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Tesi sul tema "Organizations"

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Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 7 luglio 2024

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1

Skogmalm, Martin. "Project Based Organizations: Strengths & Weaknesses". Thesis, Linnaeus University, Linnaeus School of Business and Economics, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-6408.

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Background: Today companies operate in a market that increasingly is becoming global, and where technological development is advancing ever faster. Global competition, shorter product life cycles and constant reorganization of business puts increasing demands on companies and projects that are under their control. As a result of this trend more and more organizations in different industries are working on a project basis.

Objective: To identify and address the strengths and weaknesses of project based organizations.

Boundaries: Three business units within different companies will be analyzed in order to deduct a conclusion to the research question.

Method: A qualitative method has been used. The empirical material was analyzed based on theory.

Results: A project based organization promotes higher flexibility in comparison to a functional organization. The organizational structure of a project based organization provides employees with interesting tasks and the possibility to work in and learn from cross functional teams. Although this has a negative impact on ones work life balance. A key weakness is the organizational integration, which includes: knowledge management, implementation of strategies and focus beyond projects, resource coordination and human resource management.

Proposal for further research: An in-depth study on how project based organizations promote innovation.

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2

Chouseinoglou, Oumout. "Organizational Learning Assessment In Software Development Organizations". Phd thesis, METU, 2012. http://etd.lib.metu.edu.tr/upload/12614960/index.pdf.

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Knowledge is one of the most important assets of an organization that directly affects business success, and its importance increases for organizations that use knowledge-intensive processes such as the software development industry. In an industry in which technological developments are rapid, in order to keep up with the continuously increasing competition and to obtain competitive advantage the software organizations need to obtain the correct knowledge, use it efficiently and pass it to future projects evolving it accordingly. The major aim of this research is to propose a novel model, namely AiOLoS, for assessing the level of organizational learning and learning characteristics in software development organizations. The primary contributions of this two-legged AiOLoS model are the identification of the major process areas and the core processes that a learning software organization follows during its organizational learning process and to provide the necessary measures and metrics and the corresponding definitions/interpretations for the assessment of the learning characteristics of the software development organization. The research is supported with a multiple case-study work conducted in software development teams in order to identify the mapping of the core processes and the applicability of the AiOLoS model to software development organizations, its utilization as a tool for assessing organizational learning and providing a basis for software process improvement.

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3

Krishnan, Neel. "Organizational images : towards a model of organizations". Thesis, Massachusetts Institute of Technology, 2011. http://hdl.handle.net/1721.1/74464.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Political Science, June 2012.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 93-94).
This study develops a general theoretical framework for the analysis of organizational behavior by focusing on the notion that organizations develop unique information-processing frameworks, which it labels "organizational images" or "images of operations," that strongly determine their behavior. The model is then used to draw inferences about the forms of counterinsurgency strategies practiced by the US military in the second war in Iraq and the war in Afghanistan. The paper argues that militaries tend to view the tasks they undertake in terms of the coercive application of force, and that this tendency tends to determine the forms of counterinsurgency strategies they chose, leading them to eschew strategies that rely on bargaining with enemy forces. The purported dominance of this coercive "image of operations" is then investigated in military field reports from the war in Afghanistan.
by Krishnan, Neel.
S.M.

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4

Mirzataghi, Chaharmahali Sara, e Siadat Seyed Amir. "Achieving Organizational Ambidexterity : Understanding and explaining ambidextrous organizations". Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-61262.

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Background: Responding to fast technological and environmental changes brings about challenges and paradoxes for companies that should be resolved in order to survive long-term and to achieve a sustainable competitive advantage. Ambidexterity is considered a solution to organizational paradoxes. Aim: The purpose of this research is to explore how firms can achieve ambidexterity to handle organizational paradoxes in different market conditions using their dynamic capabilities. Definitions: Ambidexterity: The ability of organizations to handle adaptability and alignment, exploration and exploitation at the same time Dynamic capabilities: The firm’s ability to integrate, build and reconfigure internal and external competencies to address rapidly changing environments Exploration: Activities such as innovation, discovering new opportunities, variation Exploitation: Activities that concern efficiency, implementation and execution Results: There are possible options that companies can follow to achieveambidexterity. These sets of options are distinguished as external vs.internal, sequential vs. parallel, structural vs. contextual and the role ofsenior management behaviour. Depending on market dynamism andenvironmental conditions, a different set of options could be suitable fordifferent companies. In addition, companies can enhance the likelihoodof achieving ambidexterity using their dynamic capabilities.

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5

Nava, Lucrezia. "Organizations in nature: how nature shapes organizational practices". Doctoral thesis, Universitat Ramon Llull, 2021. http://hdl.handle.net/10803/671911.

