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1
Rossiter, P. G. "Organisational improvement through learning organisation theory". Thesis, University of Salford, 2007. http://usir.salford.ac.uk/2256/.
Testo completoAbstract (sommario):
A research study was conducted of the management theories and quality philosophies that have been expounded throughout the twentieth century. This study included the modem thinking for quality improvement and business excellence to include the modem concept of Learning Organisations. This research project was undertaken with the aim of producing a framework based on the culture of Learning Organisation Theory and including within it the external influences on such a culture. The framework consisted on a core of human values, divided into five areas that are deemed important to learning organisations. These were surrounded by the basic values of Trust, Honesty and Openness thus protecting the core from outside influence. Elements from traditional management systems theory provided the outer casing for the framework, these elements influencing the core for both good and bad. The contents of the framework were then studied in three organisations of differing background with a view to firmly establishing the elements and areas within the framework for validity in these three organisations. The common theme between all the organisations chosen was that they had all in the recent past been involved in major management and internal change. One study involved the development of a questionnaire and supporting matrices in order to identify the areas and elements of the framework, thus establishing their existence. Active research techniques were used in the other studies in order to establish both 'why' the elements are important and any interrelationship between the areas. As a result of these studies suggestions for modification to the framework were established in order to strengthen the thinking and these were encompassed in to the framework. Probably the most significant of these changes was the inclusion of 'Leadership' as being a major factor in the filtering of undesirable elements. The outcome from the research is that the aim was achieved and a framework was developed that, for the first time, was drawn up in such a way that the elements and areas can easily be recognised and an understanding of what they represent is clearly shown. The reasons as to why these elements are important are also established. This is regarded as an advancement in this field of study.
2
Andersson, Curt. "Ångest i organisationen : - möten mellan konsult och organisation /". Inhaltsverzeichnis, 2005. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=014187036&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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3
Siddieg, T. E. S. I. "Culture and organisational change in a major Sudanese organisation". Thesis, Lancaster University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.304295.
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4
Fodor, Neil. "The Warsaw Treaty Organisation : a political and organisational analysis". Thesis, University of Glasgow, 1987. http://theses.gla.ac.uk/4359/.
Testo completoAbstract (sommario):
This thesis describes the political-military alliance of the Warsaw Treaty Organisation (WTO) from its origins and founding in 1955 to its 30th Anniversary in 1985, and after. In showing how the WTO has developed and operated, its practical application in the fields of joint foreign policy and military affairs is described and discussed. In the light of this analysis, the WTO is placed in its context within the socialist community. The origins of the WTO are shown to be part of a general trend towards closer co-operation between the European socialist countries. The states were formally brought together as a public response to the London and Paris Agreements of 1954, which officially rearmed the Federal Republic of Germany and incorporated it into the Western military alliance system and NATO. The structural development is described and analysed, showing the practice of the official structure largely to be a response to existing ad hoc arrangements. The limitations placed on the Organisation's political and military roles are explained, detailing how the WTO is formally restrained from operating as an efficient or effective multilateral co-ordinating body. Where it does operate, the WTO is shown principally to be a political organisation. The documentary history of the WTO is analysed, to show how the structure works in practice. Particular stress is placed on the role of the WTO in carrying out its claimed purpose of co-ordinating the foreign policies of the members. The conclusion is suggested that the WTO at most co-ordinates the `basic principles' rather than the diplomatic practice of its members' foreign policies. The participating states are shown not to be significantly bound by the WTO in the practice of their national foreign policies, though they are bound by bilateral factors external to the structure of the Warsaw Treaty. The 30th Anniversary of the signing of the WTO, potentially a historic landmark, is shown to have passed with very little pomp or celebration. The treatment of the Anniversary in the Soviet Union and amongst its allies was low-key. The issues covered by the Anniversary speeches and articles are described, and are analysed both for what they said about the WTO, its origins, practice, ansd significance, and for what was not said or done. Changes are analysed that have taken place under the new Soviet leadership of Mikhail Gorbachev, whose accession occurred just before the signing of the Protocol extending the Treaty. The 30th Anniversary soon followed. Structural changes were hinted at but never took place, though the documents issued by the existing bodies have become much more open in their description of the discussions and disagreements that took place. These events, coinciding with other changes in Soviet internal and externalpolicies, were shown to be part of an apparent attempt by the Soviet authorities to consult and co-ordinate its actions with its allies, or at least to appear to be doing so. It is also shown where past practices, such as unilateral Soviet moves on foreign policy and arms control, have not changed. The conclusion is that the real significance of the WTO is ideological, serving to give the impression of unity. The Warsaw Treaty Organisation is just another means in the many forms of alliance indicating, and used to justify, the `socialist community'. Other forms of alliance, both political and military, take precedence over the WTO in all its functions. These are principally bilateral, rather than multilateral, forms, and in many cases they are party, rather than state, forms of alliance. Research into the WTO has not been fruitless, but has proved to be the study of issues other than the foreign or defence policies of a multilateral alliance.
5
Stokes, Lorraine. "'Who am I … in this organisation?': The Development of Organisation-based Identities and the Consequences for Individuals and Organisations". Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368141.
Testo completoAbstract (sommario):
Understanding the psychological relationship between the individual and the organisation, and its effects on behaviour, continues to have strong theoretical and practical relevance for identification researchers (van Knippenberg & Sleebos, 2006). Indeed, it has been argued that an organisation can not be fully understood without understanding the identity dynamics that arise from the interactions between the organisation, its social environment, and the individual psychology of its members (Ashforth & Mael, 1989; Haslam, 2014; Hodgkinson, 2013; Tajfel, 1981).
The goal of this thesis project was to undertake an indepth exploration of employee identifications in one organisation undergoing large-scale change. The first major aim was to illuminate the particular identities that were most salient for participants as they reflected on their experience of the changes. The second aim was to conduct an indepth exploration of those identities, to shed light on their origins and core features, and to understand why they were evoked during change. A third aim was to explore the relationship between the identities, and participants' perceptions and responses to change. Finally, a key aim was to illuminate any features of the organisational and social context that were related to the presence, development and effects of salient identities.
