Tesi: "Work organisation"

1

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

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2

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

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3

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

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

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4

Supeli, Abas. "The Association Between Organisational Support, Self-Regulation, Person-Organisation Fit and Work-Outcome Variables". Thesis, Griffith University, 2013. http://hdl.handle.net/10072/368131.

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Although numerous studies have examined the relationship between person-organisation fit (P-O fit) and organisational outcome variables, there is still little consensus and much confusion over a number of important issues regarding conceptualisation, operationalisation, and criteria used to measure P-O fit. Moreover, some inconsistent relationships have been found between P-O fit and outcome variables. This program of studies aimed to overcome limitations of previous P-O fit studies, to clarify the predictors of P-O fit, and to examine the relationships between P-O fit and important organisational outcome variables. The main objectives of the program were: (a) to investigate the role of goal congruence in the assessment of P-O fit, (b) to examine the role of organisational support and self-regulation (feedback seeking, proactive behaviour, emotional control, and social competence) in predicting P-O fit, (c) to assess the mediating role of P-O fit on the relationship between organisational support and self-regulation and the outcome variables of job satisfaction, organisational commitment, and job performance, (d) to test the mediating role of job satisfaction, organisational commitment, and job performance on the relationship between P-O fit and intention to quit, and (e) to investigate the development of P-O fit and the contribution of organisational support and self-regulation to the outcome variables after a period of 6 months. The data were collected from a large-scale electronic manufacturing company in Indonesia. This research has made several important contributions to the P-O fit literature that could improve understanding about P-O fit, and has implications for both the organisation as employer and the person as employee, in terms of improving the positive interaction between them and enhancing their productivity. This research program consisted of three studies. The first part of this program of studies related to the development of a goal congruence measure, which has been accepted for publication. The second part of this program of studies comprises two papers, which have been submitted for publication, related to the association among all research variables cross-sectionally and longitudinally. An overview of the program of studies and literature review are presented in Chapter 1, whilst general discussion, empirical evidence, contribution to the P-O fit literature, practical implication, and methodological shortcomings and suggestions for future studies are synthesised in the last chapter of this thesis.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Griffith Health
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5

Frost, A. J. "Teaching work design : the analysis of a behavioural simulation of work organisation". Thesis, Cranfield University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305794.

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6

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

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

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7

Hart, Christopher Martin. "Work organisation in the production of an advertisement". Thesis, Manchester Metropolitan University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334438.

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8

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

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9

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

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

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

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

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

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10

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

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

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11

Rocha, Robson. "Work systems transformation : factory re-organisation in multinational companies /". Frederiksberg : Samfundslitteratur, 2003. http://www.gbv.de/dms/zbw/375437088.pdf.

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12

Panteli, Androniki V. "Computer-based informated environments : emergent forms of work organisation". Thesis, University of Warwick, 1995. http://wrap.warwick.ac.uk/4254/.

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This research formulates the concept of a Computer-Based Informated Environment (CBIE) as an emergent anthropocentric form of work organisation; this is a computerised office environment which informates and empowers lower level employees. The study attempts to enhance our knowledge over the nature of CBIEs. It hypothesizes that with the current interest in IT-enabled empowerment there are more opportunities for the development of CBIEs. A missing element on studies in informated and empowered workplaces is employees' interpretation of these forms of work organisation. A review of the literature on information technology (IT) in organisations supports the view that there is a need for further research on the meaning of technological and organisational changes. This study attempts to cover this gap while also making a contribution in the field of anthropocentric uses of IT in office environments. A structurational framework is developed to uncover the process and context of change and the linkages between the two. Considering the research topic, the case study approach was adopted. Three service-oriented organisations participated in the research. All three had within the last few years introduced the system ImagePlus which is promoted for its potential to empower employees. There have been two important findings about the nature of CBIEs. Firstly, it is found that the process and context of CBIEs should not be treated as mutually independent but as inextricably linked. Secondly, it is identified that CBIEs could occur without being anthropocentric-oriented. Informated employees are not necessarily truly empowered. When the 'empowerment' approach is diffused via IT, it is likely to be in forms that align more with managerial and organisational interests than those of employees. Using structuration theory, the complex dynamics of the use of IT in organisations become evident. The study argues that the 'determinism' and 'choice' perspectives need to be linked for each has a vital role to play in enhancing our understanding of the use of IT in organisations.

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13

Phillimore, Anthony John. "Technology, work organisation and training : Australian trade unions, 1983-1994". Thesis, University of Sussex, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.259454.

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14

Woo, Lee Sang. "Work organisation and control : dynamics of change in Hyundai motor". Thesis, University of Manchester, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.630927.

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In this thesis there has been a systematic analysis of the changes in technologies, work organisation and control that have been found in Hyundai Motor, Ulsan plant, over the last two decades. For this, current theoretical perspectives are divided into the following five categories ; labour process, efficiency bias, social action, the institutionalist, and political economy. Each perspective has its own merits and, in fact, to obtain a balanced view of events in the plant in terms of the key issues, all five theoretical perspectives will be used to construct the analysis. From the first two categories, management's two basic motives for changes are seen as the accumulation of capital through effective control of workers and the improvement of o~erall efficiency to provide the optimum conditions for market Success. ' Before 1987, technological changes were mostly intended to improve efficiency. But after 1987, when massive workers' resistance arose, they have been used for labour control purpose. Throughout the period there has been a gradual transformation from a rigid Fordism to flexible forms of technology In terms of work organisation and control, the elements of both labour control and the improvement of efficiency were always behind the changes. As far as the outcomes are concerned, Taylorism is central. But it did not stand alone, but with various other forms of control. Before 1987, it was combined with coercive management structure and style. But since that year changes have become more consent based. Alongside labour process and efficiency perspectives, the social action perspective also has to be used to explain workers' passivity in resistance, at least before 1987, which was caused by coercive management structure and style. Some sustaining as well as changing behaviour, even after 1987, and the emergence of political process in the changes to' work organisation and control can also be explained by it. But we must not rest here. The whole situation has to be understood in the wider context. Before 1987, all circumstances surrounding Hyundai were in favour of _. the management, who were able to do whatever they wanted. But structural changes after 1987 took the side of workers and a consent based management style has followed these changes. In this view, there can be no doubt that from the view-point of Korean society in general, and Hyundai in particular, the year 1987 was a turning point.

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15

Van, Niekerk Hendrik Johan. "Application of the SERVQUAL instrument in a social work organisation". Thesis, Cape Technikon, 1996. http://hdl.handle.net/20.500.11838/1022.

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Thesis (MTech(Business Administration))--Cape Technikon, Cape Town,1996
All organisations, profit as well as nonprofit, are increasingly coming to the realization that trying to compete solely on costs leads to ineffectiveness and a weaker financial position. Competing on the basis of product or service differentiation is becoming increasingly futile because products and services are becoming less and less unique. To ensure survival, effectiveness and competitiveness, organisations must provide services of exceptionally high quality. Providing services of high quality has proven to be the single most important factor contributing to organisational success and well-being. Providing services of superb quality also presents an important opportunity for organisational differentiation. A major requirement for successful management is effective measurement. This study is motivated by the limited research and resulting limited literature available on this subject in social work. The development of the SERVQUAL instrument offers a possible reliable and valid device for the measurement of service quality in social work. However, SERVQUAL has not been subjected to rigorous testing for reliability and validity in a social work organisation. In this research SERVQUAL was used to measure the quality of services in a social work organisation. The aim of this research was to determine the applicability, reliability and validity of the instrument in a social work organisation. Attention was given to literature that focuses on service quality, its measurement and management. The empirical research involved executives, social workers and clients of the social work organisation. It was found that SERVQUAL can be applied to social work services and it proved to be a reliable and valid instrument for measuring service quality. However, further research is necessary to improve the quality of services to clients and directions for future research are indicated.