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Els problemes de sostenibilitat ambiental, com el canvi climàtic, solen ser d'escala mundial però necessàriament locals i materials en les seves manifestacions. No obstant això, la literatura sobre sostenibilitat i gestió ha prestat poca atenció a com l'entorn natural afecta les organitzacions i les seves operacions. Un punt de vista emergent en la literatura sobre sostenibilitat retrata les organitzacions com incorporades a la natura i permet una mirada més profunda a les interrelacions locals entre les organitzacions i l'entorn natural que les envolta. Aquesta tesi doctoral adopta aquesta perspectiva per comprendre millor com les organitzacions i els seus membres entenen i interpreten l'entorn natural en què estan immerses, i com aquestes interpretacions donen forma a les pràctiques organitzatives. Per a això, s'apliquen metodologies d'investigació qualitatives i quantitatives per examinar fins a quin punt i com l'experiència directa dels fenòmens naturals, com els efectes del canvi climàtic o les catàstrofes naturals, afecta les respostes i resultats de les organitzacions. Un primer estudi de mètodes mixtes sobre productors de cacau al Brasil explora com els responsables de la presa de decisions en contextos vulnerables experimenten les conseqüències del canvi climàtic i com els seus diferents interpretacions donen forma a les respostes adaptatives organitzatives. Aquest estudi se centra en les respostes organitzatives immediates als fenòmens naturals adversos. Un segon estudi investiga empíricament els efectes a llarg termini de l'experiència dels fenòmens naturals en els resultats organitzatius. Basant-se en l'anàlisi de dades quantitatives sobre empreses japoneses en el context del Gran Terratrèmol de l'Est del Japó, aquest estudi proposa el concepte de creixement posttraumàtic organitzatiu per captar el canvi emergent en els valors organitzatius i la capacitat de resposta a les necessitats socials després del desastre natural. Aquests estudis se centren en les interrelacions locals entre les organitzacions i l'entorn natural en què estan immerses. Si bé aquest enfocament contribueix a la creixent literatura sobre les organitzacions i l'entorn natural, també implica el risc de perdre en la infinitat d'especificitats i interpretacions que caracteritzen a cada context i que s'han d'integrar amb l'escala global de les qüestions de sostenibilitat. Conciliar l'escala local i la global, necessàries per abordar aquests reptes de sostenibilitat, no és gens trivial. Per això, un tercer estudi pretén fer una contribució teòrica a les tensions que sorgeixen entre l'aplicació local de pràctiques sostenibles i la necessitat de coordinació global en el context de les normes voluntàries de sostenibilitat. En conjunt, els tres estudis d'aquesta tesi doctoral pretenen contribuir en la interrelació local entre les organitzacions i el sistema natural en què estan immerses, per entendre com les interpretacions organitzatives dels fenòmens naturals locals afecten les organitzacions i com poden abordar eficaçment les tensions entre els nivells local i global. Els principals arguments es basen tant en la teoria com en les proves empíriques, de manera que s'ofereix un enfocament metodològic global apte per a fer aportacions substancials a l'estudi de les organitzacions i la natura.
Los problemas de sostenibilidad ambiental, como el cambio climático, suelen ser de escala mundial pero necesariamente locales y materiales en sus manifestaciones. Sin embargo, la literatura sobre sostenibilidad y gestión ha prestado poca atención a cómo el entorno natural afecta a las organizaciones y sus operaciones. Un punto de vista emergente en la literatura sobre sostenibilidad retrata a las organizaciones como incorporadas a la naturaleza y permite una mirada más profunda a las interrelaciones locales entre las organizaciones y el entorno natural que las rodea. Esta tesis doctoral adopta esta perspectiva para comprender mejor cómo las organizaciones y sus miembros entienden e interpretan el entorno natural en el que están inmersas, y cómo estas interpretaciones dan forma a las prácticas organizativas. Para ello, se aplican metodologías de investigación cualitativas y cuantitativas para examinar hasta qué punto y cómo la experiencia directa de los fenómenos naturales, como los efectos del cambio climático o las catástrofes naturales, afecta a las respuestas y resultados de las organizaciones. Un primer estudio de métodos mixtos sobre productores de cacao en Brasil explora cómo los responsables de la toma de decisiones en contextos vulnerables experimentan las consecuencias del cambio climático y cómo sus diferentes interpretaciones dan forma a las respuestas adaptativas organizativas. Este estudio se centra en las respuestas organizativas inmediatas a los fenómenos naturales adversos. Un segundo estudio investiga empíricamente los efectos a largo plazo de la experiencia de los fenómenos naturales en los resultados organizativos. Basándose en el análisis de datos cuantitativos sobre empresas japonesas en el contexto del Gran Terremoto del Este de Japón, este estudio propone el concepto de crecimiento postraumático organizativo para captar el cambio emergente en los valores organizativos y la capacidad de respuesta a las necesidades sociales tras el desastre natural. Estos estudios se centran en las interrelaciones locales entre las organizaciones y el entorno natural en el que están inmersas. Si bien este enfoque contribuye a la creciente literatura sobre las organizaciones y el entorno natural, también implica el riesgo de perderse en la infinidad de especificidades e interpretaciones que caracterizan a cada contexto y que deben integrarse con la escala global de las cuestiones de sostenibilidad. Conciliar la escala local y la global, necesarias para abordar estos retos de sostenibilidad, no es nada trivial. Por ello, un tercer estudio pretende hacer una contribución teórica a las tensiones que surgen entre la aplicación local de prácticas sostenibles y la necesidad de coordinación global en el contexto de las normas voluntarias de sostenibilidad. En conjunto, los tres estudios de esta tesis doctoral pretenden contribuir en la interrelación local entre las organizaciones y el sistema natural en el que están inmersas, para entender cómo las interpretaciones organizativas de los fenómenos naturales locales afectan a las organizaciones y cómo pueden abordarse eficazmente las tensiones entre los niveles local y global. Los principales argumentos se basan tanto en la teoría como en las pruebas empíricas, con lo que se ofrece un enfoque metodológico global apto para realizar aportaciones sustanciales al estudio de las organizaciones y la natura.
Environmental sustainability issues, such as climate change, are often global in scale but necessarily local and material in their manifestations. Yet the sustainability and the management literature has paid little attention to how the natural environment affects organizations and their operations. A burgeoning view in the sustainability literature portrays organizations as embedded in nature and allows for a deeper look at the local interrelations between organizations and the surrounding natural environment. This Ph.D. thesis adopts this perspective to provide a better understanding of how organizations and their members understand and interpret the natural environment in which they are embedded, and how these interpretations shape organizational practices. To that purpose, qualitative and quantitative research methodologies are applied to examine to what extent and how the direct experience of natural phenomena, such as climate change effects or natural disasters, affects organizational responses and outcomes. A first mixed-methods study of cocoa producers in Brazil explores how decision makers in vulnerable contexts experience the consequences of climate change and how their different interpretations shape organizational adaptive responses. This study focuses on the immediate organizational responses to adverse natural phenomena. A second study empirically investigates the long-term effects of experiencing natural phenomena on the organizational outcomes. Based on analyzing quantitative data on Japanese companies in the context of the Great East Japan Earthquake, this study proposes the concept of organizational post-traumatic growth to capture the emerging change in organizational values and responsiveness to social needs following the natural disaster. These studies hone in on local interrelations between organizations and the natural environment in which they are embedded. While this approach contributes to the burgeoning literature on organizations and the natural environment, it also implies a risk to get lost in the myriad of specificities and interpretations that characterize each context and that need to be integrated with the global scale of sustainability issues. Reconciling the local and global scale that are both required to address these sustainability challenges is far from trivial. Therefore, a third study aims to make a theoretical contribution to the tensions emerging between the local implementation of sustainable practices and the need for global coordination in the context of voluntary sustainability standards. Together, the three studies of this Ph.D. thesis aim to delve into the local interrelation between organizations and the natural system in which they are embedded, to understand how organizational interpretations of local natural phenomena affect organizations and how tensions between local and the global levels can be effectively addressed. The main arguments are grounded in both theory and empirical evidence, thereby providing a comprehensive methodological approach apt to make substantial contributions to the study of organizations and the natural environment.

