconnected companies for both researchers and practitioners. Our study also identifies the explanatory factors of the recourse to, and the combination of, organizational ambidextry forms. These factors are bound to the company’s characteristics as well as the characteristics of the innovation, but also to the inter-organizational relationship between the provider and its costumer

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ALMEIDA, Teresa Cristina Seabra de. « Gest?o do conhecimento : uma nova forma de aprendizagem organizacional : o caso de uma institui??o de ensino superior ». Universidade Federal Rural do Rio de Janeiro, 2008. https://tede.ufrrj.br/jspui/handle/tede/1022.

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The actual world s scenario requires the business to constantly search for innovation on its administrative practices to differentiate itself from its competitors. The organization s awareness on how the created or acquired knowledge is processed can contribute to the organizational learning and turned to a competitive advantage. This work seeks to discuss various components of the Knowledge Management in the business environment and evaluate them, in a descriptive form, in the context of a Higher Education Institute. Initially an introduction to the matter is made describing the problem to be investigated and the goals to be accomplished. To better substantiate this discussion, there is an analysis of works that treats the process of knowledge acquisition, from its business management up to its skills transformation, intellectual capital and consequently to its organizational learning and the need for a change within the organizations. The research held in conjunction with the Higher Education Institute sought to identify and describe how the institution management practice favors or stimulates the generation, spread and ownership of knowledge processes in its environment. The methodology utilized identifies the case study with qualitative approach. Questionnaire, bibliographic and documental research were used as a source of data collection. The research results allowed the verification of the institution s leadership spontaneous predisposition to adopt procedures bounded to the knowledge management regardless of formal or non formal adoption of the knowledge management as a managerial strategy.
O atual cen?rio mundial vem exigindo das empresas uma constante busca pela inova??o em suas pr?ticas administrativas, de modo a lev?-las a diferenciar-se de seus concorrentes. A conscientiza??o da organiza??o sobre como o conhecimento criado ou adquirido ? processado, pode contribuir para a aprendizagem organizacional e tornar-se uma vantagem competitiva. Este trabalho procura discutir os v?rios componentes da Gest?o do Conhecimento no ambiente empresarial e avali?-los, de forma descritiva, no contexto de uma Institui??o de Ensino Superior. Inicialmente, faz-se a introdu??o ao assunto, discorrendo sobre o problema a ser investigado e os objetivos a serem alcan?ados. Para melhor fundamentar a discuss?o analisa-se a literatura que trata dos processos de aquisi??o do conhecimento, da sua gest?o nas empresas ? transforma??o em compet?ncias, capital intelectual e conseq?entemente ? aprendizagem organizacional e a necessidade de mudan?a nas organiza??es. A pesquisa realizada junto ? Institui??o de Ensino Superior procurou identificar e descrever como a pr?tica gerencial da institui??o favorece ou estimula os processos de gera??o, difus?o e apropria??o de conhecimento em seu ambiente.A metodologia utilizada identifica o estudo de caso com abordagem qualitativa. Como fonte de coleta de dados fez-se uso de question?rio, pesquisa bibliogr?fica e documental. Os resultados da pesquisa permitiram verificar a predisposi??o, espont?nea, da lideran?a da institui??o para adotar procedimentos vinculados ? gest?o do conhecimento, independentemente da ado??o, formal ou n?o, da gest?o do conhecimento como estrat?gia gerencial.

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Kolenda, N. « Improvement of organizational forms of recreation environmental ». Thesis, Вид-во СумДУ, 2006. http://essuir.sumdu.edu.ua/handle/123456789/11667.

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Васильєва, Тетяна Анатоліївна, Татьяна Анатольевна Васильева, Tetiana Anatoliivna Vasylieva et O. Skrynnyk. « Comparison of Open Learning Forms in Organizational Education ». Thesis, RWTH Aachen University, 2020. https://essuir.sumdu.edu.ua/handle/123456789/85485.