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16

Speed, Shaun. "An ethnographic study of the organisation of district nurses' work". Thesis, University of Liverpool, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.268900.

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17

Brandt, Angelique Adelé. "Exploring the influence of job crafting on organisational commitment and work engagement in a selected financial services organisation". University of the Western Cape, 2020. http://hdl.handle.net/11394/8019.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
The financial industry revolves around organisations that provide financial services to people in the community. The largest contributor is the banking sector followed by the insurance sector. Financial services organisations face an ever-changing working environment that is constantly increasing in its complexity. New market entrants such as banks provide insurance products, customer preferences change, technology changes quickly, and ever-changing legislation governs the way in which insurance organisations conduct business with customers. Having to continuously contend with the losses, regulatory changes, and risk management, while having to increase the shareholders’ value, all impact on the global financial services industry. They in turn increase the job demands on employees.

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18

Burnes, Bernard. "The impact of new technology on job design and work organisation". Thesis, University of Sheffield, 1985. http://etheses.whiterose.ac.uk/2943/.

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This thesis is an examination of the selection, introduction, use and effects on job design and work organisation of a particular form of new technology: Computer Numerically Controlled machine tools (CNC). Part One, Chapters 1 - 6, reviews the new technology literature and the historical development of contemporary approaches to job design and work organisation. From this examination, a conceptual framework is constructed showing the factors which influence and guide the choices that organisations make with regard to new technology. It draws special attention to the role played by the values, beliefs, self-interest and power of individuals and groups within organisations, and the philosophy and precepts of Scientific Management. The section concludes by describing the aims, objectives and methods of the research, and by examining the development of, and literature regarding, CNC. Part Two, Chapters 7 - 10, presents case studies of the introduction and use of CNC into nine engineering companies, differentiated according to company size and product batch size. Part Three, Chapter 11, presents the conclusions from the study. It firstly compares the case studies with each other, and then with the conceptual framework. It shows that the empirical studies supported the framework, but that two additional factors need to be taken into account: (a) that there is a need to recognise that those involved in the process of technological change can be "dazzled" by the technology, and (b) that the change process can be significantly affected by the competence of those involved. Nevertheless, the conceptual framework, and especially the influence of Scientific Management, are confirmed. The Chapter concludes by putting forward guidelines for the introduction of new technology.

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19

Jones, Richard Huw. "Taylorism and the scientific organisation of work in Russia 1910-1925". Thesis, University of Sussex, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.254308.

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20

Alhazmi, Khaled Awadh H. "Information systems project work in a Saudi organisation : an ethnographic study". Thesis, University of Warwick, 2014. http://wrap.warwick.ac.uk/62070/.

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This study examines IS project trajectories in a Saudi organisation showing how the project is shaped and re-shaped in day-to-day activities. Three project features are adapted to characterise project phenomena: project complexity, embeddedness and project learning. Accordingly, the first objective is to investigate project complexities showing how they are dynamically changed due re-defining project properties of goals, methods, deadlines and team relations. The second objective is to understand the interactions between project members and external groups and individual from the surrounding context and how those interactions shape and re-shape local project context. The third objective is to analyse the challenges which bound project members’ knowledgeability. The research methodology incorporates a self-ethnography over twelve months of participation and observation study of three IS projects in a Saudi organisation. Structuration theory is used to guide the research philosophically and to offer an analytical perspective to understand collected data. Structuration theory is implemented to highlight the dynamic nature of project trajectories taking into consideration that project is not a result of an isolated local context or shaped only according to surrounding organisational procedures: rather project trajectories are results of a series of recursive interactions between the project’s local and surrounding contexts, where project member’s knowledgeability plays a role in informing actions. This research can be considered as a theoretical contribution to IS project management literature. This study is situated in new project management literature as distinct from dominant traditional project management prescriptions. This study suggests a view of the project phenomenon merging the three separate project features: project complexity, embeddedness and learning. On the methodological level, this study introduces the project phenomenon as an ethnographic object stressing its dynamic and social nature embedded in daily activities. Finally, on the context level, this study contributes towards compensating for the paucity of studies about the context of Saudi Arabia in project management and management studies in general.

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21

Abboud, Pauline. "An ethnographic study of the work environment of an aid organisation". Thesis, Australian Catholic University, 2010. https://acuresearchbank.acu.edu.au/download/13e11e908465298b28688465d368a59ab8cb80be947d733f3f73c0d4d25e041b/609375/64775_downloaded_stream_0.pdf.

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The working environment of an aid organisation generally has fewer benefits than in the commercial sector, so why do well trained and presumably well qualified people work for an aid organisation rather than a corporation which could provide them with better remunerations and a more comfortable work environment? What is it about the work environment of an aid organisation that attracts them? The focus of this study was to answer these questions. This involved examining the social milieu of the work environment in order to identify the dynamics of the work environment that produced a committed and productive team of employees. It also sought to examine the shortfalls that staff members identified as lowering their satisfaction levels with the work environment. Ten World Vision Australia employees were interviewed and asked about various aspects of their work environment focussing on the interaction between themselves and their work milieu. This included an analysis of their views on management style and practices, conflict resolution, policies of World Vision Australia, and their reasons for applying for a position and continuing to work at World Vision Australia. This analysis provided a picture of the World Vision Australia work environment which was further enhanced by examining research literature into the importance of 'culture' in the workplace and employee well being. An important factor to emerge from the literature was the concept of 'solidary', which encompasses an employee's desire to subscribe to a particular collective or group identity. Solidary explains how some shortfalls of a work environment are overlooked for the sake of more important aspects of it. The interviews revealed that some aspects of the work environment of World Vision Australia are healthy and productive, while others require diligence from management particularly as it responds to the changing demands placed on the International Aid sector.;World Vision Australia has a low staff turnover which indicates that employees choose to stay at World Vision Australia despite non-competitive monetary rewards. The results from the analysis indicate that the work environment is healthy and accommodates the emotional, ethical and familial needs of employees. The specific culture that is engendered by management is a key element in the satisfaction of employees, with 'solidary' being an important factor in this.

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22

Faifua, Denise Elizabeth. "Willing and social work participation : socio-cultural rationalisation in industrial organisation". Thesis, Queensland University of Technology, 2001. https://eprints.qut.edu.au/15824/1/Denise_Faifua_Thesis.pdf.

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In this thesis I interrogate the possibility of 'willing and social' work participation in industrial organisation. I draw on Habermas's (1976, 1979, 1984 & 1987) work to synthesise marxist and weberian ideas, and to derive a socio -cultural or cultural Marxist perspective on Capitalism. From this position I highlight the limitations of social action in theories of organisation and work. Moreover, I theoretically derive a model of work participation that acknowledges broader orientations to work. I interrogate that model of work participation in a study of four dominant forms of industrial organisation. Those organisations are SEQEB the South East Queensland Energy Board, Eagle Boy Pizzas in Queensland, the New South Sugar Milling Cooperative Ltd, and Budge -Ellis Staff Co-operative. Gathering data for this study involved both primary and secondary research. I used a comparative and longitudinal field research approach, unstructured interviews with an interview guide, and the collection of documents recommended by interviewees. I interviewed people working in the organisations and relevant government agencies. My research involved travel in Queensland and New South Wales, Australia. Ultimately, I produce a sociologically informed model for the establishment of 'willing and social' work participation. I conclude work participation exists within the context of capitalism, and social relations - either formally free or free; that work participation is directly influenced by rational configurations of the world of work comprising economic, political and social worldviews; and I argue the dominance of a worldview depends on whether the political action premises of buffering and shoring successfully neutralise competing worldviews; and whether the moral dictums or espoused values of work are prescribed or invoked and result in the exploitation or deployment of internal values. My thesis points in the direction of further work on co-operative forms of organisation and work and their commonweal ideologies. In particular, my findings demonstrate a crowding out of co-operative forms and ideologies, not only by capitalist forms but also by trade union collectives. The type of research I suggest has the potential to increase the legitimation of co-operative forms of organisation. Although, the Australian co-operative movement has many achievements there remains the problem of establishing a socially progressive rationality that makes practical or operational sense to people at work. The emancipator ideal of willing and social work participation is intended to epitomise the goals of the enlightenment project, and to lead in that direction.

