Kliknij ten link, aby zobaczyć inne rodzaje publikacji na ten temat: Organisation Behavior.
Rozprawy doktorskie na temat „Organisation Behavior”
Utwórz poprawne odniesienie w stylach APA, MLA, Chicago, Harvard i wielu innych
Sprawdź 50 najlepszych rozpraw doktorskich naukowych na temat „Organisation Behavior”.
Przycisk „Dodaj do bibliografii” jest dostępny obok każdej pracy w bibliografii. Użyj go – a my automatycznie utworzymy odniesienie bibliograficzne do wybranej pracy w stylu cytowania, którego potrzebujesz: APA, MLA, Harvard, Chicago, Vancouver itp.
Możesz również pobrać pełny tekst publikacji naukowej w formacie „.pdf” i przeczytać adnotację do pracy online, jeśli odpowiednie parametry są dostępne w metadanych.
Przeglądaj rozprawy doktorskie z różnych dziedzin i twórz odpowiednie bibliografie.
1
Küppers, Tanja. "Role of organisational culture when shaping a shared service organisation into a lean system". Thesis, University of Gloucestershire, 2016. http://eprints.glos.ac.uk/4431/.
Pełny tekst źródłaStreszczenie:
The importance of managing organisational culture for the sustainable implementation of lean systems in shared services is of increasing interest to researchers and practitioners. The current state of research demonstrates that companies have failed to establish a sustainable lean system with a virtuous continuous cycle of improvements. People and conflicting organisational cultures are conceived as the predominant reasons for lean failures. This study explains and explores the interdependencies of organisational culture and lean systems in captive shared services with regard to their potential of sustained performance and competitiveness. Hence, the research identifies the organisational cultural attributes and types that are addressed by a lean system, explores how culture management happened during a lean system implementation, and challenges the sustainability of the implemented lean system. So far, research has looked into the topics of organisational culture, shared service organisation, and lean system in isolation. This study is original as it synthesises all 3 topics. As this research places organisational culture influenced by leadership at the centre of its investigation, it critically applies not only Cameron and Quinn’s competing values framework (CVF), but also Martin’s 3 perspectives of culture as well as a synthesis of different relationship frameworks demonstrating the link between leadership, organisational culture, and organisational performance. This study is ground breaking as it critically looks at lean systems and their sustainability through the lens of organisational culture. Drawing on an in-depth case study conducted in a shared service organisation (SSO) of a global service company, this investigation applied a critical realist-based mixed-methods approach with a variety of primary data collection techniques. Different types of secondary data were used, also for the purpose of triangulation. A critical realist approach to thematic analysis was used to identify relevant stratified, institutional mechanisms. By applying a critical realist worldview, this research offers a multilevel understanding of the dynamics, contradictions and complexities when establishing a lean system. As a result, the study reveals that the implementation of lean systems in the service industry is not a linear approach as each instance and stage of culture management is unique. This multidimensional, culture-oriented interpretation, based upon pioneering empirical evidence from a global service company’s SSO, extends and deepens the understanding of the dynamic contradictions and complexity of lean system implementation that both constrain and enable organisational change. Key words: culture, shared services, lean, performance, leanness, lean sustainability, visual management, Competing Values Framework, leadership, mixed-methods, critical realism, culture management, continuous improvement.
2
Drummond, Geoffrey, i n/a. "Understanding organisation culture, leadership, conflict, and change". Swinburne University of Technology, 1996. http://adt.lib.swin.edu.au./public/adt-VSWT20060821.092317.
Pełny tekst źródłaStreszczenie:
While many studies have been carried out on organizational culture, leadership, conflict and change, mostly from an instrumentalist perspective, studies have left unanswered the question of how they are related. This thesis employs narrative theory and especially that of Ricoeur together with the social theory of Bourdieu. By considering organization culture (and its sub cultures) as being configured by multiple narratives; leaders as enacting or developing narratives; conflict as the attempt by one or more persons to impose their narratives on others as the correct interpretation of a given situation; and change as the adoption of new narratives it has been possible to impart new understandings to these concepts. Extensions are offered of the narrative theory of Ricoeur and the social theory of Bourdieu (which has strong implications for culture and the operation of power). They are then combined and applied to a narrative presentation of empirical data. This new or extended theory has powerful explanatory value with regard to the relationship between the chosen organisational aspects. Emphasis is given to the dynamic interplay which prevails between the individual (habitus) and the organisation (field).