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This article describes the insights from the analysis of the comparative evaluation of open learning methods in organizational education and will be of most interest to researchers and practitioners with non-university background. The approaches considered focus on the selection of solutions based on the methods, which can be individually adapted in the future and applied, for example, by using artificial intelligence technologies to achieve organizational goals without direct human intervention. In this paper we describe the evaluation methods of the learning forms based on the principles of andragogy and consider the software specifics of investigated methods. The obtained conclusions show that the open source course, online learning communities, training with virtual reality and artificial intelligence can be successfully implemented separately and in combination according to the purposes of organizational development. However, learning with artificial intelligence has also a great potential due to the extensive knowledge base and diverse ways of knowledge mediation.

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Prieto, Tatia Lynn. « An analysis of administrative spending across education organizational forms ». Thesis, The University of North Carolina at Charlotte, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10241874.

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This study compared administrative expenditures among 542 traditional school districts and 258 charter schools in Michigan, exploring whether one organizational model might better minimize administrative spending. A non-experimental correlational research design was used with 2014-15 data available from public sources. Both a replication and modification of an earlier study (Arsen & Ni, 2012) were used to model all analyses.

Multiple regression analyses were used to explore the predictive value of inputs on school, central office, and total administrative expenditures. Inputs included student enrollment, total revenues, percentage of students identified for special education services, percentage of students qualified for free/reduced meals, and whether the district/charter was in a rural area. Inputs specific to charter schools included years in operation, grades offered, and type of charter (for-profit, non-profit, or independent).

Replication of the original model found that charter schools spent more dollars and a higher percentage of dollars on administration, whether it was school, central office, or total administration. The results of the regression for total administration (including the additional variables for charter schools) indicated that the model explained 67.0% of the variance (R² =.670, F(11,788)=145.17, p<.01). Other than charter type, all variables were statistically significant. The charter variable had the largest coefficient—controlling for other factors, charter schools spent $775 more per student on total administration with $617 going to central office administration and $158 going to school administration. These findings were consistent with the original study. Based on these data, Michigan charter schools are not minimizing administrative spending in comparison to districts. There was no statistically significant difference in administrative spending among the types of charter schools. Further research is needed as to why this difference in administrative spending persists between the organizational models of traditional school districts and charter schools.

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Ruzza, Enrico <1990&gt. « Born Global : a debate on organizational forms and processes ». Master's Degree Thesis, Università Ca' Foscari Venezia, 2014. http://hdl.handle.net/10579/5280.

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The phenomenon of Born Global firms, which refers to those companies that pursue a fast internationalization process shortly after their foundation, is widely examined in the field of international entrepreneurship. In this work, the characteristics of Italian Born Globals located in the Northern Italy are examined through a multiple case-study approach. The work is composed of three parts. In the first part, the non-validity of the old internationalization models is discussed and the various definitions of fast internationalizing companies are analyzed; on the basis of the analysis done, a possible definition of Born Global firm is provided at the end of the chapter. In the second part, the following features of Born Global companies are deeply examined: entrepreneur’s characteristics and background, marketing and business strategy, network configuration of activities, human and financial resources. In the third part, three Born Global firms located in the North of Italy are studied in order to test the validity of the propositions made in the second chapter and to investigate how firms of this geographical area can exploit international opportunities very soon in their existence. Finally, the various traits of Italian Born Globals are summarized and the implications for companies located in the North of Italy willing to operate on a worldwide basis from inception are outlined.

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Coutinho, Carina Vedooto Scheneider. « Aprendizagem organizacional em instituições de ensino superior : uma análise dos fóruns institucionais na perspectiva do corpo docente ». reponame:Repositório Institucional da UCS, 2013. https://repositorio.ucs.br/handle/11338/85.