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6

Bugador, Roderick. "Co-operative organizations : member participation and organizational orientation". Kyoto University, 2008. http://hdl.handle.net/2433/136108.

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7

Hong, Hae-Jung. "Multiculturals in organizations : Their roles for organizational effectiveness". Thesis, Cergy-Pontoise, Ecole supérieure des sciences économiques et commerciales, 2012. http://www.theses.fr/2012ESEC0005/document.

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Cette thèse explore le rôle de multiculturels dans les multinationales. Les multiculturels sont connus pour leur compétence et leur potentiel culturels susceptibles de contribuer à l’efficacité d’une organisation. Peu d’études à ce jour ont examiné les multiculturels dans les multinationales et pratiquement aucune recherche n’a essayé de comprendre le rôle des multiculturels dans la facilitation d’un processus de travail d’équipe efficace. En vue d’étudier un phénomène qui n’a pas été suffisamment scruté, cette dissertation a mobilisé un travail de terrain ethnographique dans deux multinationales importantes sur une période de 10 mois. Elle étudie les rôles de multiculturels dans des équipes mondiales en se référant à trois contextes : (1) la compétence multiculturelle et son impact sur l’efficacité de l’équipe ; (2) comment les multiculturels influencent les processus de travail d’équipe ; (3) en quoi et comment des facteurs liés au contexte affectent l’aptitude des multiculturels à jouer des rôles
This dissertation explores multiculturals in global corporations. To date, limited research helps us understand the role of multicultural individuals in facilitating the effective functioning of global teams. To investigate this under-examined phenomenon, this dissertation presents the first empirical study of the roles of multiculturals in organizations by facilitating 10-month ethnographic field work in two MNCs: a leading cosmetic MNC and an auditing and consulting MNC. This dissertation comprises three papers. The first paper develops the theoretical model of bicultural competence and its impact on multicultural team effectiveness. I define bicultural competence, determine its antecedents, and identify two roles that bi/multiculturals might play in promoting multicultural team effectiveness: boundary spanner and conflict mediator. The second paper examines multiculturals’ cultural brokerage role for team work processes in global new product development teams: how multiculturals influence teams’ knowledge processes and handle cross-cultural conflicts (not only collocated but also virtual between corporate headquarters and local subsidiaries). Multiculturals play a critical role that influence knowledge processes and cross-cultural conflict management within global teams where cultural and national heterogeneity seems more complicated than organizational researchers have recognized to date. The third paper investigates boundary conditions and how they impact multiculturals to enact their roles. I compare and contrast multiculturals in two MNCs in different industries. In particular, I identify boundary conditions that have impact on multiculturals in three levels of analysis: organizational; team; individual. Furthermore, I propose what factors challenge or enable multiculturals and accordingly, how multiculturals overcome challenges and use given opportunities in order to perform effectively or yield such challenges in organizations

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8

Ahmad, Sadaf. "Non-profit Organizations : Development of nonprofit organization’s sustainability reports". Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-26554.