The guiding methodology was interpretive qualitative research, chosen for its acute sensitivity to identity processes and associated contextual features (Yin, 2009). The advantage of this approach is that it allowed for indepth exploration of the nature, sources and effects of employee identifications, including contextual aspects involved in shaping and sustaining important identities.Thesis (PhD Doctorate)
Doctor of Philosophy in Organisational Psychology (PhD OrgPsych)
School of Applied Psychology
Griffith Health
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6
Dowse, Andrew Information Technology & Electrical Engineering Australian Defence Force Academy UNSW. "The diverse organisation : operational considerations for managing organisational information resources". Awarded by:University of New South Wales - Australian Defence Force Academy. School of Information Technology and Electrical Engineering, 2007. http://handle.unsw.edu.au/1959.4/38677.
Testo completoAbstract (sommario):
Sharing and exploitation of information resources across a diverse organisation can confer a significant competitive advantage but also can be a substantial challenge in coordinating across structural and specialisation boundaries. This challenge reflects the difficulties traditionally associated with lateral relations, which were recognised by classical organisational theorists but are more pronounced with the emergence of information as a critical resource. Notwithstanding the benefits of information sharing across the organisation, the classical concept of specialisation remains fundamental to organisational theory; thus there is potential for friction between requirements for specialisation and coordination. This research therefore examines information management arrangements to balance specialisation and coordination in a diverse organisation. The research takes advantage of organisational and systems theory literature to appreciate complex information management requirements in terms of differentiation/cohesion and integration/coupling of organisational elements. Information management???s business and technology perspectives define the conceptual framework, within which gaps in the literature are identified and become the focus of the research. The two key research areas are the opportunities enabled by technology for business integration through collaborative decision-making and the management of organisation-wide information technology infrastructure. Collaborative decision-making is an integrating mechanism that can provide balance between specialisation and coordination contingent upon the nature of decision tasks and their organisational context. Propositions associated with an adaptive approach to collaborative decision-making were tested in laboratory experiments, with positive support for the contingency model albeit constrained by individual cognitive variances. Organisations increasingly are adopting centralised approaches to the provision of IT services, with IT governance as an integrating mechanism and a need for multiple business-IT alignments to add value according to the differentiation required by organisational elements. Propositions relating to the adaptation of IT management arrangements based upon organisational characteristics were tested using a multi- iv -discipline approach, which resulted in support for the model although practical difficulties were experienced in the action research component. This research provides a framework for maintaining effective variety of information capabilities commensurate with the diverse organisation???s mission and environment, while also exploiting the synergies and economies of shared information resources for holistic benefits.
7
Alblas, Lourence Badenhorst. "The organisational diagnoses of a distribution organisation / Lourence Badenhorst Alblas". Thesis, Potchefstroom University for Christian Higher Education, 2002. http://hdl.handle.net/10394/171.
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8
Hansson, Finn. "Forskningsevaluering, kvalitet og organisation : nye roller for forskningsevalueringen i organisationer /". Frederiksberg : Samfundslitteratur, 2003. http://www.gbv.de/dms/zbw/375445013.pdf.
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9
Johansson, Ebba, e Sofia Bellinder. "En lärande organisation? : en pragmatisk teoretisk modell för lärande organisationer". Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-376876.
Testo completoAbstract (sommario):
Under 1990-talet populariserades fenomenet lärande organisationer för att bemöta den konkurrens som globaliseringen medförde. Det finns både nya och mer klassiska forskningsstudier inom fenomenet lärande organisationer. Nyare studier inom fältet har försökt att skapa en heltäckande bild om lärande organisationer. Dessa studier tenderar dock att vara för smala och leder därmed till en alltför ytlig bild. Syftet med denna studie är därför att generera kunskaper om hur ett företag kan ses som en lärande organisationer genom en hybridmodell. Denna hybridmodell kombinerar Senges (2006) organisatoriska strukturer för innovativt lärande, tillsammans med Argyris och Schöns (1996) teori om olika nivåer av lärande. Studien har därmed en deduktiv ansats och den metod som studien använder är kvalitativa intervjuer. Resultaten visar att samtliga organisatoriska strukturer för innovativt lärande går att återfinna samt att dessa tillsammans leder till en djupare nivå av lärande. Slutsatsen av denna studie är därmed att denna hybridmodell kan ses som ett komplement till framtida studier inom området och att resultaten av denna studie tycks gå i linje med befintlig forskning inom området.
10
Hagnestad, Jonathan, e Anna Rex. "Lärande organisationer i praktiken : En fallstudie om en lärande organisation". Thesis, Mittuniversitetet, Institutionen för utbildningsvetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-43292.
Testo completoAbstract (sommario):
Lärande organisationer har sedan slutet av 80-talet kommit att få mycket plats inomorganisationsforskning och begreppet har blivit synonymt med hur företag anpassar sig efter denomvärld de verkar i. Forskningen har visat hur givande lärandet kan vara för företag både i termer avvinst och välmående hos medarbetarna, men empiriska undersökningar har samtidigt visat att lärandeorganisationer inte fått fäste i praktiken. Parallellt med detta finns vissa rön som stödjer det traditionellasynsättet att vissa individer är mer kapabla att fatta strategiska beslut, medan andra är mer lämpadesom enbart utförare, och därmed är i behov av styrning. Vårt syfte var att i detta arbete undersöka hurlärande inom en organisation kan förstås genom en grupp chefers upplevelser. Studien designades somen fallstudie inom ett företag och empirin inhämtades från sex kvalitativa intervjuer. Genomklassificering av resultaten i enlighet med Senges discipliner, visade studien att intervjupersonernasupplevelser till stor del sammanföll med det aktuella företagets profilering som lärande organisation,då arbetssättet beskrevs som adaptivt, både inom den egna organisationen och gentemot omvärlden. Imaterialet kunde vi skönja en bakomliggande människosyn, vilket kunde möjliggöra en diskussion påett aggregerat plan. Vilka implikationer detta har för lärandet kan inte identifieras utifrån studiensresultat, utan kräver vidare undersökningar, förslagsvis innehållande både observationer ochintervjuer med fler medarbetare.Since the end of the 1980s, learning organizations have gained a lot of space in organizational researchand have become synonymous with how companies adapt to the world in which they operate. Researchhas shown how rewarding learning can be for companies both in terms of profit and well-being of theiremployees, but empirical studies also show that learning organizations have not gained foothold inactual practice. In parallel with this, some evidence supports the traditional view that some individualsare more capable of making strategic decisions, while others are more suited to following orders andtherefore need to be controlled. The present study was designed as a case study within a company andthe empirical evidence was obtained from six qualitative interviews. By categorizing the results inaccordance with Senge's disciplines, the results showed that the interviewees' experiences by and largewere consistent with the company's profile as a learning organization, as the work methods weredescribed as adaptive, both within the organization and vis-à-vis the outside world. The materialshowed an underlying attitude towards colleagues, which made a discussion on an aggregated levelpossible. The implications of this relationship for learning could not be identified on the basis of theresults of the present study, and would require further investigations, including both observations andinterviews with more employees.