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A aprendizagem é um processo de compreensão e estruturação da realidade e por meio de experiências anteriores, novas informações são adquiridas e reorganizadas. O conhecimento, resultado da aprendizagem, pode iniciar em um nível individual e expandir-se para o grupo, posteriormente atingindo o nível da aprendizagem organizacional, onde ocorre a mudança cognitiva,de percepção dos indivíduos e da organização. Este estudo tem como objetivo analisar a aprendizagem organizacional em instituições de ensino superior. O estudo será realizado em três instituições de ensino superior de Caxias do Sul, pertencentes a uma rede de ensino privado. Como metodologia de pesquisa, será utilizada a pesquisa qualitativa de caráter exploratório, a partir do desenvolvimento de estudo de caso múltiplo com a aplicação de entrevistas individuais em profundidade, com uma abordagem semiestruturada. Os sujeitos da pesquisa são os docentes que participaram das edições dos fóruns institucionais, no período de janeiro de 2010 a julho de 2012, considerando-se, como sustentação teórica, a literatura relacionada ao conhecimentoe a aprendizagem organizacional.Os dados e informações coletadas nesseestudo foram analisados através do método de análise de conteúdo.As principais conclusões foram que os fóruns institucionais são o ponto de partida para a aprendizagem organizacional sob a perspectiva dos docentes, no entanto nas duas instituições menores, em número de docentes, o processo está mais consolidado, inclusive na instituição com menor tempo de mercado. Já na instituição com o maior número de professores, a aprendizagem organizacional de fato não ocorre, apenas observam-se algumas de suas características.
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Fundação Universidade de Caxias do Sul
Learning is a process of understanding and structuring of reality and through previous experiences, new information is acquired and reorganized. Knowledge, learning outcomes, can start at an individual level and expand the group, later reaching the level of organizational learning where cognitive change occurs, the perception of individuals and the organization. This study aims to examine organizational learning in higher education institutions. The study was conducted in three institutions of higher education in Caxias do Sul, belonging to a network of private education. As a research methodology, have used the exploratory qualitative research, from the development of multiple case study with the application of indepth interviews with a semi-structured approach. The subjects are the teachers who attended the editions of institutional forums, from January 2010 to July 2012, considering, as theoretical support, the literature related to knowledge and organizational learning. The data and information collected in this study were analyzed using the method of content analysis. The main conclusions ascertain the institutional forums are the starting point for organizational learning from the perspective of teachers, however the two smaller institutions in number of teachers, the process is more consolidated, including the institution with less time to market. However the institution that has the highest number of professors, the organizational learning does not occur indeed, only some of its characteristics are observed.

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Wong, Lok-wah. « Organizational forms in the building services industry in Hong Kong / ». [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12317627.

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Tracy, Elizabeth Ann Mitchell. « Domestic and international joint ventures : shareholder value and managerial perceptions ». Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364792.

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Cappellaro, Giulia. « Institutional pluralism and organizational change : insights from hybrid organizational forms in the Italian health care field ». Thesis, University of Cambridge, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.648682.

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Ma, Yubao, et Yiqun Ma. « Research on organizational coordination forms in China from middle-line managers' perspectives ». Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-260518.

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Middle-line managers (MLMs) are becoming increasingly important for an organization. Coordination forms (immediate coordination and in-advance coordination) are used in the organization. In this thesis, four variables: organizational type, the degree of decentralization of organization, qualification and uncertainty are analyzed for investigating what are main factors influencing the use of coordination forms in Chinese organizations from MLM’s perspective.The empirical data for the study was gathered by a survey questionnaire, which involved a quota sampling of 158 MLMs in Chinese organizations. The interesting results justify the tendency to use in-advance coordination is greater for organizations that are characterized by a high level of uncertainty, especially learning and goal-setting; and the tendency to use in-advance coordination is greater for organizations that are characterized by a high level of decentralization.

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Гуйван, С. Г., et О. М. Левченко. « Types and forms of administrative information systems management ». Thesis, КНТУ, 2016. http://dspace.kntu.kr.ua/jspui/handle/123456789/3973.

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Gorman, C. Allen. « Organizational Interventions ». Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/414.

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Raynard, Mia. « Deconstructing Complexity : Configurations of Institutional Complexity and Structural Hybridity ». SAGE Publications, 2016. http://dx.doi.org/10.1177/1476127016634639.