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23

Faifua, Denise Elizabeth. "Willing and Social Work Participation: Socio-Cultural Rationalisation in Industrial Organisation". Queensland University of Technology, 2001. http://eprints.qut.edu.au/15824/.

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Abstract (sommario):

In this thesis I interrogate the possibility of 'willing and social' work participation in industrial organisation. I draw on Habermas's (1976, 1979, 1984 & 1987) work to synthesise marxist and weberian ideas, and to derive a socio -cultural or cultural Marxist perspective on Capitalism. From this position I highlight the limitations of social action in theories of organisation and work. Moreover, I theoretically derive a model of work participation that acknowledges broader orientations to work. I interrogate that model of work participation in a study of four dominant forms of industrial organisation. Those organisations are SEQEB the South East Queensland Energy Board, Eagle Boy Pizzas in Queensland, the New South Sugar Milling Cooperative Ltd, and Budge -Ellis Staff Co-operative. Gathering data for this study involved both primary and secondary research. I used a comparative and longitudinal field research approach, unstructured interviews with an interview guide, and the collection of documents recommended by interviewees. I interviewed people working in the organisations and relevant government agencies. My research involved travel in Queensland and New South Wales, Australia. Ultimately, I produce a sociologically informed model for the establishment of 'willing and social' work participation. I conclude work participation exists within the context of capitalism, and social relations - either formally free or free; that work participation is directly influenced by rational configurations of the world of work comprising economic, political and social worldviews; and I argue the dominance of a worldview depends on whether the political action premises of buffering and shoring successfully neutralise competing worldviews; and whether the moral dictums or espoused values of work are prescribed or invoked and result in the exploitation or deployment of internal values. My thesis points in the direction of further work on co-operative forms of organisation and work and their commonweal ideologies. In particular, my findings demonstrate a crowding out of co-operative forms and ideologies, not only by capitalist forms but also by trade union collectives. The type of research I suggest has the potential to increase the legitimation of co-operative forms of organisation. Although, the Australian co-operative movement has many achievements there remains the problem of establishing a socially progressive rationality that makes practical or operational sense to people at work. The emancipator ideal of willing and social work participation is intended to epitomise the goals of the enlightenment project, and to lead in that direction.

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24

Bigi, Maëlezig. "Reconnaissance et organisation du travail : perspectives françaises et européennes". Thesis, Paris, CNAM, 2016. http://www.theses.fr/2016CNAM1056/document.

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À partir des années 1990 la reconnaissance est de plus en plus souvent un mot d’ordre des mobilisations de groupes professionnels. Aujourd’hui, les sociologues du travail s’approprient de nouveau cette notion aux origines ambivalentes, après les travaux de R. Sainsaulieu et de P. Bernoux de la fin des années 1980. Les entretiens menés auprès de salariés en France montrent que les attentes de reconnaissance se déploient en quatre registres, l’activité, les relations, la récompense et la personne. Le découpage de l’activité et l’intensification du travail empêchent l’exercice de soi et le sentiment d’utilité dans l’activité, dans un contexte où la crainte de la précarité confine le plus souvent les plaintes au niveau individuel. Une comparaison entre des ingénieurs en France et en Finlande fait ressortir la mesure du temps de travail comme condition de la reconnaissance de la contribution et de la vie hors travail. Les analyses menées sur l’Enquête européenne sur les conditions de travail 2010 confirment la structure des attentes de reconnaissance pour les salariés du secteur privé en France bien que celle-ci varie dans le reste de l’Europe. Enfin, un modèle de médiation- modération souligne le rôle déterminant de la reconnaissance dans la construction de la santé au travail, notamment lorsqu’une plus grande implication est attendue des salariés
Since the 1990’s, recognition has taken on greater importance as a watchword for mobilization by occupatio- nal groups. Nowadays, Labour sociologists have again appropriated this notion that has ambivalent origins, after R. Sainsaulieu and P. Bernoux’s works from the late 1980’s. Interviews carried out with employees from different firms in France show that recognition expectations open out into four categories, activity, relation- ships, reward and the person. The cutting up of activity and work intensification prevent the deployment of self-hood as well as the feeling of usefulness in a context where the lack of job security tends to limit complaints to the individual level. A comparison between engineers in France and in Finland emphasize working time measurement as a necessary condition for one’s contribution as well as time off work to be recognised. Factor analysis using the data of the European Working Conditions Survey 2010 confirm the structure of recognition expectations for French employees from the private sector, whereas it differs in the other European countries. Finally, the elaboration of a mediation-moderation model provides results that underline the key role of recognition in the building of health at work, notably when a greater involvement is expected from employees

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25

Eriksson, Johan. "Work-life balance utifrån ett arbetsgivarperspektiv : Om arbetsgivares arbete och inställning mot work-life balance". Thesis, Karlstads universitet, Handelshögskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-32298.

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I och med att tid spenderad på arbetsplatsen verkar fortsätta öka blir allt mindre och mindre tid kvar till familj och fritid, eller det som i denna uppsats benämns som övrigt liv. Den vanligaste orsaken till att en individ upplever obalans är att arbetssfären är för dominerande och lämnar kvar för lite tid till övriga sfärer. Därför har syftet i denna uppsats varit att öka förståelsen för hur och varför olika arbetsgivare arbetar med work-life balance samt att ta reda på vad de har för inställning gentemot begreppet. Med andra ord ville jag förutom att ta reda på deras inställning även ta reda på vilka olika sätt arbetsgivare arbetar med work-life balance på och vilka nyttor de såg i att göra detta. Detta gjorde jag genom att ta del av litteratur och forskning som berör ämnet work-life balance utifrån ett arbetsgivarperspektiv. Dessutom tog jag del av forskning rörande områden som tillgänglighet och flexibilitet och inte minst kommunikationsteknologi. Själva undersökningen var av en kvalitativ art där jag intervjuade sex respondenter från sex olika organisationer. Samtliga respondenter valdes utifrån uppsatta kriterier där jag ville att respondenten skulle ha personalansvar eller personalinsyn samt ha varit anställd minst ett år på organisationen. Undersökningens resultat visar att samtliga organisationer tycker att work-life balance är en viktig fråga. Dessutom verkar de ta på sig visst ansvar för individernas work-life balance, då de menar att det är en gemensam angelägenhet för organisation och individ. Således ses inte work-life balance som individens ensamma problem. Anledningar till att arbeta med work-life balance visade sig bland annat beröra rekrytering, där arbetsgivarna menade att det organisatoriska arbetet med work-life balance kan attrahera nya medarbetare. Arbete med work-life balance beskrevs som ett konkurrensmedel som dessutom har ett starkt samband med att vara en attraktiv arbetsgivare. Vidare anledningar till att arbeta med work-life balance visade sig ha med individens välmående och prestanda att göra. Arbete med work-life balance kunde dessutom enligt arbetsgivarna medföra att de anställda mår bättre och att exempelvis sjukfrånvaro och sjukskrivning kan undvikas. Vad gäller hur organisationerna arbetar med work-life balance handlar det helt klart främst om flexibilitet, där just arbetsarrangemanget flextid visade sig vara klart dominerande. Distansarbete som heltidslösning visade sig vara ovanligt och arbetsgivarnas inställning gentemot detta arbetsarrangemang visade sig vara mycket negativ. Inte heller var deltidsarbete en uppskattad arbetsform då arbetsgivarna menade att deltidsarbete är sämre än heltidsarbete. Vad gäller arbetsdelning visade sig detta arbetsarrangemang endast tillämpas av några organisationer och i princip vara helt okänt hos andra. Vad gäller tillgänglighet visade sig kraven variera mellan och inom organisationerna. Tillgänglighetskraven hänger tätt samman med vilket yrke individen innehar. Organisationer arbetar inte särskilt mycket med begränsningar av användandet av kommunikationsteknologi utanför arbetstid då inte en enda organisation hade några formella bestämmelser avseende detta. Slutligen tyckte arbetsgivarna att en förmån som facilitet för barnomsorg i anslutning till arbetsplatsen kan vara en god idé för såväl arbetstagare som arbetsgivare, men ingen organisation visade sig erbjuda detta för närvarande.