2021-06-07
11
Uden, Jacobus Cornelis van. "Organisation & complexity : using complexity science to theorise organisational aliveness /". [S. l. : s. n.], 2004. http://catalogue.bnf.fr/ark:/12148/cb39270773j.
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12
Lag, Pauline, e Caroline Käll. "En hälsosam organisation : Hur hälsofrämjande arbete kan användas inom organisationer". Thesis, Uppsala universitet, Sociologiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-403016.
Testo completoAbstract (sommario):
Organisationer arbetar i allt större utsträckning för att främja god hälsa hos personalen och erbjuder därför olika former av hälsofrämjande insatser. Med dessa satsningar kan organisationer uppnå minskade kostnader genom lägre sjukfrånvaro och ökad produktivitet hos personalen, bli en mer attraktiv arbetsgivare och bättre anpassa sig till en föränderlig omvärld. Tidigare forskning inom området är till stor del gjord utifrån ett organisationsperspektiv med fokus på företagsekonomiska vinster. Syftet med denna kvalitativa studie är emellertid att belysa personalens upplevelser av hälsofrämjande insatser på arbetsplatsen och genom detta bidra till en mer nyanserad bild av organisationers hälsoarbete. Studien är baserad på 13 semistrukturerade intervjuer med personal inom en organisation som bedriver ett brett arbete för att främja personalens hälsa. Resultatet visar att personalens upplevelser är delade, med både positiva och negativa effekter. Hälsoarbetet bidrar till upplevelser av att arbetsgivaren visar omtanke, men ur resultatet framkommer även upplevelser av psykisk påfrestning. Hälsoarbetet framstår som paradoxalt - varför bedriver organisationen ett hälsofrämjande arbete som ur flera aspekter bidrar till ohälsa? Studiens resultat analyseras genom kritisk organisationsteori och normativ styrning tillsammans med begrepp från sociologerna Foucault och Goffman. Ur dessa perspektiv används hälsoarbetet som styrmekanism för att påverka och styra personalen i önskad riktning.
13
Siebart, Patricia. "Corporate Governance von Nonprofit-Organisationen : ausgewählte Aspekte der Organisation und Führung /". Bern ; Stuttgart Wien : Haupt, 2006. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=016173411&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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14
Detterberg, Peter, e Hans Melldén. "Erfarenhetsåterföring : ett organisatoriskt lärande". Thesis, University West, Department of Studies of Work, Economics and Health, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-293.
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15
Nibourel-Meriot, Danièle. "Organisation : la dimension symbolique d'une organisation de gestion". Bordeaux 2, 2005. http://www.theses.fr/2005BOR21233.
Testo completoAbstract (sommario):
L'organisation est finalisée par son activité productive. À cet effet, elle constitue des constructions intellectuelles structurant ses socialités internes. Une observation "clandestine", de nature anthropologique, des pratiques quotidiennes de ses acteurs permet le dépassement de cette vision trop strictement utilitaire des rapports professionnels au profit d'une vision sociale. L'appareil de gestion développe ainsi un espace symbolique où les histoires singulières de chacun des individus s'articulent entre les contraintes qui leur sont, de fait, imposées, et les réponses qu'ils produisent en retour. L'activité de gestion s'apparente alors à une "pensée organisationnelle" caractérisée par des pratiques totémiques, classificatoires, et un "bricolage" des fins et des moyens. Ce dernier suppose un certain "gaspillage", non reconnu de la gestion, mais socialement utile à l'existence de la structure productiveThe organization is supposedly shaped by its productive activity. This would set in turn the intellectual frameworks structuring its internal sociabilities. A "clandestine" anthropological observation of the actor's daily practices allows to outpass this utilitarian vision of professional relations. The managerial structure creates a symbolic space where singular and individual histories develop between given constraints and specific responses. From this point of view management pertains more to a specific way of thought, characterized by "totemism" and a tinkering between ends and resources. This involves a wasting of resources often unperceived by the management, which remains nonetheless socially useful to the producing structure's life
16
Engqvist, Jon, e Fredrik Adolfsson. "Elitfotbollsföreningars Organisation". Thesis, Växjö University, School of Education, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1464.
Testo completoAbstract (sommario):
The overarching purpose is to describe how elite soccer clubs choose to structure their sport oriented organization. This purpose leads us to questions and areas involving sport managers, casting, operational directions, education and goal setting in sport.
The results in this thesis are based upon a qualitative investigation of sport managers in Swedish elite soccer clubs. To strengthen the reliability in our choice of method we will fortify it with theories that reflect methodical choice.
Our conclusions in this thesis is that one can see a clear difference in how the clubs choose to structure the casting and operational directions within their organization. We have also noted that there is a clear distinguish between the levels of education amongst sport managers in Swedish elite soccer clubs.
17
Sandahl, Alice, e Emilia Rydén. "Den självstyrande organisationen : Att förstå verksamhetsstyrningen i en organisation utan chefer". Thesis, Högskolan i Halmstad, Akademin för företagande, innovation och hållbarhet, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45290.