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This article unpacks the notion of institutional complexity and highlights the distinct sets of challenges confronting hybrid structural arrangements. The framework identifies three factors that contribute to the experience of complexity - namely, the extent to which the prescriptive demands of logics are incompatible, whether there is a settled or widely accepted prioritization of logics within the field, and the degree to which the jurisdictions of the logics overlap. The central thesis is that these "components" of complexity variously combine to produce four distinct institutional landscapes, each with differing implications for the challenges organizations face and for how they might respond. The article explores the situational relevance of an array of hybridizing responses and discusses their implications for organizational legitimacy and performance. It concludes by specifying the boundary conditions of the framework and highlighting fruitful directions for future scholarship.

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Hu, Zhenhua. « Two essays on corporate income taxes and organizational forms in the United States ». Diss., Available online, Georgia Institute of Technology, 2006, 2006. http://etd.gatech.edu/theses/available/etd-01122006-165007/.

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Thesis (Ph. D.)--Public Policy, Georgia Institute of Technology, 2006.
Gregory B. Lewis, Committee Chair ; Douglas Noonan, Committee Member ; Sally Wallace, Committee Member ; Michael Rushton, Committee Member ; Bruce Seaman, Committee Member.

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Siraj, Ibrahim. « Corporate Performance and Cost of Capital Differentials of Firms with Different Organizational Forms ». ScholarWorks@UNO, 2014. http://scholarworks.uno.edu/td/1893.

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In chapter 1, I provide evidence against the claim in the conventional literature on corporate diversification discount that the diversification effect is homogeneous across the industries. I argue that the responsiveness of consumer demand to the changing economic conditions or the product demand sensitivity is an important characteristic of the industries that should be considered to have a more complete understanding of the issue of underperformance of diversified firms compared to single-segment firms. Differentiating industries based on the measure of product demand sensitivity, I show that the diversification effects are not to be homogeneous across the industries. Much of the value destroying effect from the diversification gets reduced when industry experiences any shock or increase in the sensitivity of demand. It implies a better shock observing capacity of diversified firms and a source of premium that conglomerates can enjoy due to their diversified operations during the periods of the increase of sensitivity of product demand. Our result is robust to difference specification and difference measure of sensitivity. In chapter 2, I include organizational forms as industrial and global diversification, and geographic dispersion in the empirical framework to find out which types of diversification do matter for the cost of bank loans. I find that firms which are only globally diversified, neither industrially diversified nor geographically dispersed, experience higher cost of bank loans. The other types of firms incurring higher cost of bank debt are the firms which are only geographically dispersed, and the firms which are diversified in all three ways with the combination of geographic, global, and industrial diversification. Examining the effects of organizational forms on the non-price loan terms, I observe that covenant restrictions are generally higher for the combination of diversified firms which are either both geographically dispersed and industrially diversified, or geographically dispersed and globally diversified.

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Tavares, Kelly de Oliveira. « Evaluating Organizational Democracy ». Thesis, University of Oregon, 2011. http://hdl.handle.net/1794/12139.

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xii, 79 p. : ill. (some col.)
In this study I propose a framework to assess democratic practices in non-profit organizations. The purpose is to identify actions that strengthen empowerment, examine how they are applied in the managerial and educational practices, and determine the outcomes for participants and stakeholders. I developed an assessment protocol based on organizational democracy principles through an examination of peer reviewed literature and field observations. I applied the resulting evaluation framework in a case study of Juventud FACETA, a program at the Amigos Multicultural Services Center, an organization that has sought to incorporate democratic practices in their mission. This study will be useful for 1) testing a formulation of criteria to examine and develop democratic practices in organizations and 2) designing a piloted evaluation protocol that can be used to assess organizational characteristics and actions that yield democratic empowerment outcomes among organization constituencies and staff dedicated to these principles in action.
Committee in charge: Dr. John Fenn, Chairperson; Dr. Doug Blandy, Member; Dr. Deborah Jonhson-Shelton, Member;

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Macfarlane, E. J. « The organization and management of independent study with particular reference to one-year sixth-form students ». Thesis, Open University, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.332171.

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Hoeksema, Mary Theo. « Crisis management and navy organizational culture ». Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA340888.

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Thesis (M.A. in National Security Affairs) Naval Postgraduate School, September 1997.
"September 1997." Thesis advisor(s): Mary P. Callahan, James J. Wirtz. Includes bibliographical references (p. 95-100). Also available online.