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This study aims to analyze and evaluate three non-profit organizations regarding how their sustainability accounting reports have changed and developed between year 2017 and year 2019. The study analyzes how parameters in the sustainability index have been taken into consideration to perceive which parameters are the three non-profits organization’s focal points. In addition, the study will analyze how sustainability accounting reports meet the stakeholder's information needs. Given the prevailing issues and purpose of the study, a qualitative method is relevant to this study. The selection of organizations is based on organizations' availability of sustainability reports for the assessment period. In this study, non-probability selection was chosen, where the selection was made through a preliminary investigation. The study is based on a secondary data method which is a flexible and appropriate approach. This thesis consists of empirical studies that will help strengthen the quality of the study. The data collected in the empirical data have been analyzed on the basis of the theoretical frame of reference. Frame of reference in this thesis is based on sustainable development, sustainability accounting, Venn diagram of sustainable development, triple bottom line and stakeholder theory. The empirical data in this thesis consists of Red Cross Sweden, Save the Children Sweden and WWF. Based on the result of this thesis, the parameters under dimensions, environmental responsibility, social responsibility and financial responsibility in each organization have similarities. For example, the environmental requirements for purchasing and procurement are seen in both the Red Cross' and Save the Children's sustainability reports. Another example of similarity that can be seen in all three organizations' sustainability reports is gender equality and diversity. The organization's focus for different parameters in sustainability reports depends on the type of business they have. The development of each organization's sustainability reports in 2017 has been remarkable. Prior to 2017, Save the Children was a pioneer in presenting sustainability reports. While the Red Cross and WWF began to present sustainability reports in 2017. According to their stakeholder analysis, all three respective organizations have included all parameters that are important to their stakeholders. Through their dialogues with both internal and external stakeholders, the respective organizations meet the stakeholders' need for information.
Syfte: Denna studie syftar till att analysera och utvärdera tre ideella organisationer och hur deras hållbarhetsredovisning rapporter har förändrats och utvecklats mellan åren 2017 och2019. Studien analyserar hur parametrar i hållbarhetsredovisning rapporter har beaktats. Studien kommer också att analysera hur hållbarhetsredovisning rapporter möter intressenternas informationsbehov. Metod: Med hänsyn till uppsatsens syftet och frågeställningar har studien en kvalitativ ansats. Studien utgår ifrån en sekundärdata metod som är ett flexibelt och lämpligt tillvägagångssätt. Studien består också av empiriska studier som kommer att bidra till att stärka studiens kvalitet. Den insamlade datan i empirin har analyserats med underlag av den teoretiska referensramen. Teoretiska perspektiv: Den teoretiska referensram som uppsatsen bygger på är hållbarutveckling, hållbarhetsredovisning, triple bottom line och intressentteori. Empiri: De tre ideella organisationer som har undersökts i denna uppsats är Röda Korset, Rädda barnen och WWF. Resultat: Parametrarna under dimensioner, miljöansvar, socialt ansvar och ekonomiskt ansvar i respektive organisation har likheter. Till exempel ses miljökraven för inköp och upphandling i både Röda korsets och i Rädda barnens hållbarhetsrapporter. Ett annat exempel på likhet som kan ses i alla de tre organisationernas hållbarhetsrapporter är jämställdhet och mångfald. Organisationens fokus för olika parametrar i hållbarhetsrapporter beror på vilken typ av verksamhet de har. Utvecklingen av respektive organisations hållbarhetsrapporter under 2017har varit anmärkningsvärt. Före 2017 var Rädda barnen en pionjär när det gäller att presenterahållbarhetsrapporter. Medan Röda Korset och WWF började presentera hållbarhetsrapporter först år 2017. Alla de tre respektive organisationerna har enligt sin intressentanalys inkluderat alla parametrar som är viktiga för deras intressenter. De respektive organisationerna försöker genom sina dialoger med både interna och externa intressenter möter intressenternas behov av information.

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9

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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10

Mustard, Kimberley Ann. "Organizations and communication technologies, a study of organizational adaptation". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq55165.pdf.

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11

Hall, Christopher Aaron 1964. "Organizational Support Systems for Team-Based Organizations: Employee Collaboration through Organizational Structures". Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279218/.

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The purpose of this study was to examine relationships between organizational support and Effectiveness, Empowerment, and team characteristics. Support was operationalized by nine systems: Executive Management, Direct Supervision, Group Design, Performance Definition, Performance Review, Training, Rewards, Information, and Integration. Support was rated in two ways: how important is support for performing work (Importance scales), and how does support describe work environments (Presence scales).

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12

Khan, Mahin. "Organizational Democracy and Women's Empowerment: An Examination of Four Advocacy Organizations in Bangladesh". Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/47600.

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Women's empowerment is an important aim of the development activities of Non-Government Organizations (NGOs) in Bangladesh. In a patriarchal society, women experience discrimination and their participation in decision making processes often is not allowed in domestic, political and economic affairs. Most women's organizations mainly work to create a better, non-discriminatory, and equal society for women. To focus on this goal, these organizations often are not conscious of democracy at their own workplaces and equal participation of their members and employees in decision making. In addition, only a small amount of scholarship has been concerned with the structures and governance, organizational democracy, and women's participatory roles in organizational decision making. By using a multiple case study design, this research explores the ways four advocacy women's NGOs in Bangladesh promote women's empowerment and equality at the organizational level and how organizational structures and internal decision making processes help NGOs to achieve these goals. None of the organizations has pure democratic or bureaucratic structure and participatory decision making process. More democratic organizational structures or participatory decision making processes are more effective in promoting more cognitive and psychological empowerment of its members and employees.
Ph. D.

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13

King, Ivis Renee. "Organization Sustainability Strategies among Small Nonprofit Organizations in Metropolitan Atlanta". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2017. http://digitalcommons.auctr.edu/cauetds/87.

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The primary purpose of this study is to explore financial management strategies among administrators of small nonprofit social services organizations. This study addresses the gap in empirical literature with a specific focus on small nonprofit organizations. This study avers that the available literature on social service organizations is fundamentally flawed. It argues for a reevaluation of the available literature based on apparent errors in methodology and research design. The literature reveals that nonprofit organizational empirical research excludes small nonprofit organizations and disproportionately presents a representation of large- and medium-sized nonprofit organizations as the norm for social service organizational financial operations. Previous studies that explore nonprofit organizational sustainability select organizations with annual revenues or assets at a minimum of $100,000. Furthermore, the empirical research excludes small non-profit organizations by design and offers findings that include generalizations that are erroneously attributable to all nonprofit organizations. This dissertation outlines the aforementioned errors in the first two chapters. In order to appropriately investigate the aforementioned, this study draws upon the Afrocentric Perspective to supplement the dominate focus of the available literature on small nonprofit financial management. In chapter three, this study explains the study’s design rationale and presents this study’s significance to the field of social work administration. Additionally, chapter three elucidates this study’s contributions to nonprofit social service organizational research and knowledge. The research questions consider possible correlations between small nonprofit organizations’ sustainability strategies and social work mangers’ education and experience. The study’s research questions also consider how financial management strategies affect organizational sustainability. The research design notation O occurs through the developed questionnaire titled “Nonprofit Organization Sustainability Survey.” Statistical procedures examined grouped questions by themed content and computed the group variables scales: financial management, business experience, educational influence, organization sustainability strategies, entrepreneur activities, and budget planning. More than two-thirds of respondents reported that they had experiences with establishing a nonprofit organization; however, they are more comfortable working with clients than conducting financial management tasks. Additionally, while nearly all of the respondents believed that they can secure funding for the organization, 60% reported that their organization had challenges with securing funding.