Testo completoAbstract (sommario):
Översikt: Snabba förändringar i konkurrensförhållanden samt behov av ny teknologi krävernya sätt att organisera arbetet vilket leder till att verksamhetsstyrningen förändras. Denhierarkiska grundstrukturen som länge präglat verksamhetsstyrningen har blivit allt merdecentraliserad och vidare utvecklats till den självstyrande organisationen. Detta skapade ettintressant forskningsämne och syftet är att förstå verksamhetsstyrningen med hjälp av PARramverket i en självstyrande organisation, en organisation utan formella chefer. Metod: Studien har huvudsakligen en deduktiv ansats som utgångspunkt. Vidare har detgenomförts en kvalitativ metod där vi har intervjuat sex respondenter i ett mindre företag somanser sig vara självstyrande. Litteraturen grundar sig på tidigare forskning som fördjupat sig iolika organisationsstrukturer och PAR-ramverket. Slutsats: Vår slutsats har resulterat i att det förekommer mycket personalkontroll ikombination med resultatkontroll och mindre tendenser av handlingskontroll. Detta visar påatt det finns en styrning i en självstyrande organisation. Vidare har studien resulterat i att detär en stor transformation mot en helt självstyrande organisation och personlighet och storlekkan vara avgörande faktorer för att kunna uppnå självstyrning.Overview: Rapid changes in competitive conditions and the need for new technology organize the work, require ways of organizing work, which leads to a change in management control. The hierarchical basic structure that has long characterized corporate governance has become increasingly decentralized and further developed into the self-managing organization. This created an interesting research topic and the purpose is to understand the management control with the help of the PAR framework in a self-managing organization, an organization without formal managers. Method: The study is mainly based on a deductive approach. Furthermore, a qualitative method has been implemented where we have interviewed six respondents in a small company who consider themselves to be self-managing. The literature is based on previous research that has studied different organizational structures and the PAR framework. Conclusion: Our conclusion has resulted in much personnel control in combination with result control and less action control. This shows that there is governance in a self-managing organization. Furthermore, the study has resulted in a major transformation towards a completely self-managing organization and personality and size can be decisive factors in being able to achieve self-managing.
18
Drepper, Thomas. "Organisationen der Gesellschaft : Gesellschaft und Organisation in der Systemtheorie Niklas Luhmanns /". Wiesbaden : Westdeutscher Verlag, 2003. http://catalogue.bnf.fr/ark:/12148/cb390769914.
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19
Fernagu, Oudet Solveig. "Organisation du travail et développement des compétences : le cas des organisations qualifiantes". Lyon 2, 2004. http://theses.univ-lyon2.fr/documents/lyon2/2004/fernagu_s.
Testo completoAbstract (sommario):
On écrit depuis longtemps que les situations de travail peuvent être porteuses d'apprentissages. La notion d'organisation qualifiante en constitue la figure emblématique. Selon nous, elle est la plus à même d'exprimer la relation organisation du travail et développement des compétences. Notre projet fut alors de repérer les processus existants, informels ou formels, en lien avec les opportunités d'apprentissages offertes par l'organisation du travail. Pour les repérer nous avons porté un regard sur la relation organisation du travail et développement des compétences, non à partir d'une discipline de référence mais à partir d'un objet : l'organisation du travail et le vécu de ses acteurs. Sur le plan méthodologique, nous avons réalisé cinq monographies à partir de l'observation de cinq PME et nous avons suivi un dispositif organisationnel particulier : un groupe de travail. Dans la littérature à propos de la relation organisation du travail et développement des compétences on trouve très peu de données. Des concepts comme celui d'organisation qualifiante semblent exister à priori sans que l'on ait réunit d'observations pour les valider. Notre empirie nous alerte à propos de l'efficacité de ces dispositifs et nous conduit à les questionner. Ainsi s'explique notre problématique : pour quelles raisons une organisation qui est la plus à même de développer les compétences ne parvient-elle que modérément à le faire ? Nous ne cherchons pas à dire comment il faut faire pour que des organisations deviennent qualifiantes mais à comprendre pourquoi elles ont tant de mal à l'être ou à le devenir. . .
20
Fernagu, Oudet Solveig Develay Michel. "Organisation du travail et développement des compétences le cas des organisations qualifiantes /". Lyon : Université Lumière Lyon 2, 2004. http://theses.univ-lyon2.fr/sdx/theses/lyon2/2004/fernagu_s.
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21
Dold, Beat. "Vertragliche und ausservertragliche Verantwortlichkeit im Recht der internationalen Organisationen /". Zürich [u.a.] : Schulthess, 2006. http://www.gbv.de/dms/spk/sbb/recht/toc/512948941.pdf.
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22
Sato, Chie. "Immunität internationaler Organisationen /". Frankfurt am Main [u.a.] : Lang, 2004. http://www.gbv.de/dms/spk/sbb/recht/toc/372976840.pdf.
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23
Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation". University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.
Testo completoAbstract (sommario):
Magister Commercii (Industrial Psychology) - MCom(IPS)The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.
24
Smeaton, Elizabeth, e n/a. "Public sector reforms and gendered organisation". University of Canberra. Communication, Media & Tourism, 1995. http://erl.canberra.edu.au./public/adt-AUC20061109.082301.
Testo completoAbstract (sommario):
This study approaches the study of organisational communication in
the Australian public sector by focussing on the gendered nature of the
organisation, and presenting results from the grass roots or 'native'
level (Gregory, 1983).
The theoretical framework of this study draws on a diverse range of
philosophical viewpoints, ranging from organisational communication
and culture approaches, sociological perspectives, public sector
research, and uniquely Australian conceptualisations of gender within
the public sphere. This study introduces a new way of conceiving
feminist bureaucrats (femocrats), in terms of their relationships with
'natives' within public sector organisations.
Difficulties in identifying a distinctly Australian organisational
communication arena result from both the paucity of organisational
communication, grass roots, and public sector research, and because of
the problematic task of assimilating 'bits' of divergent theories, with
often incompatible views to inform one comprehensive theoretical
framework.
The results of focus group and individual interviews suggest that a
'managerial' culture exists both within and externally to public sector
organisations. This managerialism originates from within patriarchal
and masculine organisational structures, and from a shift of workplace
practices where a public service model has been replaced by a more
private sector, bottom line, results orientation.
While the 'natives' in this study are not representative of all public
sector employees, their discourse provides a glimpse into the concerns
of grass roots members of organisations, a view that is significant in its
absence from organisational communication research, particularly in
the Australian context.
25
Hartwig, Matthias. "Die Haftung der Mitgliedstaaten für Internationale Organisationen /". Berlin ; Heidelberg ; New York [etc.] : Springer, 1993. http://catalogue.bnf.fr/ark:/12148/cb374171664.
Testo completoAbstract (sommario):
Diss.--Juristischen Fakultät--Universität Heidelberg, 1991.Mention parallèle de titre ou de responsabilité : Responsibility of member states for international organizations (English summary). Contient un résumé en anglais, textes en anglais et en allemand. Bibliogr. p. 355-367. Index.
26
Tuan, Nien-Tsu. "Towards an interactive management approach to performance improvement in bureaucratic organization". Doctoral thesis, University of Cape Town, 2002. http://hdl.handle.net/11427/14950.