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Schultz, David A., et Russell L. Ellis. « Organizational analysis of Food Service Management ». Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/10776.

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MBA Professional Report
This study analyzes the current Navy Food Management Team (NFMT) alignment under the leadership of COMFISCS and the inability for NAVSUP Food Service (SUP 05) to directly coordinate with teams in the seven different assigned regions. This separation has raised difficulties for SUP 05 to gauge the effectiveness of training, budgeting, team make-up, fleet trends, policy implementation and instruction reviews and re-writes. The lack of continuity and consistency across Navy food service operations is driving the research behind this project, with the ultimate goal being recommendations that lead to the organizational structure that improves customer service fleet wide. The data set contains current Navy Food Management Team manning levels, annual budgets, Supply Management Certification scores for the last three years, training assist visit percentages and ship visit periodicities in each geographical area of responsibility. An extensive cost analysis was also performed covering salaries, basic housing allowances for team members by location, travel costs and facilities and office expenses in an attempt to provide a recommendation for the most efficient, cost effective team management for the future.

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Diaz, Rey. « MANAGEMENT SYSTEMS FIT FOR ORGANIZATIONAL PERFORMANCE ». Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3380.

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The present study identifies the dimensions and variables using prior research within each of the constructs under the management systems, fit and, organizational strategy, structure, lifecycle and performance. The constructs from the research model were defined with a combination of direct, calculated and coded measures. Context analysis for each case categorized management systems design into either prescriptive or descriptive. The selected performance measures have been extensively investigated in the research fields associated with organizational management. The study uses the multiple case study design with cross-sectional data spanning from 1991 to 2005 and involving 19 aerospace companies in the United States. A priori hypothesized relationships between the constructs were tested with Mann-Whitney procedures for differences between mean ranks associated with organizational performance measures. The results from Mann-Whitney tests suggest that there exist significant differences in organizational performance from fit factors between a management system design and the organization. Present study defined organizational performance measures for analysis in terms of Return on Assets, Return on Equity and Return on Investment. When compared to a prescriptive management system design, a descriptive management system design was associated with higher levels of organizational performance. Cases with a fit state were found to score significantly higher than cases with unfit state suggesting that a correct fit state is associated with higher levels of organizational performance. A fit state was associated with higher levels of performance when each of the organizational factors for strategy, structure and lifecycle were aligned to management system design. Study results suggest equifinality as cases reached a particular fit state with differing combinations of fit factors. The study contributes to the field with interpretation of a fit model and key relationship between management systems and performance providing the base for future research efforts associated with management systems, organizational factors and the fit between them.
Ph.D.
Department of Industrial Engineering and Management Systems
Engineering and Computer Science
Industrial Engineering PhD

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ZHANG, YUQI. « Talent Management Implementation Within Organizational Context ». Thesis, KTH, Skolan för industriell teknik och management (ITM), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-232501.

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Petit, Michael. « A new theory for organizational management ». Swinburne Research Bank, 2009. http://hdl.handle.net/1959.3/48563.

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Thesis (PhD) - Faculty of Business and Enterprise, Swinburne University of Technology, 2009.
[A thesis is submitted in fulfilment of the requirements for the degree Doctor of Philosophy, Faculty of Business and Enterprise, Swinburne University of Technology - 2009]. Typescript. Bibliography: p. 284-294.

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Saville, Ian. « Ideas, forms and development in the British workers' theatre, 1925-1935 ». Thesis, City University London, 1990. http://openaccess.city.ac.uk/7533/.