3
Turner, Simon Phillip. "Social organisation and resource requirements of pigs housed in large groups". Thesis, University of Aberdeen, 2000. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=158508.
Pełny tekst źródłaStreszczenie:
The resource requirements and social behaviour of pigs housed in large groups were examined in a series of experiments. (i) The nipple drinker requirement was addressed by using four treatments (60 pigs, 3 drinkers; 20 pigs, 1 drinker; 60 pigs, 6 drinkers and 20 pigs, 2 drinkers). Drinker provision had no effect on water use, but in a larger group more water was used in less time (p<0.001). The diurnal pattern of drinking, overt aggression and lesion score indicated no difference between treatments. (ii) Pigs, housed on deep straw in groups of 20 or 80, were provided with a low (50 kg/m2) or high (32 kg/m2) floor space allowance. Large groups had a lower growth rate. Skin lesions were elevated and immune response was lowered by a low space allowance. (iii) Two feeder space allowances (32.5 and 42.5 mm/pig) for pigs housed in groups of 20 or 80 were investigated. Food intake was lower in the low feeder allowance treatments and pigs in large groups tended to have a reduced growth rate. (iv) Pigs from the same pen in an unfamiliar arena maintained a similar degree of proximity regardless of origin group size. (v) Pigs from groups of 80 demonstrated reduced aggressiveness (increased latency to fight, decreased rate of aggression) towards unacquainted pigs in an arena, but showed even less aggression towards pen mates. (vi) No evidence of spatial sub-division of the large group into smaller units capable of maintaining a dominance hierarchy was found. Resource provision and group size largely did not interact, but may independently compromise productivity and behaviour. A large group was associated with a reduction in performance. The dominance hierarchy was of less importance in large groups, despite recognition being intact, and sub-grouping behaviour did not provide an alternative strategy for group social organisation.
4
Hudson, Ken. "Designing a continuously creative organisation /". View thesis View thesis, 2001. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030328.140346/index.html.
Pełny tekst źródła
5
Routledge, Michael Henry Collis. "Organisation development: a formative evaluation of an OD intervention". Thesis, Rhodes University, 1999. http://hdl.handle.net/10962/d1002553.
Pełny tekst źródłaStreszczenie:
Rapid changes and increased competitiveness in business environments, together with greater demands by employees for improvements in the quality of their work lives, make it necessary for organisations to review their operating styles and functions. Many companies have found an answer in Organisation Development (OD) which focuses on ways in which people associated with organisations learn to diagnose and solve those problems which limit organisational effectiveness. The present study evaluates the progress of an OD intervention underway in an organisation in Zimbabwe. A formative evaluation is undertaken during an OD intervention. It is designed to assess the change effort's progress in such a way that steps can subsequently be taken to correct, modify or enhance such aspects of the intervention as may be determined by the evaluation. The study begins with a review of the company's original and revised Mission Statements as well as the present and last two sets of corporate three-year plans. These documents inform the construction of an interview guide. Individual interviews are then used to ascertain attitudes of respondents to the OD intervention and the changes it is bringing about. In addition the interviews are used to gauge the degree of commitment of respondents to the intervention. All the senior managers in the organisation are interviewed as well as the holding company's chief executive and the external consultant facilitating the intervention. The study records fundamental changes taking place in the attitudes of top managers and the first signs of an impact of these attitude changes on the formulation of company plans. Management styles and the culture of the organisation also show some change and influence on routine business operations. In addition there are early indications of an alteration of behaviour at other levels in the organisation. Business outcomes are improving and it is proposed that the benefits are due to fortuitous market developments assisted to an extent by the culture and attitude changes brought about by the OD intervention.