Testo completoAbstract (sommario):
Bibliography: p. 213-220.Organization science is not a new discipline. However, it persistently attracts many researchers to explore new concepts for coping with the increasing complexity in our society. The exploration is in transition, from mechanistic doctrine to systemic and humanistic notions. The mechanistic view is still prevailing and playing a dominant role, but, owing to its increasing critics, appeals for renovation of mechanistic principle incessantly arise. The tendency induces diversified approaches for intervening in the situation of bureaucratic context. This research investigates the features of organization from three angles - on the one hand, the structure and process (functional) aspects, and on the other, the purposeful behaviour of humans. Many works see the three components as separate, and deal with them accordingly. However, we contend that the three aspects are interrelated and that they should be integrated. The integration suggests that multiple views of organization are adequate because it embodies the attributes of purposeful behaviour and functional characteristics. Problems within an organization can be seen as the mutual influence of these parts. They can mutually aggravate and impede the performance of an organization. On the one hand, we contend that bureaucratic organization is inadequate, owing to its fragility in functional components of processing information to adapt to environment change. On the other hand, its rigid essence causes an inability to deal with human dimension problems. The problematical elements present a systemic relation. In turn, we attempt to explore the essence of organization's complex problems. The exploration concludes that both complexity and problems are cognitive phenomena. The illustrations suggest that the unearthing of organization problems should be grounded in the 'interaction' and 'consensus' 'model interchanging' of stakeholders. Based on this idea, we propose an intervention framework for diagnosing pathological pattern within bureaucratic organization. The framework is applied to one of South Africa's biggest local governments (the City of Tygerberg). The research result shows that the most significant problem within the City of Tygerberg is in the information-processing subsystem- associator. Besides, the 'mental pathology' locates on the 'sink' stage of the structured problem model.
27
Leivesley, Robert, e n/a. "Images of technology in organisation and society contexts". University of Canberra. Management, 1990. http://erl.canberra.edu.au./public/adt-AUC20060817.100531.
Testo completoAbstract (sommario):
An original project for a taxonomy of organisation-technology became over time
an exploration of some of the meanings and contexts of technology. The
exploration began with the critique of selected instances of landmark
theorising and empirical research on the technology concept.
The critique raised issues in epistemology and methodology which caused this
writer to address the philosophy of the social sciences and the philosophy of
technology at certain points: the question of technological determinism;
language and metaphor; ideology; construct validity. Chapters One and Two
of this thesis reflect the quest for connections in meta-theory, as the
remaining chapters reflect the quest for meanings and contexts of technology
in organisation and society.
The case studies of landmark theory and research on technology led into more
of a generic enquiry into the nature and claims of a contingency theory of
organisation and management. An analysis of landmark cases and of contingency
theory suggested that a formalist or empiricist approach to technology and
organisation had produced no clear conceptualisation of technology, nor of any
other contextual or performance factors. No panacea for organisation-design
has emerged from this quarter.
A rather broader arena of the division and re-combination of labour was then
approached. Analysis suggested that technology and the division of labour are
not mere surrogates of managerial control but arenas continually contested by
organisation and society participants. They are not givens with resident
characteristics to be read out but occasions of choice ongoingly negotiated.
Whereas the thesis began with notions of a static and cognitivist taxonomy it
developed into a study of certain images of technology, with the valencies of
technology deriving from its various contexts of meanings and matrices of
values. The thesis concludes with the view that formalism of much
contemporary organisation-theory needs to be amplified by a broadly
phenomenological understanding.
28
Borg, Andreas, Jonas Fredriksson e August Gunnarsson. "Effektiv kravställning i små organisationer : En experimentell fallstudie i en liten organisation". Thesis, Umeå universitet, Institutionen för informatik, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-135318.
Testo completoAbstract (sommario):
Incorrect requirements have long been considered to be one of the biggest reasons for failed IT projects. Insufficient requirements are also one of the most expensive sources of error. This is especially problematic within small enterprises, which in nature are time and cost sensitive. The purpose of this experimental case study is to identify efficient requirements gathering activities and by extension an efficient requirements gatherings process for small enterprises by utilizing their unique prerequisites. We gathered data through the execution of five user-centered requirements gathering activities on a small organization. The result of these activities, our observations and a survey were analyzed in order to draw conclusions regarding the success and efficiency of the activities and process as a whole. The results show that by utilizing the prerequisites of small organizations through the use of user-centered activities an efficient requirements gathering process can be accomplished. The results also show that the prerequisites of small organizations combined with the impact of external consultants with the purpose of problematizing the operational procedures contributes to other organizational benefits than the requirements documentation.
29
Buckle, Cecelia Hestel. "Empowerment, organisational commitment and job satisfaction within a chemical organisation / Penny Buckle". Thesis, Potchefstroom University for Christian Higher Education, 2003. http://hdl.handle.net/10394/377.
Testo completoAbstract (sommario):
Work is considered to be a necessary and unavoidable part of human existence. As South Africa
continues to be exposed to global economics, social and political changes, the international arena
demands increased speed, efficiency and customer focus at reduced costs. In order to achieve
these demands, organisations are demanding more from their employees than ever before.
Employees must learn to take initiative, be creative and accept responsibility. Each employee's
full potential is needed on every level in an organisation.
Employee empowerment is a concept that has been the subject of research for over 50 years. It
generally shows that despite an increasing popularity of the "employee empowerment
movement", very few companies today are truly empowered and programs intended to empower
meet with very little success. Furthermore, empowerment, together with the strategies for
implementing it, is far from being a simple "quick fix". Employee empowerment is
multidimensional -no single set of contingencies can describe it. It actually encompasses a very
complex and multifaceted continuous process, with its roots in the changing social, economic,
and political structures of society.
The objective of this study was to conceptualise empowerment from both a situational
(contextual) and psychological (motivational) perspective. From a situational perspective it
investigated the relationship of psychological empowerment with contextual factors such as
leadership. From a psychological perspective it investigated and measured the four cognitions
that provide employees with a sense of empowerment.
Furthermore it explored the possible relationship between psychological empowerment, leader
empowering behaviour, organisational commitment and job satisfaction on the one hand, as well
as the extent to which psychological empowerment and leader empowering behaviour predict
organisational commitment and job satisfaction, on the other hand. The relevance of this to the
organisation was to determine whether there is a difference in these variables between
employees, departments, tenure and age groups and if these situational variables predict
psychological empowerment.