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This thesis traces the development of British workers' theatre in the period 1925 - 1935, focussing on the institution which eventually constituted itself as the Workers' Theatre Movement, and relating the particular character of this organisation to the nature of British theatre as a whole. Whereas previous studies have ascribed the weakness of this movement, to its political immaturity, or to its failure to make use of highly developed literary forms, the failings of the Workers' Theatre Movement are here related to the division within British theatre between "legitimate" and "variety" forms. The leaders of the Workers' Theatre Movement rejected the styles and subjects of the contemporary West End stage, but found themselves in a problematic relationship to popular theatre or variety forms, which they could not associate with the serious messages which they were trying to deliver. For this reason they looked to the workers' theatres of other countries for a formula by which they could make political theatre, but failed to take advantage of truly popular forms which would be more accessible to British workers. In addition, the Workers' Theatre Movement received little support, whether material or ideological, from the British Communist Party, which had not developed any conception of the importance of cultural issues in its political struggle. However, despite these disadvantages, the Workers' Theatre Movement did manage to produce work of some lasting value, and can beseen to have influenced later positive developments in British theatre.

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Mensah, Albert Kobby. « Political brand management : forms and strategies in modern party politics ». Thesis, University of Sheffield, 2012. http://etheses.whiterose.ac.uk/2276/.

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The concept of branding is known within the commercial world as the marketing tool that enables customers to make product and service choices using functional and emotional attributes which they find satisfactory. These functional and emotional attributes are what is conceptualized by producers as brands. Hence, the traditional notion of the brand as an identifier and differentiator is passed on to the political market, according to the literature on political branding. However, many years into the inquest of political branding as an essential part of our electoral processes, agreement on political brand development is still proving elusive. In the literature, there are different views on how the political brand is developed. Some argue for political brand identity management based on policy attributes, whereas others regard candidate attributes as the essential source. This research argues for the amalgamation of all the three political elements: the party, the policy, and the candidate as a comprehensive source of building a political brand that is responsive to prevailing political market conditions. Using a case study of a political party in Ghana, the New Patriotic Party (NPP), the research aims to demonstrate how party values are considered to be an integral part to policy and candidate attributes in building a comprehensive political brand identity. Here, the study does not imply that the NPP deliberately used branding as a set of principles in managing its campaign. However, it proposes that the strategies and the tactics with which the party executed its electioneering campaign parallels the brand architecture concept in marketing, given the way it identified roles for the three political elements (the party, the candidate, and the policy) and occasionally rearranged them to reflect the broader party goals. The research therefore borrows from brand management literature the brand architecture‘ concept to guide its analysis and the eventual development of a parallel model, the political brand architecture (PBA)‘ approach for political brand management.

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Henriquez, Tatiana. « Analyse du processus d'adoption d'une nouvelle forme de vente : contribution de la socialisation organisationnelle ». Phd thesis, Université de Bourgogne, 2013. http://tel.archives-ouvertes.fr/tel-00983368.

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Cette thèse porte sur l'analyse du processus d'adoption par le client d'une innovation commerciale. Plus particulièrement, elle étudie le rôle de la Socialisation Organisationnelle du Client sur le lien entre la Satisfaction Relationnelle et la Fidélité client à une nouvelle forme de vente. Dans cette optique, nous avons réalisé une étude exploratoire dans le but d'identifier les variables favorisant le succès d'une innovation commerciale ainsi que le processus d'adoption et d'apprentissage d'une innovation commerciale. La particularité de notre démarche réside dans le fait d'avoir interrogé différents segments de clients (et de non clients) mais aussi d'avoir observé les collaborateurs d'un DRIVE (Click&Carry). La première partie aboutit ainsi à une modélisation de l'adoption d'une innovation commerciale que nous testons dans la deuxième partie auprès de clients et d'employés. De plus, nous mettons en relation l'extraction des données de consommation des clients interrogés avec les données déclaratives issues des clients et des employés de contact.Les résultats de la recherche corroborent le rôle modérateur de la Socialisation Organisationnelle du Client (SOC) et de la Perception de la Socialisation Organisationnelle de l'Employé (PSOE), leur rôle variant en fonction du type d'innovation commerciale observée. Il en va de même au sujet du lien entre la Socialisation Organisationnelle de l'Employé (SOE) et, la Socialisation Organisationnelle du Client (SOC) d'une part, et, d'autre part, la Perception de la Socialisation Organisationnelle de l'Employé (PSOE), bien qu'il ne s'agisse que d'une démarche exploratoire

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Saatcioglu, Argun. « Latent Conflict in Urban Public Education : Silent Domination and the Institutionalization of Discriminatory Organizational Forms ». online version, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=case1182798714.