6
Runnberg, Andreas. "Consumer Benefit and Anti-trust : A Studie on Microsoft’s Anticompetitive Behavior". Thesis, Jönköping University, JIBS, Economics, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-905.
Pełny tekst źródłaStreszczenie:
Denna uppsatts ämnar ge bättre förståelse för företagsstrategier som kan, och har blivit be-visade, strida mot konkurrenslagarna i USA samt Europa. Konkurrenslagarna har skapats för att upprätthålla perfekt konkurrens på marknaden. Konsumentnytta står ofta i fokus när vi ska definiera den perfekta marknadsplatsen. Vi kommer att se hur perfekt konkur-rens är skapad och sedan krossat med fusioner, kombinationsförsäljning och försök att bygga monopolistiskt övertag. För att vinna marknadsandelar och differentiera från kon-kurrenter på marknaden använder sig företag av olika strategier. Här kommer vi att se kvantitetsättade strategier samt produktbindande strategier.
Denna studie fokuserar på Microsoft fallet där vi får följa företaget genom rättsprocesserna i USA och Europadomstolen, där företaget har använt sig av tekniska inställningar för att tvinga konsumenter fortsätta använda deras produkter. Microsoft har större delen av marknaden för persondatorer och har bevisligen utnyttjat sin monopolistiska position på marknaden för att exkludera konkurrenter från marknaden. Många ekonomer har påstått att Shermanakten är tillräckligt utförlig för att döma alla konkurrensfall, medan andra påstår att man inte kan applicera konkurrenslagarna vid Microsoft fallet då nätverkseffekter skapar en odefinierbar marknad.
Utmaningen visar sig vara att jämföra värdet och standardiseringsfördelarna med skadan mot marknadskonkurrenter. De nuvarande konkurrenslagarna förutsätter, i de flesta avse-enden, att det är fler än en aktör som tillsammans agerar för att bestämma prissättningen på marknaden. Det har därför varit svårt att se hur Microsoft skulle kunna bryta mot dessa la-gar som en ensam aktör. Konkurrenslagarna är skapade för kunders nytta, och det finns inga bevis att Microsoft hämmar detta, tvärtom har Microsoft bara främjat konsumentnyt-tan.
7
Hudson, Ken. "Designing a continuously creative organisation". Thesis, View thesis View thesis, 2001. http://handle.uws.edu.au:8081/1959.7/601.
Pełny tekst źródłaStreszczenie:
This research confirms that organisational creativity is of growing interest to leaders due to an an anticipated move into the information age, and the growth of the new economy. For some leaders it also represents a new post-cost-cutting strategy to ensure organisational growth and sustainability. The research used a grounded theory approach and consisted of in-depth interviews with leaders from both the profit and non-profit sectors and included 3 case studies -- the Four Corners unit at the ABC, the advertising industry and 3M. The research also includes two comparison studies, between a range of profit and non-profit organisations, most of which are renowned for creativity. The core question attempted to be answered was how can organisations become more creative.
8
Gethin-Jones, Rachel. "The impact of employee perceptions and organisation-related employee attributes on employee outcomes after restructuring /". St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17814.pdf.
Pełny tekst źródła
9
Kranz, Olaf. "Interaktion und Organisationsberatung : interaktionstheoretische Beiträge zu Profession, Organisation und Beratung /". Wiesbaden : VS, Verlag für Sozialwissenschaften, 2009. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=017003884&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
Pełny tekst źródłaStreszczenie:
Originally presented as the author's Thesis (doctoral--Halle/Wittenberg) under the title: Interaktionstheoretische Organisationssoziologie und soziologische Organisationsberatung : das Professionalisierungsdefizit der Organisationsberatung und die Professionalisierungschancen der Soziologie, 2008.Includes bibliographical references (p. [417]-441).
10
Milne, Claire. "Employees' experience of job satisfaction within a successful organisation". Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1007639.