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26

Boemah, Kenneth Kingsley Kwasi. "Work wellness in a government organisation in South Africa / Kenneth K.K. Boemah". Thesis, North-West University, 2006. http://hdl.handle.net/10394/1444.

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27

Reid, Gavin. "School organisation, teachers work stress and the effect of an intervention programme". Thesis, University of Glasgow, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.361770.

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28

Carmel, Simon Harry Michael. "High technology medicine in practice : the organisation of work in intensive care". Thesis, London School of Hygiene and Tropical Medicine (University of London), 2003. http://researchonline.lshtm.ac.uk/682319/.

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The aim of this thesis is to develop a grounded understanding of the practice of high technology clinical work and how it is organised. It combines systematic empirical analysis of the clinical locale of intensive care with scholarly work in medical sociology and the related fields of health services research, medicine, nursing and social studies of science and technology. The empirical data were obtained through fieldwork on three intensive care units (ICUs). The methods comprised periods of detailed observation, informal conversational interviews in the field and tape-recorded semi-structured interviews. The substantive contribution of the thesis is an analysis of contemporary and traditional themes in medical sociology: medical uncertainty; clinical knowledge in practice; inter- occupational relationships; the material and social character of medical and nursing work; and the organisational 'reality' of one clinical site within the modem hospital. In particular, the thesis demonstrates the utility of 'craft' as a metaphor for understanding medical work in ICU; provides a critical empirical review and reformulation of nursing theory as it has been applied to ICU; and proposes a new conception of the relationship between medicine and nursing in the grounded situation of clinical work. Two subsidiary contributions are also made: one methodological and one theoretical. In terms of methodology, I provide concrete examples of how ethnographic analysis can explain findings which have been derived from other health services research methods and thereby inform the future direction of such research. In terms of theory, I illuminate current debates at the interface of medical sociology and social studies of science and technology about the appropriateness of a post-structural style of analysis. In conclusion, I specify in what ways our understanding of health care work is - and is not - enhanced by the adoption of Actor-Network Theory.

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29

Bain, Carole Ann. "Interplay of intentions : an ethnography of institutional work within a hybrid organisation". Thesis, Sheffield Hallam University, 2017. http://shura.shu.ac.uk/19152/.

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30

Huvila, Isto. "The ecology of information work : a case study of bridging archaeological work and virtual reality based knowledge organisation /". Åbo : Åbo Akademi University Press, 2006. http://catalogue.bnf.fr/ark:/12148/cb40996867t.

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31

Kreutzer, Karin. "How voluntary associations work : problems of organization and management /". [S.l.] : [s.n.], 2009. http://swbplus.bsz-bw.de/bsz311479812inh.htm.

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32

Iossief, Anna, e Linn Hermansson. "Hur upplevs medarbetarskap i en organisation med arbetsflexibilitet : En kvalitativ studie om hur organisationer hanterar arbetsflexibilitet i samklang med medarbetarskap". Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17402.

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Abstract (sommario):

Genom digitaliseringen har fler och fler arbetsplatser implementerat någon form av arbetsflexibilitet, dels för att till exempel effektivisera verksamheten och dels för att många människor önskar en större flexibilitet i sitt arbete. Men vad händer egentligen med medarbetarskapet, alltså relationen individen har till sig själv, sitt arbete och sina medarbetare, när en arbetsplats har stor flexibilitet och många kollegor till exempel arbetar hemifrån. En individs balans mellan arbete och fritid påverkas även av möjligheterna att arbeta vart som helst, när som helst. Denna kvalitativa studie har undersökt och studerat två olika enheter i samma organisation. För att få en förståelse för hur arbetsflexibiliteten påverkar medarbetarnas upplevelse av medarbetarskapet har en enhet med flexibilitet och en enhet utan flexibilitet studerats. Vidare syftar studien även till att bidra till en större förståelse för hur dessa medarbetare upplever balans mellan arbete och privatliv. Studiens datainsamling bygger på semistrukturerade intervjuer med två enhetschefer och fem medarbetare. Fortsättningsvis har empirin analyserats och huvudsakligen har tre teman identifierats; engagemang och meningsfullhet, samarbete och gemenskap samt balans mellan arbete och fritid. Några av de främsta slutsatserna som framkommit genom studien var att enheten med mindre flexibilitet har ett betydligt starkare medarbetarskap än den enhet med hög arbetsflexibilitet. Slutsatsen visar även att skapas det en obalans av att ständigt vara tillgänglig för att svara på arbetsrelaterade frågor, vilket i sin tur påverkar privatlivet negativt. Studien framför även de vetenskapliga bidraget som gjorts och förslagen som finns till framtida studier.
Through digitization, more and more workplaces have implemented some form of work flexibility, partly to make the organization more efficient and partly because many people want a better flexibility in their work. But what really happens to the employeeship, the relationship the individual has to himself, his work and his employees, when a workplace has great flexibility and many colleagues, for example, work from home. An individual's balance between work and private life is also affected by the opportunities to work anywhere, anytime. This qualitative study has examined and studied two different units in the same organization. In order to gain an understanding of how work flexibility affects the employee’s experience of employeeship, a unit with flexibility and a unit without flexibility has been studied. Furthermore, the study aims to contribute to a greater understanding of these employees experience balance between work and private life. The study’s data collection is based on semi-structured interviews with two unit managers and five employees. The empirics have been analyzed and three themes have been identified; commitment and meaningfulness, cooperation and community and balance between work and private life. Some of the main conclusions that emerged from the study were that the unit with less flexibility has a significantly stronger employeeship than the unit with high work flexibility. The conclusion also shows that creating an imbalance of being constantly available to respond to work-related issues, which in turn negatively affects private life. The study also includes the scientific contributions that have been made and the proposals for future studies.

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Svartengren, Anders, e Marie Karlsson. "Hur man blåser liv i en slumrande organisation : En studie om organisationsutveckling och hälsopromotivt arbete". Thesis, Växjö University, School of Education, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1465.