The research group was composed of 137 employees within a chemical organisation. They
completed several questionnaires. The research results of the empirical study were reported and
discussed according to the empirical objectives. The descriptive statistics and the internal
consistency of the measuring instruments for the total population were highlighted. Thereafter
the reliability and validity of the measuring instruments were discussed.
The results of the empirical study indicated that a positive level of psychological empowerment,
leader empowering behaviour, organisational commitment and job satisfaction exists within this
organisation. Results indicated that statistically significant differences exist in organisational
commitment between tenure and various age groups. It furthermore indicated that there were
statistically significant differences in psychological empowerment between different age groups.
No statistically significant differences between the different qualification levels were observed in
psychological empowerment, leader empowering behaviour, organisational commitment and job
satisfaction. Results furthermore indicated statistically significant differences in leader
empowering behaviour between various organisational levels of employment and within various
departments. Statistically significant differences do exist in job satisfaction between various
organisational levels of employment, although no statistically significant differences were
reported with regard to various departments. With regard to differences between various
organisational levels of employment and various departments, no statistically significant
differences were experienced in psychological empowerment and organisational commitment
Positive correlation, with a medium to a large effect, were reported between (a) psychological
empowerment and leader empowering behaviour, organisational commitment and job
satisfaction, (b) leader empowering behaviour and job satisfaction, and (c) organisational
commitment and job satisfaction. Concerning the predictive value of the constructs, the findings
indicate that psychological empowerment and leader empowering behaviour predict
organisational commitment and job satisfaction.
Based on the above results recommendations were made. These recommendations emphasise the
importance of integrating both situational and psychological perspectives to enhance
empowerment to the benefit of both the individual and the organisation.Thesis (M.A. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.
30
Sheard, Stephen. "The myth of 'organisation' : towards a novel histographic perspective on socio-economic organisations". Thesis, University of Kent, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.297350.
Testo completo
31
Denis-Jeanroy, Hélène. "La dynamique organisation-environnement : une analyse stratégique". Paris, Institut d'études politiques, 1987. http://www.theses.fr/1987IEPP0008.
Testo completoAbstract (sommario):
Il existe une interperméabilité entre l'organisation et son environnement, dont il y a lieu de démontrer les conditions d'élasticité. Pour comprendre cette dynamique,l'analyse stratégique permet de saisir les jeux qui se développent entre les acteurs tant de l'organisation que de l'environnement, et qui visent à maintenir l'identité de l'organisation lorsque la turbulence se mue en incertitude. L'action de l'environnement sur l'organisation dépend en effet de la réinterprétation de la turbulence environnementale par les différents acteurs. En première partie, la problématique définit le cadre théorique ; les différentes méthodologies de recherche servant de matériel de base sont ensuite présentées. La deuxième partie, pour sa part, s'intéresse à la dynamique propre à l'environnement alors que la troisième partie se concentre sur la dynamique organisationnelle : la mission d'une organisation, mais aussi les rôles qui la précisent, sont considérés comme des stratégies face à l'environnement, résultant de jeux entre les acteurs de l'organisation et de l'environnement. Par ailleurs, les fonctionnements quotidiens ne sont pas déterminés à l'avance par les perturbations de l'environnement, et l'organisation peut choisir des stratégies proactives ou réactives. La quatrième partie traite de certaines stratégies réactives qui sont importantes parce que visant à intégrer l'action dans une direction précise : il s'agit du design organisationnel, de la culture d'entreprise et de la technologie. Les relations entre ces trois stratégies sont illustrées par ce qu'il est convenu d'appeler la démocratie organisationnelle et les choix qu'elle propose, à titre de stratégie d'intégration. L'une des configurations qu'elle prend, à l'heure actuelle, est celle du "module", dont le rôle est esquissé. La problématique du pouvoir et de la maîtrise de l'incertitude de l'environnement est ensuite reprise et discutée pour poser la question fondamentale des conditions de l'interperméabilité entre une organisation et son environnementThere is phenomena of interpermeability between an organization and its environment in order to understand this dynamics, the strategical analysis allows us to understand the power play which grows between actors in the organization and in the environment and which tends to maintain the organization identity when the environmental turbulence develops itself into uncertainty. The effect of the latter on the organization depends in fact on the interpretation of this turbulence by the different organizational actors. The first part defines the theoritical framework and explains the different research methodologies serving as basic material for the thesis. The second part deals with the environmental dynamics while the third part is concerned with the organizational dynamics: the choice of reactive or proactive strategies are in interaction with the power games inside the organization and outside, with its environment. The fourth part deals with certain reactive strategies, whose importance comes from their role as integrating devices: these are first, organizational design, second, organizational culture and third, technology. The relationship between these is best illustrated by the movement called "industrial democracy", of which one form is the "module", defined as a democratic culture, an open design and a sophisticated technology. Finally the problem of power and of mastering the environmental uncertainty is discussed, as well as the fundamental question of the conditions of the interpermeability between an organization and its environment
32
Denis, Hélène. "La Dynamique organisation-environnement une analyse stratégique /". Lille 3 : ANRT, 1988. http://catalogue.bnf.fr/ark:/12148/cb37604455q.
Testo completo
33
Kahl, Katrin. "Einsatzmöglichkeiten und Organisation". Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2011. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-74998.
Testo completoAbstract (sommario):
Der Einsatz der Ehrenamtlichen in den Städtischen Bibliotheken ist in verschiedenen Projekten möglich, je nach Interesse, Fähigkeiten und natürlich nach dem aktuellen Bedarf innerhalb der Projekte. So können sich Interessierte in den Projekten Bibliotheksgeschichte, Soziale Bibliotheksarbeit/Bücherhausdienst, Medienpflege/Hilfsarbeiten oder als Vorlesepate engagieren. Außerdem gibt es seit 2010 in einer Stadtteilbibliothek einen ehrenamtlich geleiteten Lesezirkel.
34
Retter, Kurt. "Die Wirtschaftskammer-Organisation /". Wien : Verl. Österreich, Österr. Staatsdr, 1997. http://www.gbv.de/dms/spk/sbb/recht/toc/274493705.pdf.
Testo completo
35
Scott, James Timothy. "Work and organisation". Thesis, Lancaster University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.321052.