Pełny tekst źródłaStreszczenie:
In the present organisational climate characterised by intense competition, the success of an organisation is increasingly dependent on its employees' expertise and knowledge (Carrel, Elbert, Hatfield, Grobler, Marx & Van der Schyf, 1997). Employees need to be motivated to contribute to the organisation's goals, for their knowledge and expertise to benefit an organisation (Lawler III, 1994). Organisations need to foster a situation in which employees have a positive attitude towards work and are able to benefit personally through directing their effort towards organisational goals. (Robbins, 2000) This study focuses on an organisation that has managed to link job satisfaction with organisational gain, and explores the link between these two subjects. A case study of a South African mining operation is reported on, and examined in-depth. The mine, a successful operation in terms of productivity, is recognised by its holding company as exemplary and is competing with the best base metal producers in the world. The research was conducted in two stages. The first stage consisted of 20 semi-structured individual interviews. Ten employees were selected from both the lower employee-levels and the higher employee-levels. The individual interviews focused on the experience of working at the mine with particular reference to interpersonal dynamics, job satisfaction, leadership style, and reward systems. During the second stage of the research, focus groups were conducted with two groups of seven employees each, one group from the lower-levels and one from the higher-levels. The focus groups aimed at obtaining a deeper understanding of the issues that emerged from the individual interviews. Grounded theory analysis was used during both the first, and second phase of the study. The results indicated that the mine's employees experience a high level fulfilment of higher-order needs, and that this experience is a reaction to the mine's performance enhancing culture. It is further shown that the same factors that create job satisfaction, when applied in excess, or in certain circumstances may lead to dissatisfaction within the same context.
11
Kumar, Vijay. "Organisation culture : definition, values, change and participation in two shires /". View thesis, 2000. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20031121.113358/index.html.
Pełny tekst źródłaStreszczenie:
Thesis (M. Comm.) (Hons.) -- University of Western Sydney, Macarthur, 2000.A thesis presented to the University of Western Sydney, Macarthur, in partial fulfilment of the requirements for the degree of Masters in Commerce (Honours), December, 2000. Bibliography : leaves 154-160.
12
Byrne, Alan. "What causes an organisation to be what it is and to become what it could be: A philosophical expedition". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2006. https://ro.ecu.edu.au/theses/55.
Pełny tekst źródłaStreszczenie:
This work represents the evolution of a thesis asking the question what causes an organisation to be what it is and to become what it could be. The author ' s thought development is integral to the project and is highlighted throughout. Conversation and relationship become privileged as the transformative cause of change; of being. This study faithfully reproduces how a thesis actually happens, with all the inherent uncertainty and messiness. The life experiences of the author are brought to bear in this autoethnographic study of the business world.
13
Melville, Ruth. "The logic of evaluation in the arts : exploring artists' responses to measurement within a publicly funded arts organisation". Thesis, University of Essex, 2017. http://repository.essex.ac.uk/22408/.
Pełny tekst źródłaStreszczenie:
Measurement and evaluation in the publicly funded arts sector is a contested area. On the one hand measurement is constantly demanded by funders to justify the value of art projects, on the other hand, there is a lack of consensus on how it should be done and whether effective evaluation is even possible in the arts. In this context, there is widespread resistance to practices of evaluation within the sector. Previous Cultural Policy research has focussed on what cultural value is, and whether it is desirable, or even possible, to measure value at all in the arts. In contrast, there is relatively little research into the experience of those at the heart of the measurement: the arts practitioners working in settings where evaluation is required and how evaluation regimes affect their practices. There is a similar lack of research into the role of the organisation as an intermediary within the interpretation of value and measurement. Using a longitudinal, ethnographic case study research, the thesis examines how artists and other workers in a cultural organization, respond to expectations of evaluation and shape their practices as a result of those expectations. The thesis adapts the institutional logics perspective frame, creating a sector specific frame to explore how logics of the family, state, corporation, community, religion, profession and market all operate within evaluation. Seen through this lens, the artists’ responses to evaluation are shown to be a response to intersecting and clashing logics. This approach gives a richer understanding of artists’ responses, and also offers a new frame for considering other challenges within the sector. Using this understanding, I develop an alternative approach to arts evaluation, based on evaluation as a practice, not an output, and taking into account the multiple logics in action and arising from artists’ own valuation practices.