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Young, Lester, Thomas Lee II Harris e Thomas E. Reynolds. "Organizational strategic planning and execution: should governmental organizations rely on strategic planning for the success of the organization". Monterey, California. Naval Postgraduate School, 2007. http://hdl.handle.net/10945/10230.

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Joint Applied Project
Strategic planning in both Government and private organizations is a standard practice for improving the organization's overall performance. However, there are several studies that indicate the effectiveness of the strategic planning and execution process in private industry is questionable in many cases and for various reasons. At times, the utilization of this tool yields positive results in many companies and organizations. On the other hand, the strategic plan is not utilized and becomes a costly paperweight on a table in the executive suite. Nonetheless, Government agencies have embraced the private sector's ideology of employing the strategic plan and have plowed headlong into the use of this methodology. The goal is to provide the organization with a tool that could help change or improve the direction of the organization. This project examines the implementation of strategic planning in several Government organizations that lacked the requisite direction and vision necessary to improve their performance. Accordingly, this research uncovers difficulties that some Government (Federal) agencies experienced before the implementation of strategic planning. We made note of the strong leadership and visioning that was key in guiding some of the organizations through the development of the strategic planning process. Overall, this project focuses on factors that led to new directions for Government organizations that were in dire need of this tool. It also focuses on the relationship between these factors and the degree of publicness of the agencies, and points out and describes techniques used by Federal agencies to overcome those difficulties and improve their performance.

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Lin, Yue Beyerlein Michael Martin. "Cultural implications of self-other agreement in multisource feedback comparing samples from U. S., China, and globally dispersed teams /". [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3947.

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16

Beagles, Jonathan E., e Jonathan E. Beagles. "Organizational Values and the Network Governance of International Nongovernmental Organizations". Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/625854.

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This study asks the following questions: What explains the governance structures of inter-organizational networks? Are the multiple levels of network governance studied in the public (forms of coordination) and nonprofit literatures (network boards) related or do they respond to different driving influences such a dominant stakeholder group (Brown, Ebrahim and Batliwala, 2012) or the need to balance internal tensions (Provan & Kenis, 2008)? And are the values outlined in a network's vision, mission and values statements related to the governance structures they adopt? From this comparative case study of 41 humanitarian INGO networks, using a mixed methods research design, I find evidence for the following conclusions. First, the structural dimensions of network governance do indeed appear to cluster around two key components, the structure of the network board and a network's form of coordination, and these two dimensions are only loosely related. Second, while a network's form of coordination appears to be most related to internal dynamics related to size and resource disparities within the network; values, as well as philosophical and regional origins combine with age to provide the best explanation for why a network board is structured the way that it is. Although a balanced funding structure does appear to allow some secular networks to decentralize. And only when a network is sufficiently small and homogenous do factors such as the purpose of network coordination appear to impact how it is coordinated. And third, the values expressed by humanitarian INGO networks appear to vary along two dimensions (i.e. their general orientation and their approach to humanitarian action) although these dimensions are generally consistent with a three sector value trichotomy: Aligning with either a market, public or non-profit sector value system. In general, these findings support the propositions from the most recent theories of network governance in both the public (Provan & Kenis, 2008) and nonprofit (Brown, Ebrahim & Batliwala, 2012) literature. However, some extensions are proposed. First, the results of this study support the proposition that a network’s purpose influences the form of coordination it adopts. This contrasts with other empirical tests of this proposition. Second, the detailing of the various network governance characteristics that comprise the general network board structure expand and add clarity to the discussion of network forms. Specifically, how members are represented on a network board appear to be closely related to the purpose of coordination adopted by the network. And finally, nonprofit organizations appear to express values from the market, public and nonprofit values systems. However, each network tends to express a set of values consistent with just one of these value systems. And these values appear to be related to how the network is structured. Specifically, values appear to serve as a filter through which other environmental factors such as philosophical origins, regional culture and the era can influence the structure and functioning of a network. This moves forward the values discussion within these literatures by expressly connecting values to structure, which itself has been linked consistently to issues such as strategy and effectiveness.

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17

Hormann, Shana D. Lynn. "Organizational Trauma: A Phenomenological Study of Leaders in Traumatized Organizations". [Yellow Springs, Ohio] : Antioch University, 2007. http://www.ohiolink.edu/etd/view.cgi?acc_num=antioch1189697655.

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Thesis (Ph.D.)--Antioch University, 2007.
Title from PDF t.p. (viewed August 1, 2008). Advisor: Carolyn Kenny. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy May 2007."--from the title page. Keywords: organizational trauma, phenomenology, sexual assault, non-profit leadership, organization development, spirituality, secondary trauma Includes bibliographical references (p. 199-208).

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18

Smith, Natalie L., e B. Christine Green. "Examining the Factors Influencing Organizational Creativity in Professional Sport Organizations". Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/2404.

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19

Chenot, David. "ORGANIZATIONAL CULTURE AND RETENTION IN PUBLIC CHILD WELFARE SERVICES ORGANIZATIONS". Case Western Reserve University School of Graduate Studies / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=case1169849653.

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20

Davis, Charlotte d. "Exploring the bases of organizational culture within college student organizations /". The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487259125219938.