Testo completo
36
Girod-Séville, Martine. "Mémoire et organisation". Paris 9, 1995. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=1995PA090014.
Testo completoAbstract (sommario):
Cette recherche s'inscrit dans une perspective cognitive de l'organisation. Elle a pour objectif de comprendre comment la mémoire organisationnelle fonctionne. Elle s'articule autour de deux axes, l'un déductif, abductif. L'examen de la littérature en sciences cognitives et en sciences de gestion fait apparaitre deux approches du fonctionnement de la mémoire : l'approche symbolique et l'approche connexionniste. Dans une perspective déductive, dix propositions sont élaborées sur la base de ces deux approches et testées dans une logique de réfutation poppérienne. Dans une optique abductive, une théorie substantive "enracinée" du fonctionnement de la mémoire organisationnelle est construite selon une méthodologie suggérée par Glaser et Strauss (1967). La recherche repose sur une étude de cas dont le contexte est le parc nucléaire français. Elle montre que, dans un contexte pourtant assez formalisé, le fonctionnement de la mémoire organisationnelle est largement informel, intangible et implicite. Elle suggère que la mémoire organisationnelle fonctionne grâce à l'interaction de deux mémoires : une mémoire officielle explicite et une mémoire souterraine largement implicite. La mémoire officielle regroupe l'ensemble des mémoires déclaratives, procédurales et de jugement centralisées. C'est une mémoire de long terme qui a essentiellement un usage externe et un usage interne exceptionnel. La mémoire souterraine regroupe l'ensemble des mémoires déclaratives, procédurales et de jugement de niveaux individuels et collectifs non centralisés. C’est une mémoire de court terme dans laquelle les individus jouent un rôle essentiel, en particulier les individus clés : les anciens et le « pilier de la mémoire ». C’est la présence importante de la composante « mémoire de jugement », principalement individuelle, qui confère à la mémoire souterraine un degré élevé d’opérationnalitéThe study adopts a cognitive perspective of the organization. The aim of the research is to understand the functioning of organizational memory. Literature in cognitive science (chapter 1) and management (chapter 2) shows that there are two perspectives on memory: a symbolic perspective and a connectionist perspective. In popper's sense we empirically test ten propositions which emerge from literature. Then we develop a substantive grounded theory of the functioning of organizational memory. The fieldwork is a single-case study with two units of analysis in the nuclear area. In a highly formalized context, the functioning of organizational memory is largely informal, intangible and tacit. It is based on the interactions between two kinds of memory: an official memory and an undergrounded memory. The official organizational memory is a long-term memory. It gathers all the centralized declarative, procedural and judgment memories. The undergrounded organizational memory is a short-term memory. It gathers all the individual and collective declarative, procedural and judgment memories
37
Sauter, Franz. "Transaktionskostentheorie der Organisation /". München : GBI, 1985. http://catalogue.bnf.fr/ark:/12148/cb37438168g.
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38
Lucchetta, Nicola <1994>. "The Agile Organisation". Master's Degree Thesis, Università Ca' Foscari Venezia, 2020. http://hdl.handle.net/10579/16426.
Testo completoAbstract (sommario):
Nel corso degli ultimi anni si sta diffondendo una metodologia organizzativa sempre più comune a livello aziendale, in grado di portare sostanziali vantaggi alle imprese operanti nel settore del software development e non solo: la metodologia Agile. Il presente elaborato mira a fornire una descrizione generale della filosofia e del modello Agile nel mondo delle imprese, analizzando le principali pratiche e tecniche adoperate dalle aziende che utilizzano questo tipo di modello organizzativo. La trattazione considera come caso di studio una azienda italiana e esamina lo sviluppo e le modalità tramite le quali l'azienda si è avviata verso l'adozione delle tecniche Agile.
39
Osterloh, Margit. "Interpretative Organisations- und Mitbestimmungsforschung /". Stuttgart : Schäffer-Poeschel, 1993. http://catalogue.bnf.fr/ark:/12148/cb37438097s.
Testo completoAbstract (sommario):
Texte remanié de: Habilitationsschrift--Wirtschafts- und sozialwissenschaftlichen Fakultät--Erlangen-Nürnberg--Friedrich-Alexander-Universität Erlangen-Nürnberg, 1990.Bibliogr. p. 353-388. Index.
40
Juslin, Petersen Annastina. "Den viktiga dialogen : En studie om kommunikationens betydelse för lärande i en organisation". Thesis, Linköpings universitet, Pedagogik och vuxnas lärande, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-119752.
Testo completoAbstract (sommario):
Sammanfattning Syftet med studien är att beskriva och analysera, samt bidra med ökad kunskap om, hur olika kommunikationsfaktorer inom en organisation kan främja lärande. Mer precist är syftet att studera hur chef och medarbetare uppfattar vilka faktorer som påverkar digital och verbal kommunikation. Samt hur dessa faktorer kan påverka lärandet i organisationen. Studien är kvalitativ med en induktiv ingång och för att få empiri har intervjuer utförts på ett företag, med såväl chefer som medarbetare. Resultatet visar på att följande faktorer visade sig ha betydelse för kommunikation i organisationen; kombination och alternativ av kommunikationskanal; tydlighet; ansvar; riktlinjer och socialt samspel. I studien framkom även att det fanns en del störningsmoment gällande kommunikation. Vidare framkom under analysarbetet att följande kategorier inverkar på lärandet i organisationen; synen på att utvecklas; uppfattningen om att lära sig i arbetet; möjlighet att diskutera alternativa lösningar; att lära sig av sina kollegor; återkoppling; att lösa uppgifter i grupp; att lära av och med sina kollegor och socialt samspel.Studien finner att genom att beakta faktorerna som påverkar kommunikationen, kan många störningsmoment avvärjas och därmed kan tid frigöras. Denna tid är värdefull och kan användas på ett mer kreativt sätt, exempelvis till innovation och lärande. I studien visas också att organisationer behöver fokusera mer på socialt samspel och se till att medarbetarna kan mötas ofta och på ett otvunget sätt. När motiverade medarbetare möts i dialog kan de finna innovativa lösningar på problem, vilket kan leda till ett utvecklingsinriktat lärande i organisationen. Studien föreslår team eller förändringsarbete som lärstrategi.