14
Singh, Randhir. "Employment status as a driver of absenteeism and customer satisfaction in a retail organisation". Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/2093.
Pełny tekst źródłaStreszczenie:
Thesis (DTech (Marketing))--Cape Peninsula University of Technology, 2012.Secondary data sourced from the Kronos Time Keeping system and Human Resources department indicate that absenteeism amongst Pick n Pay employees are constantly increasing and it seems that management has adopted a laissez-faire attitude in response to rectifying absenteeism. This study has endeavoured to establish if staff absenteeism is rife in supermarkets, which employment status has higher absenteeism figures and does it affect customer services. The objectives of this study were to answer and find solutions to the research question and the multiple questions arising from the research problem: do the supermarket employees understand the impact of absenteeism to the organisation? Is management aware of the causes of high employee absenteeism? Do management have solutions to reduce the absenteeism rate? Do management know which employee status has higher absenteeism figures? What procedures can be adopted to reduce absenteeism? The overall effect of any solution should focus on creating a more absent free and customer orientated organisation. The empirical investigation was carried out through quantitative as well as qualitative research methodology. Absenteeism statistics were collected from the five participating supermarkets in the Western Cape human resources departments and were made available to the researcher as secondary data. Four different data collection methodology were used to conduct the enquiries in the five participating supermarkets.
15
Binney, Derek James. "Time to adopt knowledge management applications influences that affect individual decisions within a large information technology services organisation /". Phd thesis, Australia : Macquarie University, 2005. http://hdl.handle.net/1959.14/84346.
Pełny tekst źródłaStreszczenie:
Thesis (PhD)--Macquarie University, Macquarie Graduate School of Management, 2005.Bibliography: p. 241-260.
Introduction -- Literature review -- Development of the KM Spectrum -- Research design and method -- Results -- Discussion of results -- Conclusions and implications.
There is growing consensus in business research and practice that knowledge is increasingly the driver of competitive advantage. This thesis focuses on one aspect of the issue by identifying factors that affect the adoption of Knowledge Management (KM) applications by individuals in an IT Services organisation. The study considers the adoption decision by individuals once senior management have decided to invest in IT enabled KM applications (KMA) and KM systems (KMS). -- In the thesis, a framework, the KM Spectrum, is developed that differentiates between the varying characteristics of KMAs and frames the research. The thesis identifies 32 potential success factors for KM adoption proposed in the reviewed literature. These factors are related to the disciplines of organisational science, diffusion theory and adoption models. -- The methods used in the research: secondary data study, interviews and the electronic survey, combined with the representativeness of the survey sample, triangulate to provide confidence in the empirical understanding of the factors that influenced the adoption of KM within the specific knowledge-based organisation. -- In developing the theoretically-informed view of the factors that affect individual adoption of KMAs the research concludes that studying KM adoption at an individual level and across multiple KMAs identifies influences on adoption masked by adoption research conducted at a KM system and/or organisational level. By studying KM adoption at an individual level this thesis finds that the adoption by individuals of KMAs is primarily a diffusion phenomenon and that the factors that influence KMA adoption vary with the type of KMA being adopted. The empirically identified factors that affect adoption at an individual level build to a staged model of KM adoption, called the enhanced KM adoption (EKMA) model. The EKMA model represents four phases of KM adoption and differential influences that apply across the adoption lifecycle. Additionally, the study provides some indications of further research topics and proposes a checklist to assist practitioners with the deployment of KMAs and KM systems.
Mode of access: World Wide Web.
xx, 330 p. ill
16
Vlok, Daniël. "An assessment of the knowledge processing environment in an organisation : a case study". Thesis, Rhodes University, 2004. http://hdl.handle.net/10962/d1003806.