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Hughes, Will. « Organizational analysis of building projects ». Thesis, Liverpool John Moores University, 1989. http://researchonline.ljmu.ac.uk/4908/.

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The principles of organization theory are applied to the organization of construction projects. This is done by proposing a framework for modelling the whole process of building procurement. This consists of a framework for describing the environments within which construction projects take place. This is followed by the development of a series of hypotheses about the organizational structure of construction projects. Four case studies are undertaken, and the extent to which their organizational structure matches the model is compared to the level of success achieved by each project. To this end there is a systematic method for evaluating the success of building project organizations, because any conclusions about the adequacy of a particular organization must be related to the degree of success achieved by that organization. In order to test these hypotheses, a mapping technique is developed. The technique offered is a development of a technique known as Linear Responsibility Analysis, and is called "3R analysis" as it deals with roles, responsibilities and relationships. The analysis of the case studies shows that they tended to suffer due to inappropriate organizational structure. One of the prevailing problems of public sector organization is that organizational structures are inadequately defined, and too cumbersome to respond to environmental demands on the project. The projects tended to be organized as rigid hierarchies, particularly at decision points, when what was required was a more flexible, dynamic and responsive organization. The study concludes with a series of recommendations; including suggestions for increasing the responsiveness of construction project organizations, and reducing the lead-in times for the inception periods.

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Hannigan, Kenneth T. « Preparing Senior Executives to Address Organizational Culture During an Organizational Merger ». ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1823.

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Executives planning for an organizational merger often neglect or overlook the importance of creating a positive organizational culture. Researchers have demonstrated that organizational culture is important to the success of mergers. Workers' compensation industry executives who managed mergers successfully often includ organizational culture in their merger strategy. The purpose of this qualitative case study was to explore the strategies that business executives used to unify organizational cultures during an organizational merger. The population for the study consisted of 3 CEOs with operations in northern Florida, who successfully merged companies within the workers' compensation managed care industry. For each of these participants, success was self-reported and measured by internal financial metrics. Semistructured interviews were used to collect information regarding successful strategies from experiences during past mergers. Interpretations from interview data were then triangulated with CEOs' emails, executive memoranda, and previously administered employee surveys. The results of this study reflect successful strategies that were used in previous mergers. The data analysis resulted in themes that indicate executives within the workers' compensation managed care industry need to ensure that organizational culture is included with financial metrics during mergers. The implications of these findings promote social change as employees become a part of newly combined organizations and may have a more positive and cooperative work effort to strive for organizational and individual success.

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Law, Cho-wa. « Change management : a people-oriented approach / ». Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18003771.

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JUNIOR, ALEXANDRE SHEREMETIEFF. « VIRTUAL ORGANIZATIONAL NETWORKS : CHARACTERIZATION, FORMATION AND MANAGEMENT ». PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2003. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=4323@1.

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Uma Rede Organizacional Virtual é uma organização de cooperação interorganizacional, com uso intenso de Tecnologia de Informação e Comunicação, típica do ambiente globalizado. Nesta dissertação, busca-se caracterizar esse padrão de rede e propor instrumentos para seu gerenciamento. O termo Redes Organizacionais Virtuais é introduzido, a partir da caracterização e da classificação das Redes de Cooperação e das Organizações Virtuais. Propõe- se a Metodologia de Reticulação para o planejamento e formação dessas redes e explicita-se a necessidade de instrumentos de coordenação, controle e avaliação para assegurar o seu melhor desempenho. Com essa fundamentação, analisa-se a Rede de Projeto e Desenvolvimento de Turbinas a Gás - RTG, determinando-se suas características e propondo-se metodologias de planejamento, coordenação e controle para sua administração. Recomenda-se, ainda, a implementação de um sistema de informações como instrumento reticulador.
A Virtual Organizational Network is an inter-organizational cooperation organization, based in Communication and Information Technology, typical of the global environment. The objective of this dissertation is to characterize this network and propose appropriate management tools for its adequate functioning. The term Virtual Organizational Network is introduced based on the characteristics and taxonomy of Cooperation Networks and Virtual Organizations. To form, consolidate and plan this network, the Reticulation Methodology is proposed. The necessity of coordination, governance and performance evaluation tools for these networks is made explicit. This constitutes the basis for the analysis of the Gas Turbine Development and Project Network- RTG. Its characteristics are identified and methodologies for its planning, coordination and governance are proposed, as well as an Information System, as instrument for reticulation.