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This is an essay about health promotion and organisation development. The problem concerning all health issues that can be tied to work related illnesses has long been a problem in Sweden. For example did this problem alone cost the Swedish government 25 million crones a day between the years 2000-2001. This is a major issue and there is lots of money to save in this area. This is why we wanted to research how to promote health by changing the structure of the selected company. One model that has been given more approval is the flat team based organisations where the workers themselves get to take vital decisions concerning for example their own workstation and work hours. There are no bosses telling them what to do. The teams that the workers are placed in have all the control over their station and the thought is that the teams are going to work as a business in the company itself. With this in mind we would like to shed some light on which conditions team based organisations have for pursuing health-promoting work. This leads us directly in on our problem based questions at this matter.

· How can a team-based organisation be described and understood from a healtpromoting perspective?

· Which terms are important in a team-based organisation to develop a health promoting work climate?

A part of the result of this study shows that to provide a good work climate in a team based organisation you have to have a leader that dare to let go a hand over the responsibility to his co-workers. His role has changed from a leading boss to a guide that works as a sounding board. Because of more people being involved in the whole process the communication is a vital part in making the new organisation work. As well as communication, learning new things is also a part in making the personnel more involved in the company. With knowing comes insight that brings a more meaningful feeling to the minds of the workers. So to make this short, learning, communication, understanding, a guiding leader and a sense of meaning is some of the most vital things to have in mind when creating a more inspiring environment for your co-workers.

Mellan år 2000 och 2001 hade staten sjukfrånvarorelaterade kostnader på cirka 25 miljoner kronor per dag (personlig kommunikation med forskaren Gunnar Aronsson från Arbetslivsinstitutet). Av detta kan det förstås att sjukfrånvaron är ett stort problem för såväl staten som företagen runt om i Sverige. Massor med pengar finns att spara, frågan är bara hur man ska gå tillväga. Ett sätt att få bukt med problemen har varit att företagen har börjat se över sina organisationsuppbyggnader och hur de kan utformas för att skapa friskare arbetsplatser. Bland annat har teambaserade organisationer blivit allt vanligare där integrering av medarbetarna i verksamheten är en central del. Tanken är att ta vara på medarbetarnas kunskaper och göra dem delaktiga och ansvarstagande. (Hanson, 2004, s. 25,229-230)

Med bakgrund av detta är syftet med denna uppsats att utveckla kunskap om den teambaserade organisationens förutsättningar att bedriva ett hälsopromotivt arbete. Detta gör vi genom att studera ett företag som både har etablerat en teambaserad organisation och utvecklat ett hälsopromotivt arbetssätt. Vi har använt oss av en kvalitativ intervjustudie där sex av medarbetarna på företaget har intervjuats. Dock är syftet även att ta det hela ytterligare ett steg genom att inte endast se på saken utifrån det valda företagets perspektiv, utan även med hjälp av lämplig litteratur på området se mer generellt på vad en teambaserad organisation betyder för ett hälsopromotivt arbetsklimat. Därmed lyder våra frågeställningar som följer:

§ Hur kan en teambaserad organisation beskrivas och förstås utifrån ett hälsopromotivt perspektiv?

§ Vilka villkor är väsentliga inom en teambaserad organisation för att utveckla ett hälsopromotivt arbetsklimat?

Resultatet av undersökningen visar att det är betydande för ett hälsopromotivt arbetsklimat i teamorganisationer att ha en ledare som vågar släppa ansvar och befogenheter till sina medarbetare och som mer fungerar som en stöttepelare och vägledare än en som talar om vad som ska göras. Vidare har kommunikation visat sig vara betydelsefullt för att medarbetarna i teamen ska förstå och lära känna varandra och kunna samarbeta på ett bra sätt, vilket gör att det blir roligare och lättare att gå till jobbet. Att satsa på kompetensutveckling är ett tredje villkor för att utveckla ett hälsopromotivt arbetsklimat. Att hela tiden lära sig nya saker stimulerar människan och skapar ett engagemang och en ökad förståelse för hur saker och ting hänger samman på arbetsplatsen. Har man denna förståelse blir det lättare att hantera situationer som uppstår, vilket i sin tur leder till att en meningsfullhet för den aktuella saken kan kännas.

I arbetet har vi även lyft fram relationen mellan effektivitet och humanitet. Det är nämligen så att teambaserade organisationer inte endast har kommit till för att främja medarbetarnas hälsa. Det har även varit en metod för att öka effektiviteten på företagen. I och med att man tar vara på människans kunskaper och låter dem vara kreativa och ansvarstagande tror man att det är ett vinnande koncept både för medarbetarna själva och för företaget. Dock har det visat sig att det många gånger istället har lett till utbrändhet på grund av otydlighet och minskad fritid. (Hanson, 2004 s. 23-26) Men efter att ha genomfört denna studie där ett företag som har lyckats med sitt hälsopromotiva arbete har studerats har vi funnit att det viktigaste är att sätta människan i centrum. Hon måste komma före vinstintressen. Genom att se och prata med alla medarbetarna kan både ledaren och arbetskamrater upptäcka om något inte står rätt till med någon. Det är också viktigt att ledningen har en öppenhet mot sina anställda och informerar och kommunicerar ut hur företaget ligger till och så vidare. Det leder till en trygghet för de anställda.

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34

Reynders, Edith Francina. "Job insecurity, psychological empowerment and work engagement in a government organisation / Edith Reynders". Thesis, North-West University, 2005. http://hdl.handle.net/10394/2449.

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35

Brolin, Madeleine, Sandra Permerud e Mattias Vall. "”Det är bara narcissister och diktatorer som inte gillar platta organisationer” : En fallstudie om arbetsmiljö i en medarbetarstyrd organisation". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64672.

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Sammanfattning Titel: ”Det är bara narcissister och diktatorer som inte gillar platta organisationer”- En fallstudie om arbetsmiljö i en medarbetarstyrd organisation Författare: Madeleine Brolin, Mattias Vall och Sandra Permerud Institution: Ekonomihögskolan vid Linnéuniversitetet Kurs: Företagsekonomi III - organisation, examensarbete 15 hp Handledare: Hans Wessblad Examinator: Mikael Lundgren Syfte: Syftet med vår uppsats är att inventera på vilka sätt arbetsmiljön påverkas av medarbetarstyrning. Metod och teoretisk referensram: Studien är en fallstudie av en medarbetarstyrd organisation. Studien har en deduktiv ansats och har antagit en kvalitativ forskningsstrategi då syftet varit att få en djupare förståelse för hur respondenterna upplever sin arbetsmiljö. Studiens datainsamlingsmetod består av primärdata i form av tio semistrukturerade intervjuer. Studiens teoretiska referensram utgår från Krav- Kontroll-Stödmodellen. Slutsats: Vi har kommit fram till att medarbetarstyrning innebär höga krav på delaktighet, engagemang och beslutsfattande. Vår studie har visat att den höga kontrollen som råder i den medarbetarstyrda organisationen kan upplevas som ett krav. Medarbetarstyrning ställer även krav på individen att finnas tillgänglig för att ge stöd åt sina kollegor och individen förväntas att själv be om stöd vid behov. Vi har därmed kunnat konstatera att det sociala stödet är avgörande för att kunna hantera de höga krav och den höga kontroll som råder inom den medarbetarstyrda organisationen. Nyckelord: Medarbetarstyrning, Självstyrande team, Arbetsmiljö, Krav-Kontroll- Stödmodellen.
Abstract Title: “Only narcissists and dictators dislike decentralized organizations”- A case study of working environment in an employee controlled organization Authors: Madeleine Brolin, Mattias Vall and Sandra Permerud Institution: School of Business and Economics at Linnaeus University Course: Business Administration III - Organization, bachelor thesis, 15 credit Supervisor: Hans Wessblad Examiner: Mikael Lundgren Purpose: The purpose of our candidate essay is to investigate in what ways working environment is affected by employee controlled organisations. Method: This is a case study of an employee controlled organization. The study has a deductive approach and has assumed a qualitative research strategy with the purpose of achieving a deeper understanding of how respondents perceive their working environment. The primary data has been collected through ten semi structured interviews. The theoretical framework derives from the job demand-control-support model. Conclusion: An employee controlled organization amount to high demands of participation, commitment and decision making. Our study has shown that high levels of control that prevails in an employee controlled organisation can be perceived as demands. An employee controlled organization also postulates that individuals is available to and support colleagues, it is also expected of individuals to ask for help when needed. Accordingly we find that the social support is crucial to be able to handle the high demands and high control of an employee controlled organization. Keywords: Self-managed work teams, Work environment, Demand-Control-Social support model