Pełny tekst źródłaStreszczenie:
Knowledge Management is associated with organisational initiatives in response to the demands of a knowledge-based economy in which the potential value of knowledge as a source for competitive advantage is recognised. However, the lack of a common understanding about knowledge itself, its characteristics and how it is constructed has led to diverse approaches about how to "manage" it. This study presents a critical overview of traditional and contemporary KM approaches. The main focus of this study was to discover and apply a suitable methodology for assessing an organisation's knowledge processing environment. This includes an analysis of the current practices and behaviours of people within the organisation relating to the creation of new knowledge and integrating such knowledge into day-to-day work. It also includes inferring from the above practices those policies and programmes that affect knowledge outcomes. This research makes extensive use of the Knowledge Life Cycle (KLC) framework and the Policy Synchronisation Method (PSM) developed by advocates of the New Knowledge Management movement. A case study approach was followed using a range of data collection methods, which included personal interviews, a social network survey and focus group discussions. The selected case is the small IT department at the East London campus of Rhodes University. Evidence from the case suggests that the knowledge processing environment within the IT department is unhealthy. The current knowledge processing practices and behaviours are undesirable and not geared towards the creation of new knowledge and the integration of such knowledge within the business processes of the IT department. There is little evidence of individual and organisational learning occurring and the problem solving process itself is severely hampered by dysfunctional knowledge practices. The study concludes that the above state of affairs is a reflection of the quality and appropriateness of policies and programmes in the extended organisation. Equally, the local definition of rules, procedures and the execution thereof at a business unit level is mostly lacking. The study illustrates that a systematic assessment of the knowledge processing environment provides the organisation with a sound baseline from where knowledge-based interventions can be launched.
17
Ghorban, Maryam. "Människa – Teknik – Organisation ur ett utredningsperspektiv : En intervjustudie av medarbetare vid Statens haverikommission". Thesis, Högskolan Väst, Avd för psykologi och organisationsstudier, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-6256.
Pełny tekst źródłaStreszczenie:
Human - Technology - Organization (HTO) is a well-established, general unifying concept in the Swedish Accident Investigation Authority (SHK) that represents an approach, knowledge and use of various tools regarding interactions between people, technology and organizational factors. The HTO-perspective is well described in literature but there are few studies on how SHKs staff experiences working according to this method in their investigations. The aim of this study was therefore to describe their HTO-perspective, examine how it is used in the investigations at SHK and describe the investigators experience of working with the HTO-perspective as well as the method's usefulness compared to old methods in accident investigations. A literature study has been conducted in the areas of HTO, Theory of planned behavior (TPB) and safety culture. TPB and safety culture are described in this paper since they highlight the different aspects of a HTO-perspective. The hypothesis was answered by using semi-structured interviews. The interviews were analyzed by a content analysis and themes were identified. Furthermore the material from the interviews was subsequently structured through a Strength – Weakness – Opportunities – Threats analysis (SWOT), i.e. the informants' view on the HTO-perspective was structured based on the strengths, weaknesses, opportunities and threats SHKs staff experience that the method has in the investigative work. The informants consisted of two investigators at SHK who 3have worked with accident investigations for a long time in various roles. The results yielded that the investigators had a positive attitude towards conducting investigations according to the HTO-perspective because they feel that this perspective provides them with cross-competence. A flaw is though that the perspective lacks a structured approach. As a result of this, the investigators own experiences and expertise play a major role in the quality of the investigation. As the study's aim is met and the informants are considered to be experts the validity requirements are also fulfilled.
18
Buckley, Patricia Louise, i pbuckley@swin edu au. "'A sense of place' : the role of the building in the organisation culture of nursing homes". Swinburne University of Technology, 2000. http://adt.lib.swin.edu.au./public/adt-VSWT20060317.114711.
Pełny tekst źródłaStreszczenie:
This study attempted to identifj and explore the role the building plays in the
organisation culture of nursing homes. To do this a research plan was formulated in
which the central plank was a case-study of a seventy-five bed high care nursing home.