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21

Lowe, Harrison T. "Analyzing the design of terrorist organizations : using the Organizational Consultant /". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Sep%5FLowe.pdf.

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Thesis (M.S. in Information Systems and Operations)--Naval Postgraduate School, Sept. 2004.
Thesis Advisor(s): Carl Jones, Ray Buettner. Includes bibliographical references (p. 93). Also available online.

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22

Shackelford, Kelsey. "COLLABORATIVE ORGANIZATIONAL STRUCTURES AMONG ARTIST MEMBER AND OTHER RELATED ORGANIZATIONS". UKnowledge, 2018. https://uknowledge.uky.edu/cld_etds/44.

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Kentucky has a rich cultural and artistic tapestry that is part of the economic future of the state. An important consideration of this future is the artist-member organizations that serve Kentucky creatives and how they work together collaboratively, both internally and externally. The objective of this study was to see how ten different organizations viewed themselves and interacted with their communities in the way in which they are structure, or lack a definite structure as is the case with several different groups. Through web analysis and a series of interviews with organizations that provide benefits to Kentucky artists, we learn that there are no strict definitions to what these organizations are and that to continue, they will have to continue to become flexible and open to changes that may come their way.

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23

Tollefsen, Deborah Perron. "Interpreting organizations /". The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486459267522019.

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24

Venters, Cassy Dierking. "Faciltating knowledge transfer in organizations /". free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137760.

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25

Warida, Mokhtar Gamil. "Legalization in International Organizations : The Case of the World Trade Organization". Thesis, Queen Mary, University of London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531462.

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26

Georgiadis, Elliot Erin. "ORGANIZATIONAL CULTURE THEORY AND FRATERNAL ORGANIZATIONS: APPLYING MEASURES OF ORGANIZATIONAL CULTURE THEORY TO THE SORORITY CONTEXT". University of Akron / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=akron1566227238796242.

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27

Tilcsik, Andras. "Remembrance of Things Past: Individual Imprinting in Organizations". Thesis, Harvard University, 2012. http://dissertations.umi.com/gsas.harvard:10503.

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This dissertation seeks to understand how formative experiences during organizational socialization exert a longstanding influence on individuals’ performance. Although there is evidence that conditions experienced early in a career or in the initial period of organizational tenure can leave a lasting imprint on individuals’ work-related cognition and behavior, little is known about the performance implications that result from such imprints. Moreover, despite increasing interest in imprinting processes at the individual level, much research in this area has been narrow in scope, focusing mostly on the imprinted influence of early mentors and coworkers, and giving little attention to other factors that contribute to the formation of imprints. To address these gaps, I develop theory about the lasting performance implications of two key features of the context in which socialization takes place: (1) the intra-organizational resource environment upon a newcomer’s entry; and (2) the initial structural position that a newcomer occupies within the network of work relationships in the organization. My core proposition is that imprints created by these conditions enhance or hinder subsequent performance depending on the extent of fit between the imprint and current conditions. This proposition has novel implications for the determinants of individual attainment in organizations; for the paradoxical relationship between initial resource conditions and subsequent performance; and for the nature of network structures that produce individual advantage. Unique longitudinal data and qualitative interviews in two professional service firms provide evidence for this framework.

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28

OZGULER, MUSTAFA. "COMPARING AND ASSESSING THE PREPAREDNESS OF POLICE ORGANIZATIONS IN COUNTER-TERRORISM (NETHERLANDS AND UNITED KINGDOM)". Kent State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=kent1219738755.

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29

Norander, Stephanie N. "Peaceful Alternatives: Women's Transnational Organizing In Post-Conflict Areas". Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1219374638.

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30

Kalamata, Glykeria. "Organizational Culture, Justice, Equality and Change in Youth Organizations : The success story of the non-governmental organization 'System and G'". Thesis, Linköpings universitet, Tema Genus, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-149004.

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The current study analyzes the official policies and everyday practices of the youth non-governmental organization System and G, located in Komotini, Greece. Through a combination of Critical Policy Analysis, Interviews and Participatory Observation, this Thesis provides a broad image of the organization’s internal culture, with great emphasis on the relations among its members. The results showed that the organization’s philosophy, causes and corresponding policies have emerged from its founders’ personal life experiences, which motivated them for social offer to people with fewer opportunities, developed through cooperation with other youth workers, equally motivated to help people in need, and changed with the contribution of volunteers – also people with fewer opportunities – with innovative ideas and ambition to bring social change. As a result, an intersectional culture has grown in the organization, which is characterized by diversity, emotional proximity, mutual support and solidarity. The study also analyzes the organization’s social stratification and power relations, which are characterized by equality among all its members, making trainers and volunteers feel that their voice is heard and appreciated. Therefore, the organization succeeds in the achievement of all forms of organizational justice (procedural, distributive, interactional). What is more, important decision-making within the organization requires the equal participation of trainers and volunteers alike, while when it comes to decisions with an impact on local society, the organization gives its members the opportunity to express their opinion and design social policies through cooperation with local entrepreneurs, politicians and other decision-makers. In this way, organizational and social change are achieved and promoted. The future of the organization includes its members’ ambition to spread the methods and results of non-formal education to other regions and countries, and I consider myself lucky and honored to be part of this effort.

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31

Hughes, Michael Wesley. "Implementing ERP in manufacturing organizations : improving success through managing organizational change". Thesis, Georgia Institute of Technology, 1999. http://hdl.handle.net/1853/29332.

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32

Rashman, Lyndsay Jane. "Organizational knowledge and capacity for service improvement in UK public organizations". Thesis, University of Warwick, 2008. http://wrap.warwick.ac.uk/1062/.