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36

Forsberg, Dan. "Medarbetarenssyn på ett hälsofrämjandeledarskap : en kvantitativ studie inom en privat organisation". Thesis, Örebro University, School of Humanities, Education and Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-5428.

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37

Bigi, Maëlezig. "Reconnaissance et organisation du travail : perspectives françaises et européennes". Electronic Thesis or Diss., Paris, CNAM, 2016. http://www.theses.fr/2016CNAM1056.

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À partir des années 1990 la reconnaissance est de plus en plus souvent un mot d’ordre des mobilisations de groupes professionnels. Aujourd’hui, les sociologues du travail s’approprient de nouveau cette notion aux origines ambivalentes, après les travaux de R. Sainsaulieu et de P. Bernoux de la fin des années 1980. Les entretiens menés auprès de salariés en France montrent que les attentes de reconnaissance se déploient en quatre registres, l’activité, les relations, la récompense et la personne. Le découpage de l’activité et l’intensification du travail empêchent l’exercice de soi et le sentiment d’utilité dans l’activité, dans un contexte où la crainte de la précarité confine le plus souvent les plaintes au niveau individuel. Une comparaison entre des ingénieurs en France et en Finlande fait ressortir la mesure du temps de travail comme condition de la reconnaissance de la contribution et de la vie hors travail. Les analyses menées sur l’Enquête européenne sur les conditions de travail 2010 confirment la structure des attentes de reconnaissance pour les salariés du secteur privé en France bien que celle-ci varie dans le reste de l’Europe. Enfin, un modèle de médiation- modération souligne le rôle déterminant de la reconnaissance dans la construction de la santé au travail, notamment lorsqu’une plus grande implication est attendue des salariés
Since the 1990’s, recognition has taken on greater importance as a watchword for mobilization by occupatio- nal groups. Nowadays, Labour sociologists have again appropriated this notion that has ambivalent origins, after R. Sainsaulieu and P. Bernoux’s works from the late 1980’s. Interviews carried out with employees from different firms in France show that recognition expectations open out into four categories, activity, relation- ships, reward and the person. The cutting up of activity and work intensification prevent the deployment of self-hood as well as the feeling of usefulness in a context where the lack of job security tends to limit complaints to the individual level. A comparison between engineers in France and in Finland emphasize working time measurement as a necessary condition for one’s contribution as well as time off work to be recognised. Factor analysis using the data of the European Working Conditions Survey 2010 confirm the structure of recognition expectations for French employees from the private sector, whereas it differs in the other European countries. Finally, the elaboration of a mediation-moderation model provides results that underline the key role of recognition in the building of health at work, notably when a greater involvement is expected from employees

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McHugh, Marie Louise. "Competitive pressure, employee well being and the healthy organisation : synthesizing diverse concepts". Thesis, University of Ulster, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267762.

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39

Trygg, Kristina. "Arbetets geografi : Kunskapsarbetets organisation och utförande i tidrummet". Doctoral thesis, Stockholms universitet, Kulturgeografiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-100797.

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This is a thesis about knowledge-intensive work and the organizational con-texts of such work. The specific objective is to analyze the geography of work. The geography of work may diverge from the geography of employ-ment when paid work is undertaken at the premises of client organizations, during commuting, on business trips, in external meetings, at home or in other places. The focus is on work practice and the perspective of everyday life. The study examines where knowledge workers are located and where knowledge work occurs. It is about what knowledge workers actually do. The everyday perspective is about the relationship between paid work and unpaid work. To understand the organization of knowledge-intensive work in a time–space context, different possibilities and constraints must be taken into con-sideration. This thesis has a time–geographical approach. The case study examines knowledge-intensive organizations located in central Stockholm. The organizations are in PR/communications, management consultancy, and research and development sectors. Both private and public sector organiza-tions are considered. The empirical study combines interviews, time diaries and questionnaires. The NVivo software program is employed to analyze the interview data. The main conclusion from the thesis is that in order to under-stand knowledge-intensive work, different factors such as relations, attitudes and norms need to be considered. These factors affect the organization of work, which in turn is affected by the choices, possibilities, constraints, ex-pectations and negotiations of different actors (i.e. employees, employers, family, clients and colleagues). The working time of the knowledge workers investigated in this study is mainly spent at the office of their employers. Social interaction with col-leagues and clients is an important part of their work. Work routines involve many meetings, both face-to-face and virtual. Face-to-face interactions play a crucial role in shaping the geography of work; teamwork is important. The knowledge workers in this study are “working long hours,” and the norm is to work more than what have been expected.

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40

Bosman, Jacqueline. "Job insecurity and wellness of employees in a government organisation / by Jacqueline Bosman". Thesis, North-West University, 2005. http://hdl.handle.net/10394/2360.

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41

Hughes, Roslyn Denise, e res cand@acu edu au. "Transforming Professions: a case study of social work in the Australian Defence Organisation". Australian Catholic University. School of Social Work, 2006. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp123.102006.

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The research investigated the impact of cultural change on the professional identity and practices of social workers in the Australian Defence Organisation (ADO). The researcher sought to understand both the nature and impact of change. The literature was reviewed with regard to the research and understanding of the concept of profession. The review highlighted the ideological nature of profession and the way in which the dominant culture impacts on professionals’ understanding of their identity and practice. The culture impacts on the development of the professionals’ relationship with clients, professional values and practices, practice boundaries, autonomy and status, accountability and knowledge and skills. The analysis of the literature illustrated that professionalism reflected the cultural impact of industrial capitalism while the emerging new professionalism reflected the impact of late capitalism. The research was undertaken from 1995 to 2004, a time of significant reform and change in Australia. The changes were reflected in changing relationships in the political economy and subsequent government and societal reforms. The cultural hegemony or dominant discourse changed from industrial capitalism to late capitalism and this change challenges professional identity and practice. The thesis argues that, an analysis of the case of ADO social work, particularly ADO social workers’understanding of their identity and practice demonstrates the impact of professionalism from 1957 to the mid-1980s. From the mid-1980s to 1996, it is further argued, it is possible to discern the impact of new professionalism as ADO social workers pursued their identity and understanding of practice in terms of the cultural reforms, that is, the emerging new professionalism. The thesis identifies six areas in which both professionalism and new professionalism impact on professionals, their identity and practice together with six features of both professionalism and new professionalism. These features are reflected in the professional projects. A case study of ADO social work was undertaken. The case study was constructed so that it satisfied the tenets of the qualitative method: describing, understanding and explaining. The case data was analysed in terms of the framework established. This framework identified six features of professionalism and new professionalism. Documentary data was analysed, that is, the public statements, reports and evidence given by ADO social workers, which articulated their understanding of their professional identity and practice. The case study confirmed the impact of professionalism on ADO social workers’ identity and practice. However, the data did not demonstrate that ADO social workers pursued their professional project in terms of the emerging new professionalism. Three explanations are suggested as to why ADO social workers resist cultural change and continue to pursue professionalism. The first reason is the finding that the profession of arms, the dominant profession in the organisation, resisted many of the reforms. This enabled ADO social workers to continue to understand their professional identity and practice in terms of professionalism. A second reason is ADO social workers’ focus on the organisational restructuring of ADO social work services, a project pursued by many ADO social workers from 1973. The organisational restructuring is understood to be part of ADO social workers’ professionalisation project in terms of professionalism. A third reason is that ADO social workers view the changing culture as a significant threat to their understanding of their professional identity and practice. Bureaucracy, hierarchy, the state, service, tradition, monopoly, institutions, authority, supervising were giving way to market, flexibility, outcomes, performance, competition, teams, entrepreneurialism and choice. Along with many professional colleagues ADO social workers view the changes as the ‘deprofessionalisation’ of professionals in the ADO. The thesis argues that new professionalism will increasingly impact on the identity and practice of ADO social workers as members of a socially constructed occupation. Attempts by ADO social workers to continue to develop and maintain a professional identity and practice in terms of professionalism will mean that social workers will become irrelevant to the needs of the ADO and its Members and families. Professionalism is no longer part of the hegemony of the dominant culture. The thesis argues that the future for ADO social work lies in the pursuit of a critical professional project in terms of the emerging new professionalism, understanding that new professionalism like professionalism ‘masks’ the oppressive nature of the capitalist project.