41
Bekker, Peter H. "The legal position of intergovernmental organizations : a functional necessity analysis of their legal status and immunities /". Dordrecht [u.a.] : Nijhoff, 1994. http://www.gbv.de/dms/spk/sbb/recht/toc/273326295.pdf.
Testo completo
42
Kussin, Matthias. "Organisation der Regulierung - Regulierung der Organisation zum erweiterten Fokus internationaler Bankenaufsicht /". Wiesbaden : VS Verlag für Sozialwissenschaften, 2009. http://www.zhbluzern.ch/emedien_info.htm.
Testo completo
43
Kussin, Matthias. "Organisation der Regulierung - Regulierung der Organisation zum erweiterten Fokus internationaler Bankenaufsicht". Wiesbaden VS, Verl. für Sozialwiss, 2008. http://d-nb.info/989829146/04.
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44
Bühler, Konrad G. "State succession and membership in international organizations : legal theories versus political pragmatism /". The Hague [u.a.] : Kluwer Law Internat, 2001. http://www.gbv.de/dms/sub-hamburg/324571674.pdf.
Testo completo
45
Mallard, Bruno. "Du developpement economique a l'auto-organisation informelle : micro-entreprises et organisations populaires au chili". Toulouse 2, 1997. http://www.theses.fr/1997TOU20079.
Testo completoAbstract (sommario):
Le chili a connu un processus de developpement caracterise par l'application successive de strategies aux orientations ideologiques tres diverses. Mais les resultats obtenus ont ete systematiquement decevants dans le domaine social, avec la persistance d'une masse importante de laisses-pour-compte. Essentiellement concentree dans les peripheries urbaines. Ce phenomene de dualisation ne semble pas devoir etre surmonte a l'avenir, a la fois en raison des limites sociales du modele economique en vigueur et de celles de la dynamique de modernisation elle-meme. Pour autant, la situation n'apparait pas desesperee pour les perdants du developpement, car ceux-ci ne subissent pas passivement leur etat : poursuivant une ancienne tradition, les habitants des secteurs populaires des villes s'organisent pour faire face a l'adversite et creent un tres large eventail de structures d'entraide et de micro-entreprises. Cette "economie populaire" peut etre interpretee comme l'expression d'une dynamique alternative. Inserant les populations dans une logique originale qui ouvre sur des formes d'existence differentes et porteuses de satisfactions pour ceux qu'elles concernent. Cette dynamique fait aujourd'hui preuve d'une grande vitalite, mais une menace pese sur son avenir : les actions d'assistance ayant vocation a assurer son integration a la logique de developpement dominante. Ces interventions sont menees dans la majorite des cas par l'appareil public d'appui au secteur de la petite production, dont l'activite s'accompagne frequemment d'effets pervers importants. Mais certaines sont le fait des organismes non gouvernementaux dits "solidaristes", dont l'action ne se demarque pas clairement de l'aide a optique integratrice et ne contribue pas a frayer la "voie alternative" qu'elle pretend promouvoirChile has experienced a development process characterized by the successive implementation of different strategies. But the results obtained have invariably proved disappointing on the social front, with the abiding presence of masses of poor and marginalized people, mainly concentrated in city suburbs. This dualization phenomenon is unlikely to disappear in the future, owing to the social limits of the prevailing economic model as well as of the modernization process itself. For all that, the underpriviledged are not in a no-way out situation. Following an old tradition, inhabitants of lower -class urban sectors organize themselves to get by and create a wide array of self-help structures and micro-enterprises. This grass-roots economy can be viewed as the expression of an alternative social logic, which gives rise to new ways of life capable of offering gratifications. This dynamics currently shows great vitality, but its future is under threat due to the growing number of support interventions tending to integrate it into the prevailing economic logic. These support initiatives are mainly carried out - often with severe counter-productive effects - by public institutions aiming at encouraging the growth of the small-scale production sector. But some are the work of the so-called "solidarity" non-governmental organizations, which do not dissociate themselves clearly from integration-oriented schemes and prove incapable of paving the way for a genuine alternative socio-economic system
46
Pankoke, Anke. "Organisation der strategischen Führung von Energiekonzernen : Fallstudien zu Führungsanspruch, Organisation und Restriktionen /". Lohmar ; Köln : Eul, 2005. http://deposit.ddb.de/cgi-bin/dokserv?id=2653822&prov=M&dok_var=1&dok_ext=htm.
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47
Backlund, Christoffer. "Lärande organisation : Är systematiskt kvalitetsarbete i skolan grunden till en lärande organisation?" Thesis, Umeå universitet, Statsvetenskapliga institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-119248.
Testo completo
48
Birk, Fridolin. "Kommunikation, Distanz und Organisation : dörfliche Organisation indianischer Kleinbauern im westlichen Hochland Guatemalas /". Tübingen : Geographisches Institut, 1995. http://catalogue.bnf.fr/ark:/12148/cb37642474b.
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49
Dercho, Aliette. "Exploring antecedents of philanthropic behaviours towards nonprofit organisations: The role of perceived organisational reputation, perceived knowledge of the organisation, and referent others’ behavioural intent". Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7310.
Testo completoAbstract (sommario):
The purpose of the current study is to examine predictors of donating and
volunteering intentions among the general public towards non-profit organisations
(NPOs). In particular, this study sought to investigate whether perceived reputation of
an NPO, perceived knowledge of the NPO, and referent others’ philanthropic
behaviours were related to individuals’ intentions to donate and volunteer. An online
survey was sent out and completed by a diverse sample of participants (N = 712) from
the New Zealand population. The results showed significant and positive relationships
between perceived reputation of a NPO, perceived knowledge of that NPO, referent
others’ philanthropic behaviours, and the participants’ intent to donate and volunteer.
Hierarchical multiple regression analysis revealed that reputation, and especially the
behaviours of referent others, emerged as significant predictors of participants’ intent
to donate or volunteer. In fact in the current study, behaviours of referent others
emerged as the strongest predictor to explain individuals’ intentions to donate and
volunteer across the three exemplified organisations. These findings highlight the
importance of investigating key predictors concerning pro-social behaviours in order
to aid NPOs in their survival by targeting variables that increase individuals’ donating
and volunteering behaviours. Other theoretical and practical implications and
limitations of this study are discussed.
50
Sharma, Surya kant. "A Study on the use of team buliding as an organisation development technique in Indian organisations". Thesis, University of North Bengal, 2004. http://hdl.handle.net/123456789/123.
Testo completo