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This is a study on organizational knowledge and capacity, with a particular focus on how learning takes place and how capacity can be developed to improve public service organizations. It has wider implications for how we think about learning in all types of organization. The study adds theoretically and empirically to the limited literature that addresses organizational capacity in public organizations. It examines explanations of capacity that may be associated with better performing local authorities and organizational sharing of knowledge and service improvement. The research design and methodology incorporate a conceptual framework and an empirical measurement instrument designed to investigate factors that explain organizational capacity. A longitudinal, quantitative survey of the population level of all 388 English local authorities examined comparisons of organizational capacity between better performing and lower performing councils. The findings provide empirical evidence of the relationship between better performing organizations and greater organizational capacity. Those organizations with greater capacity for learning can draw on prior knowledge to increase their current capacity. Capacity contributes to explanations of the relationship between an organization’s particular environment, and utilization of its internal potential, including organizational knowledge, for future performance. The study concludes with a reformulated definition of organizational capacity. It also finds that capacity building derives from different perspectives and is conceptually different from organizational capacity. It draws attention to the importance of context for organizational studies, and calls for definitions and operational measures that are suitable for all sectors.

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33

Katungu, Christopher. "Emotional intelligence, job insecurity and organizational commitment in organizations in Sweden". Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75161.

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Abstract The aim of the study was to examine and analyze the relationship on emotional intelligence with job insecurity and organizational commitment in organizations. Sample participants were 109 employees from various public and private sector organizations in Småland county, Sweden, with females representing 69.72% (N =76). Three instruments were used in the online study survey to collect data and these were Trait Emotional Intelligence Questionnaire (TEIQ), Job Insecurity Questionnaire and Organizational Commitment Questionnaire. Results indicated that emotional intelligence and job insecurity were negatively correlated; emotional intelligence and organizational commitment were positively correlated; job insecurity and organizational commitment were negatively correlated. Emotional intelligence did not moderate the relationship between job insecurity and organizational commitment. Given the results, organizations may need to consider developing affective organizational commitment of employees and consider addressing job insecurity among employees in Sweden and promote emotional intelligence. Therefore, emotional intelligence may be worth the investment for employees in organizations in Sweden. Keywords: Emotional intelligence, job insecurity, organizational commitment, affective commitment, downsizing, psychological contract.

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34

Wapner, Stephanie. "Organizational Identification and Alumni Giving: The Role of External Student Organizations". The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1500587887267762.

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35

Breul, Rainer. "Organizational Learning in International Organizations the case of UN peace operations /". [S.l. : s.n.], 2005. http://www.bsz-bw.de/cgi-bin/xvms.cgi?SWB12168061.

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36

Randy-Cofie, Adjoa. "Relationships Between Transformational Leadership and Organizational Citizenship Behavior in Ghanaian Organizations". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4752.

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The recent global financial crisis prompted organizations to search for effective ways to minimize loss of revenue due to settlement of organizational scandals. Transformational leadership and organizational citizenship behavior (OCB) are known to affect employees and subsequently organizational productivity. However, little is known about the relationship between transformational leadership and the OCB of employees of multinational corporations (MNCs) in Ghana. The purpose of this quantitative study was to bridge the gap in knowledge by examining the relationships between transformational leadership and the OCB of employees of MNCs in Ghana. The theoretical frameworks for this study were Bass' transformational leadership theory and Organ's OCB theory. A random sample of 180 employees, who had worked with MNCs in Ghana for at least 5 years, were surveyed on transformational leadership using a 40-item transformational leadership scale and OCB using a 24-item OCB scale. A correlation coefficient test and a regression analysis revealed statistically no significant correlational relationship between transformational leadership and OCB, and statistically no significant multiple regression relation between the4 dimensions of transformational leadership and OCB. The implication for social change includes importance to theory, business managers, and the society, that there is no relationship between transformational leadership and OCB of employees in MNCs in Ghana. Apprising individuals of this lack of relationship would inspire future researchers to search for other types of ethical leadership or non-financial incentives that could influence positive behavior of employees to enhance the organization's productivity, and produce ethical citizens for society.

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37

Rydesky, Mary M. "Improving Organizational Performance in Mixed Design Organizations Through Cultures of Trust". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7735.

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The effect of trust on employees’ business processes and work outcomes is an important focus for managers because more businesses have combined centralized and remote work environments in mixed-design organizations (MDOs). A multiple case study was conducted to explore successful strategies that 9 business leaders and managers in 5 service sector MDOs in Alaska and the Pacific Northwest region of the United States used to improve organizational performance by successfully building organizational cultures of trust. Leader–member exchange served as the conceptual framework for this study. Data were collected using semistructured interviews and documents as secondary sources. Thematic analysis was used to examine participant content, evaluated in chronological and random order, as well as secondary data. Four themes emerged from data analysis: value of ongoing multidirectional communications, valuing mistakes as learning moments, observing trust responses regardless of leader/follower proximity, and relying on Internet communications technology to enable managers and leaders to create teams and build trust. Findings of this study may be used by leaders and managers in service sector MDOs to nurture and sustain trust among stakeholders regardless of location, including colocated and remote work environments. The implications of this study for positive social change include the potential of trust between leaders and stakeholders to strengthen employee engagement and productivity, improving quality of work life for personnel and sustainability for residents who might seek career opportunities and contributing to community viability.

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38

Berube, D. Steven. "Assessing differences in data and information makeup at two different organizational levels using two managerial jobs". Thesis, This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-03032009-040410/.

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39

Yip, Hau-yu Hannah. "The participation of nongovernmental organizations in social service : a study of religious drug treatment agencies and their relationship with government /". Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17508277.

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40

Summers, Kenneth G. "Organizational assessment pathway to improvement for Teen Challenge of the Rocky Mountains /". [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/KSummers2005.pdf.