As part of the case-study, interviews were conducted at the nursing home with ten
members of staff, two residents and a daughter of a resident. The study was also
informed by interviews with two architects, who specialise in the design of nursing
homes and aged care facilities. A theoretical model entitled the 'Conceptual
Framework' was developed prior to the case-study. It was tested by applying it to
findings related to the physical context and the organisation culture of the case-study
venue. The hypothesis that the building does influence the culture of the nursing home
environment was explored by studying the manner in which the building influenced the
lives of those who work in the nursing home and those who live there. This challenge
was met with the use of theoretical contributions from organisation theory and psychodynamics,
which together provided a vehicle for analysis of the culture and the
building's role in it.
19
Stiglingh, Etienne Jacques. "The utilisation of an organisational value profile and evolution to excellence framework as elements in creating a high performance organisation in the new economy : an investigation into Absa Life". Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/8584.
Pełny tekst źródłaStreszczenie:
Thesis (MBA)--University of Stellenbosch, 2010.The world is constantly changing, creating a new environment and challenging businesses, societies and countries with unpredictable and volatile economic currents on a global scale. The new economy is the big second wave of change that will stay with us for the next century. People and organisations that want to participate in the new economy have to adapt to the new rules of the game or become extinct. Speed, agility, reliability, knowledge and networking globally are some of the skills necessary to survive, in this changed world. Values and strategy execution are critical elements in the quest to become a high-performing organisation in the new economy. Strategy in organisations is the creation of a unique and valuable position, involving a different set of activities. Whilst a brilliant strategy can put you on the map, only a solid execution process will keep you on the map and competitive. Most organisations set the vision and strategy, but do not set the operational requirements executing the strategic objectives. The new economy represents a historic shift in values, a new paradigm from which people in organisations cannot separate themselves if they want to stay relevant in the new economy. Transforming organisational values from the old economy to the new economy is a challenge – primarily a leadership challenge. Absa (Amalgamated Banks of South Africa), a leading financial services organisation in South Africa and part of the global financial service group, Barclays, offers life insurance to its customers, through its subsidiary Absa Life. Absa Life is the target audience for this research study. In the group, Absa Life contributes almost six per cent to the total earnings of the Absa Group. The organisation embarked on a strategy, in 2008 to become a top-five life insurer in South Africa by 2012. ‘Big hairy audacious goals’ (BHAG’s) were set and the 230 members of the Absa Life team at the time bought into the vision and strategy. For Absa Life to reach the stretched goals the leadership team has to take note of important elements of a high-performance organisation. This research study assesses the current value profile of Absa Life, the organisation. The researcher utilises an instrument, the Beehive questionnaire, developed by the Village Leadership Consulting for the value profile assessment. A valid sample, including all job levels and divisions in Absa Life formed the target audience for this questionnaire. The questionnaire (electronic survey format) benchmarks the Absa Life value profile against the old and new economy value profiles. The researcher uses the results of the Beehive questionnaire and the Evolution to Excellence framework, to highlight the organisational and leadership challenges and recommend best practices for Absa Life leadership team. The Absa Life leadership team will determine their readiness, embracing these challenges and will be the team that is responsible for the survival of Absa Life in the 21st century or not.
20
Kumar, Vijay. "Organisation culture : definition, values, change and participation in two shires". Thesis, View thesis, 2000. http://handle.uws.edu.au:8081/1959.7/571.
Pełny tekst źródłaStreszczenie:
Despite the large number of studies of organisation culture, there are still gaps in the current literature, in particular concerning the way in which culture is defined, how values are disseminated and reinforced, and how employees contribute to culture change. This thesis examines these gaps via research carried out in two local councils in New South Wales, namely Wollondilly and Wingecarribee Shire Councils, specifically focusing on their tourism departments. The research reports on the following: how organisation culture is defined and shaped in an organisation; the values of an organisation and how they are disseminated and reinforced on a day-to-day basis; and, the contribution employees make to culture change. Moreover, the thesis will examine the organisational members own definition of culture as a way of examining some of the definitions in the literature. The data for this study comprises interviews, questionnaires, surveys, personal observation and secondary sources. The study demonstrates council staff’s views on culture, and how culture is defined by, and embedded in, an organisation. Through examining the organisation members’ own views of culture, values and their participation, the thesis aims to contribute to the literature on organisation culture by more closely aligning definitions from the literature with empirical data from case studies of organisations
21
Madikiza, Zimkitha Josephine Kimberly. "Population biology and aspects of the socio-spatial organisation of the woodland dormouse Graphiurus Murinus (Desmaret, 1822) in the Great Fish River Reserve, South Africa". Thesis, University of Fort Hare, 2010. http://hdl.handle.net/10353/443.