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42

Church, Stephanie Louise. "The social organisation of sex work : implications for female prostitutes' health and safety". Thesis, University of Glasgow, 2003. http://theses.gla.ac.uk/1179/.

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Introduction: Existing literature focuses on the risks that prostitutes pose to society rather than the occupational risks they face. Most of this work has been conducted with women who work on the streets, although estimates suggest that indoor prostitution (saunas and private flats) in particular is a growing area of commercial sex. This thesis aims to examine the social and economic organisation of commercial sex work in the UK across the three settings of street, sauna and private flats, paying particular attention to the health and safety implications for the women involved. Results: Women in the study reported high levels of social disadvantage that influenced their entry into prostitution; almost half were first paid for sex before they were eighteen and a minority were first forced into prostitution. The working conditions and routines of the three workplaces are described, focusing on the key social and structural features of the workplace, women’s autonomy and working rules, along with their potential impact upon general health, work related stress and safety. Few differences were found in the sexual and reproductive health of women working in different settings. However, as a group, prostitutes had far poorer sexual and reproductive health than non-prostitute women. High levels of violence were reported across the study, mainly from clients, but also pimps and other women. This was patterned by workplace, with street workers significantly more likely to experience violence than either sauna or flat workers. Conclusion: Prostitutes do not represent a threat to the health and safety of their clients; rather, data from this study suggest that the reverse is true. Prostitute health (e.g. sexual and reproductive health, drug use) is poorer than that of non-prostitute women in the UK, and as such, prostitutes represent a group with specialist health and welfare needs. The illegality, stigma and organisation of prostitution further impede women’s health and safety. The findings of this study can be used to tailor health services for prostitutes, as well as inform policy and future research

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43

Dodgson, Mark. "Work organisation and skills in small engineering firms using CNC in machine tools". Thesis, Imperial College London, 1985. http://hdl.handle.net/10044/1/37675.

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44

Hughes, Roslyn Denise. "Transforming professions: A case study of social work in the Australian Defence Organisation". Thesis, Australian Catholic University, 2006. https://acuresearchbank.acu.edu.au/download/e08df14c0ce08b71f5b33efab41886ea3a79ae1ec1cac260f0e6af1203483ff7/823462/64923_downloaded_stream_148.pdf.

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The research investigated the impact of cultural change on the professional identity and practices of social workers in the Australian Defence Organisation (ADO). The researcher sought to understand both the nature and impact of change.

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45

Booysen, Illana L. "Work family conflict amongst females in a service organisation in the Western Cape". Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/4354.

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Magister Commercii - MCom
In recent years, there has been a proliferation in research on work-family conflict which has become more prevalent in recent years due to the economic climate in which increasingly large numbers of women are entering or returning to the labour market. Finding equilibrium in work and family arenas has also become more important to South African employees. Traditional gender roles have evolved and the role of females as homemakers is no longer the norm. However, an alternative set of social standards have not yet been established as a substitute to new patterns of work and family life. As a result, it is important to focus on concerns relating to female experiences in the workplace to try and overcome the effects of work-family conflict on females.Job stress and role stress have increased dramatically in work and family life, as more women attempt to balance responsibilities at home whilst simultaneously trying to overcome challenges faced with at the office. Typically role ambiguity, role overload and role interference arises and ultimately produces two forms of conflict: time-based conflict and strain-based conflict. Self-efficacy and implementing coping strategies are means to overcome this.The objective of this study was to explore and add to existing research done on work-family conflict amongst females in the workplace. More specifically the study is to determine whether relationships exist between the variables: job stress, role stress, role overload, inter-role conflict, spousal support, coping behaviours; job, family and life satisfaction, emotional exhaustion; the nature of the relationships and the causal impacts between these variables.Two hundred questionnaires were administered and 150 were returned to women employed in a service oriented organisation in the Western Cape.The statistical package for social sciences (SPSS) was utilized to analyze and present data in this research with frequency tables and graphical illustrations to provide information on key demographic variables in this study. The results reveal that there are statistically significant relationships amongst work overload and work-family conflict (WFC). There was also a significant relationship between parental overload and WFC. Moreover, the strongest relationship emerged between WFC and family-to-work conflict (FWC). Females experiencing WFC showed a tendency to rely on problem-focused coping strategies. In addition, there was an inverse relationship between job satisfaction and WFC. There was a significant difference in WFC based on age, tenure, number of children, income and tenure. There was no significant difference in WFC on the basis of marital status. There were statistically significant differences in FWC based on some of the biographical characteristics of the respondents. There was a significant difference in FWC based on age, tenure, income and occupation.Approximately 35% of the variance in WFC can be explained by age, education, income, work overload, parental overload and spousal support. These variables account for 33.53% of the variance in WFC, and suggest that other unexplored variables could explain the variance in WFC levels experienced by respondents. Approximately 38% of the variance in role stressors can be attributed to age, education, income, work overload, parental overload and spousal support in relation to FWC. The results which emanated from the current study assist in furthering an understanding of WFC and FWC. Individual and organisational implications are discussed and recommendations are made to further enhance this study with additional research into this area being warranted.

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46

Batterham, Linley. "A History of Union Organisation of Laundry Work in Western Australia 1912 - 1975". Thesis, Batterham, Linley (1998) A History of Union Organisation of Laundry Work in Western Australia 1912 - 1975. Masters by Research thesis, Murdoch University, 1998. https://researchrepository.murdoch.edu.au/id/eprint/44638/.