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41

Dresbach, Sereana Lynn Howard. "Commitment and volunteer organizations : variables influencing participation in environmental organizations". Connect to resource, 1992. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1239984724.

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42

Hodgkins, Kevin A. "Unleashing the power of nonprofit enterprise the history and economics of nonprofit enterprise and how equity capital can multiply its impact /". Birmingham, Ala. : University of Alabama at Birmingham, 2010. https://www.mhsl.uab.edu/dt/2010m/hodgkins.pdf.

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43

Pirson, Michael. "Facing the trust gap measuring and building trust in organizations /". Hannover : Univ. of St. Gallen, 2007. http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=35635134&site=ehost-live.

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44

Saxon-Harrold, S. K. E. "Strategy of voluntary organizations : An investigation of the effects of organizational task, competition and regulation on the strategy of 75 voluntary organizations". Thesis, University of Bradford, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372182.

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45

Manisaligil, Alperen. "(Re)creating Routines Through Stage Performances in Project-Based Organizations". Case Western Reserve University School of Graduate Studies / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=case1559927898501408.

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46

Rudkovsky, O. V. "Corporate security organizations". Thesis, Sumy State University, 2014. http://essuir.sumdu.edu.ua/handle/123456789/36239.

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Abstract (sommario):

An analysis of the current domestic and foreign literature on corporate governance. The questions of analysis, dynamics and control risks associated with the operation and development corporations that allows you to explore a range of challenges, threats, hazards that affect the structure and development of corporate security. Analysis of research on the creation and development of a new direction - a corporate security. When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/36239

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47

Costa, Ana-Cristina. "Trust in Organizations". Elsevier, 2017. http://hdl.handle.net/10454/17878.

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48

Chatterjee, Shuktika. "Virtues in organizations". Pullman, Wash. : Washington State University, 2008. http://www.dissertations.wsu.edu/Thesis/Fall2008/s_chatterjee_120508.pdf.

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Abstract (sommario):

Thesis (M.A. in philosophy)--Washington State University, December 2008.
Title from PDF title page (viewed on Feb. 19, 2009). "Department of Philosophy." Includes bibliographical references (p. 43-49).

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49

Thornburg, Thomas Howard. "Creativity in organizations". Diss., The University of Arizona, 1988. http://hdl.handle.net/10150/184629.

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Group diversity and group size were manipulated in a laboratory experiment for their influence on the quantity and quality of creative performance. Student subjects were preselected to high and low diverse groups and were randomly assigned to dyads, four-person groups, or individual work. The task was the identification of unusual uses for three common objects. The quantity criterion was the number of non-duplicate uses produced by each group. The quality criterion was the extent to which the uses identified were unusual for the whole sample. The prediction that dyad groups would demonstrate the greatest creative performance was generally not supported. With respect to the number of ideas produced, dyad groups outperformed four-person groups. In the quality of creative performance there was no difference found between dyad and four person groups. For both quantity and quality measures, dyad and four-person groups were outperformed by individuals in nominal groups. Contrary to the prediction that dyads would show the greatest influence of diversity, no difference in creative performance was found in either dyad or four-person groups due to the diversity condition. The influence of diversity was, however, found in both the quantity and quality of creative performance of individuals in nominal groups. Results indicate that for the particular task of producing a number of quality creative ideas, the one-to-one dyad condition is superior to the group, but individuals, working independently, outproduce members in either of the group conditions. Explanation for the unpredicted results explore a number of "group effects" as intervening variables between group size and performance. Considering the nature of the task it was concluded that social loafing is the most likely group effect.

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50

Gargam, Fabien. "Strengthening weak organizations". Thesis, Université Paris-Saclay (ComUE), 2016. http://www.theses.fr/2016SACLX065.

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La thèse intitulée dans sa version originale ‘Strengthening weak organizations’ a pour équivalent ‘La force du faible : Une perspective organisationnelle’ en français. Elle a pour objet d’élucider comment une organisation faible et vulnérable peut se transformer en une organisation forte et pérenne. En intégrant l’environnement interne à l’environnement externe, la question telle qu’elle est formulée n’a jamais été traitée à ce jour dans la littérature en management. Cette recherche vise à explorer ce vide selon différentes perspectives afin de renforcer la robustesse et la pertinence des résultats proposés. L’étude se compose précisément de quatre parties dont la particularité est de répondre à la même question via trois designs de recherche. La partie #1 analyse le sujet de recherche selon une posture d’extériorité. La partie #2 et la partie #3 l’étudient selon une posture d’intériorité. La partie #4 combine les deux postures antérieures par l’intermédiaire d’une métatriangulation. L’ensemble de la thèse gravite autour du terme underdog qui signifie sommairement, dans le cas présent, une organisation faible et vulnérable. Il est essentiel de noter que chaque partie est distincte des autres au niveau du rendu final mais qu’aucune partie n’aurait pu voir le jour en l’état sans l’apport des autres
This thesis entitled ‘Strengthening weak organizations’ translates to ‘La force du faible: Une perspective organisationnelle’ in French. It is intended to elucidate how a weak and vulnerable organization can transform into a strong and secure organization. By integrating the internal environment with the external environment, the question as formulated has never been investigated in the management literature before. This research aims to explore this void from different perspectives in order to beef up the robustness and relevance of the proposed findings. Specifically, the study consists of four parts whose distinctiveness lies in the examination of the same question using three research designs. Part #1 analyzes the topic from an outside perspective. Part #2 and Part #3 study the topic from an inside perspective. Part #4 combines the two previous stances by using metatriangulation. The whole thesis revolves around the term underdog which summarily equates herein to a weak and vulnerable organization. It is essential to note that each part is written as a standalone paper, but no part would have been possible without the contribution of the others

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