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Ogaza, Martin Alexander. « Implementation of knowledge management into organizational routines ». Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/16657/.

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In today’s knowledge oriented economy, the ability of an organisation to engage its employees to create, capture, share and apply their knowledge determines its prosperity. The research presented in this thesis focused on a case study of a multinational automobile supplier challenged with incorporating knowledge management into its organisational routines. The research implements Feldman and Pentland’s concept in which a routine has two sides. The ostensive side of a routine represents the structural artefacts that sets a frame for action while the performative side represents the final actions carried out by the employees that use the routine. The implementation of knowledge management into organisational routines is challenging and best planned and managed as a change process. However mechanisms and factors that drive change in organisational routines are not well understood. This gap results in a lack of implementation frameworks supporting practitioners during the implementation of knowledge management into organisational routines. This thesis reports on the implementation of knowledge management into three organisational routines. Observations and interviews were used to identify mechanisms and factors that drove changes in routines. The core contribution of the research is an framework supporting practitioners to implement knowledge management into organisational routines. This framework is based on new knowledge about change in routines. The concept of routines provides a new perspective on the implementation of knowledge management at the operational level. This perspective complements previous frameworks that aim for organisation-wide implementation. The theory of organisational routines recognises the importance of stakeholders, the organisation and the business environment in which the stakeholders operate. Ttwo stakeholder were found to be especially important. Middle management played an important role as they helped to link knowledge management, which was to be implemented, to the ostensive and performative sides of the organisational routines. Knowledge management facilitators were critical because they improved the abilities of the stakeholders leading the implementation of knowledge management into the routines by providing subject matter knowledge on knowledge management, its implementation and changing organisational routines.

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Wyma, Kaleb Matthew. « Enterprise Risk Management Strategies for Organizational Sustainability ». ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7777.

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The purpose of this single case study was to explore enterprise risk management strategies that nonprofit business leaders used to maintain and improve organizational sustainability. The study population included 3 executive leaders from a rehabilitation and social services nonprofit agency located in the northeastern United States. The Committee of Sponsoring Organizations integrated enterprise risk management framework was the conceptual lens used in this study. Data were collected through semistructured interviews with the 3 executive leaders of the client organization and review of internal, external, and publicly available documents. Data and information from documents and interviews were manually coded. Findings were validated through data triangulation and member checking to help ensure accuracy, consistency, and credibility. Several overarching themes emerged from data analysis related to managing risk for sustainability: a commitment to culture and the mission, vision and values; operational efficiencies to build a financially strong organization; engagement of executive staff and board members; and addressing staffing needs for ongoing operations to meet client needs. Findings from this study might contribute to positive social change by providing nonprofit leaders with enterprise risk management strategies and processes to maintain and improve organizational performance, thereby helping to ensure leaders’ ability to serve and improve their communities.

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Puppatz, Martin [Verfasser], et Jürgen [Akademischer Betreuer] Deller. « Assessing Organizational Culture and Investigating its Link to Organizational Effectiveness / Martin Puppatz ; Betreuer : Jürgen Deller ». Lüneburg : Universitätsbibliothek der Leuphana Universität Lüneburg, 2017. http://d-nb.info/1131354249/34.

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Puppatz, Martin Verfasser], et Jürgen [Akademischer Betreuer] [Deller. « Assessing Organizational Culture and Investigating its Link to Organizational Effectiveness / Martin Puppatz ; Betreuer : Jürgen Deller ». Lüneburg : Universitätsbibliothek der Leuphana Universität Lüneburg, 2017. http://nbn-resolving.de/urn:nbn:de:gbv:luen4-opus-144408.

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Thèses sur le sujet « Management of organizational forms »

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