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The laundry industry in Western Australia has divided into two major sectors: the private commercial and the government hospital laundries. This labour intensive service industry has relied on a labour market structured to provide a workforce of women to satisfy its demand for cheap labour. The many analyses of workplace practices place strong emphasis on both the broad gender division of labour and gender segregation on the factory floor. This thesis does not dispute the realities of these forces which place women in jobs deemed unskilled and unworthy. The introduction of new technologies further deskilled and divided the female workforce in all laundries. Unity of action to improve their conditions and wages was difficult. External forces provided the impetus. Unions as key institutions of organised labour have been the vehicle for reform. Many studies state that the very essence of unionism, its maleness, has been reflected in the failure of the union movement to assist women. This thesis supports that conclusion but also argues that the success of unionism for laundry workers was restricted by the structure of the industry. Private sector managements' willingness to consider reform was determined by competition. This limitation did not arise in the government sector where managements accepted greater responsibility towards workers. An analysis of the work of the Metropolitan Laundry Employees' Union and the Hospital Employees' Union over the sixty three year period of this study shows that the success of the unionisation of the laundry workers depended primarily on the structure of the industry as well as the nature of the work, the role of technology and the quality of union leadership. Underlying all these factors was society's fundamental assumption that laundry work was women's work.

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47

Ribbershed, Håkan. "Dokumenthantering i en kommunal organisation". Thesis, Blekinge Tekniska Högskola, Institutionen för arbetsvetenskap och medieteknik, 2001. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-3349.

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Examensarbetet berör frågor kring arkivering och dokumenthantering på stads-byggnadsförvaltningen i Trollhättans kommun. Problem som kommunen har är dagslägets hantering av digitala filer.
Se mailadressen

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48

Amuenje, Florentia. "The impact of diversity training on employee attitudes and behaviour with regard to diversity in work organisations: an analysis of a diversity-training programme in a Namibian work organisation". Thesis, Rhodes University, 2003. http://hdl.handle.net/10962/d1002433.

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Diversity training programmes are formal efforts to prepare the workforce to work with individuals from different cultural backgrounds and to improve organisational effectiveness. Although many studies have described diversity training programmes in the workplace, only a few have been evaluated to assess their effectiveness and impact on job outcomes. This thesis describes a study that assessed the impact of a diversity management-training programme on employee attitudes and behaviour towards diversity in a manufacturing company in Namibia. Kirkpatrick’s (1959) four-level model, which examines the trainees’ reactions to the training, the learning acquired, the behaviour change and improvement in organisational results, was used to measure the impact of the training programme. Data was collected through pre-and post-assessment semi-structured individual interviews and a focus group was conducted two months after the training. Data analysis indicates that the first two levels of the evaluation model showed an impact. The participants had positive reactions towards the course and said that they had learnt from the course. The data also showed that the training did not have any impact on the behaviour of the participants and on organisational outcomes. The research also revealed that lack of improved productivity and organisational results might have been influenced by unrealistic expectations, past political conditions, job insecurity and unemployment and the training context. Some recommendations for both the diversity training programme administrators as well as the management of the company are made.

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49

Akter, Kohinur. "Impacts of work-life programs on organisational outcomes". Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/134080/1/Kohinur_Akter_Thesis.pdf.

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This study investigates the impact of work-life programs (WLPs) on organisational outcomes namely perceived organisational performance, corporate social responsibility performance and financial performance. It also explores the moderating effects of contextual factors: human resource systems, organisation size and industry type. Through the lenses of stakeholder theory, strategic human resource management theory and contingency theory and using quantitative research methods, this study unleashes contextual factors that impact the outcomes of WLPs. The findings provide significant insights into the impact of WLPs and such understanding is imperative for policymakers and practitioners.

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50

Ross-Smith, Anne. "Women who manage women's experience as managers in contemporary Australian organisations : implications for the discourse of management and organisation(s) /". Phd thesis, Australia : Macquarie University, 1999. http://hdl.handle.net/1959.14/26116.

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Thesis (PhD)--Macquarie University, Graduate School of Management, 1999.
Bibliography: leaves 353-372.
Introduction and thesis overview -- A clarification of how common terms and key concepts within managerial and organisational discourse are interpreted within the thesis -- Theoretical and philosophical concerns: gender and the discourse of management and organisation(s) -- Contextualising the research: an overview of social, political, economic/business organisational conditions in contemporary Australia and review of literature germane to the empirical research studies -- Research methodology, judgement criteria and framework for analysis and representation -- Women managers: day to day managerial work and behaviour: ethnographic/participant observation studies -- Women's perceptions of their experience as managers: the interview studies -- Conclusions and thesis summary.
This thesis investigates the managerial experience of senior women in contemporary Australian public and private sector organisations and explores the implications this investigation has in relation to the discourse of management and organisation(s). -- The thesis proposes that although women have gained a presence in the ranks of senior management in the last twenty years, they continue to remain marginal to the discourse of management and organisation(s). The reason for this, it is argued, is because of the preoccupation this discourse has with conceptions of rationality and masculinity. This proposition is elaborated in the thesis by tracing the philosophical and sociological interpretations of reason and rationality from ancient Greek philosophy to its embodiment in the contemporary discourse of management and organisation(s). -- Whether for biological, social or psychological reasons, it can be argued that men and women are 'different'. A further proposition, therefore, is that they will have a 'different' experience as managers. On the basis of this proposal, the thesis evaluates contemporary theories of gender and sexual difference, but stops short of defining 'difference' specifically with regard to women's experience as managers. Instead, it allows the empirical research to determine what it is that constitutes 'difference' in such a context. -- The empirical component of the thesis seeks to develop an understanding of how senior women managers in contemporary Australian organisations both experience and interpret their experience in management. This is achieved by the use of two different, but complementary studies. Using an ethnographic/participant observation case study approach, the first of these investigates the day to day managerial activities, over time, of two senior women managers, one from the private and one from the public sector. The second component of the empirical research involves as series of in depth interviews with forty senior women managers in Australian public and private sector organisations, together with a small number of interviews with their immediate superiors and subordinates, and observation, by the researcher, of their workplaces. The location of the empirical research in the late 20th century, some twenty years or so after women started to enter the ranks of management in Australia, allows for a reflection on women's progress in management in this country during this period. It also allows for contemporary social and organisational conditions in Australia to be a consideration in evaluating the research participant's managerial experience. The thesis, therefore, links the empirical research findings to Australian literature and research on women and management, current social trends in this country, characteristics of the Australian business culture, Australian managementand the Australian manager.
The research framework utilised in the thesis is informed by critical, feminist and postmodern approaches to organisational analysis. For this reason the Deetz (1994) schema, which defines organisational reserch from the perspective of four differing discursive spaces - dialog, critical, interpretive and normative is utilised to locate the research orientation of the empirical studies. This schema recognises that overlap between the four discursive spaces is possible and thus can accommodate insights from each of the above mentioned approaches, as well as areas of overlap between them. -- The principal research findings suggest, in summary, that women in senior management in Australia largely conform to the traditional (masculine) norms that are deeply embedded in the discourse of management and organisation(s) and in managerial practice, yet at the same time, they consider themselves to be 'different'. A feminist interpretation of Social Contract theory, together with a feminist analysis of Foucault's (1988) notion of an 'ethics' of the self and the link between this notion and non essentialist feminist theory are used in the discussion of the empirical research findings to construct an interpretation of 'difference' as it applies to women's managerial experience. -- The contribution to knowledge in the field of organisational analysis that the thesis seeks to make includes: adding new grounded empirical research whcih uses alternative approaches to organisational understanding; providing a comprehensive analysis of the philosophical and sociological underpinnings of the relationship between management, rationality and masculinity; providing a platform for future policy development and organisational practice, and adding a perspective on contemporary managerial practice and organisation conditions against which to gauge classical studies of managerial work and behaviour. -- Finally, the thesis can also be seen to provide additional insights into recent critiques of essentialist feminsit theory and the 'feminisation of management'/female advantage literature.
Mode of access: World Wide Web.
x, 376, [9] leaves

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