Pełny tekst źródłaStreszczenie:
The population biology and socio-spatial organisation of the woodland dormouse, Graphiurus murinus (Desmarest, 1822), was investigated in a riverine forest at the Great Fish River Reserve (GFRR), South Africa. Data were collected by means of a monthly live trapping and nestbox monitoring programme. Between February 2006 and June 2007, 75 woodland dormice were trapped and/or found in nestboxes and marked: these were 39 adults (13 males, 21 females, five undetermined) and 36 juveniles (five males, 14 females, 17 undetermined). The population showed a steady increase from June 2006–November 2006 and a peak in December 2006–January 2007 as a result of the influx of juveniles. The minimum number of dormice known to be alive (MNA) varied between 40 in December 2006– January 2007 (summer), and a low of three in June 2007 (winter). The range in population density was therefore between 1.2 and 16 dormice per ha. Winter mortality and/or spring dispersal accounted for the disappearance of 55 percent of juveniles. The overall annual adult:juvenile ratio was 1.08. The overall sex ratio was 1.94 female per one male. In females, reproductive activity was observed from September 2006 to end January 2007. The pattern observed in males was similar, as dormice with descended testes were exclusively found from October to end January. Females gave birth during the second half of October to beginning of February. Litters (n = 11) consisted of an average (± SD) 3.73 ± 0.47 young. Over the study period, 27 dormice were trapped or found in nestboxes more than eight times, thus allowing me to estimate their home range size and the spatial overlap between these individuals. On average, dormouse home range size was 2,514 m2 (range: 319 – 4,863 m2). No difference was recorded between one-year old adults and older adults, or between all adults and juveniles. However, adult male dormice (3,989 m2, n = 5) had home ranges almost twice as large as females (2,091 m2, n = 9). No similar trend was found in juveniles. Intrasexual home range overlap was on average 62 percent in adult males, and 26 percent in adult females. However, females overlapped with more neighbouring female home ranges than did males with neighbouring male home ranges, so that, as for males, only small parts of female home ranges were really exclusive. On average, males overlapped a larger Abstract Ecology of woodland dormice M.Sc. Thesis 16 proportion (48 percent) of female home ranges than did females with neighbouring male home ranges (27 percent). In addition, males overlapped with significantly more female home ranges (7.8) than did females with male home ranges (4.9). Trapping success and nestbox data agree with the socio-ecological model. Females showed increased mobility during summer, more likely to find suitable nesting sites, and food for milk production during the reproductive season. The use of nestboxes, however, was constant throughout the year. In males, both the trapping success and nestbox use were higher during the mating season (spring), when an increased mobility and occupation of nestboxes probably increased the chances to locate and mate with (a) receptive female(s). Hence, food and (artificial) nest sites may constitute an important resource for females, whereas females seem to represent the main resource for males. Although food availability was not determined, a comparison of female and male distribution patterns provided interesting information on the mating system of woodland dormice. In GFRR, the dispersion pattern of female woodland dormice was “rather” clumped, i.e. females were non-territorial. As some females showed a dyadic intrasexual overlap of up to 90 percent, and population density was very high at the study site, this may indicate that food was very abundant and/or renewed rapidly. Based on the wide range of birth dates observed during the study period, females clearly come into oestrus at different times. In such circumstances (asynchronous sexual receptivity in females), the Female in Space and Time Hypothesis (Ims 1987a) predicts that males will be non-territorial and promiscuous. Live-trapping, nestbox use and home range data indeed suggested that male woodland dormice do not defend territories, but search for and aggregate around receptive females during the mating season.
22
Petronio, Riccardo Vinicio. "A study of the conflict between maintenance and production functions in a manufacturing organisation in Port Elizabeth". Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/794.
Pełny tekst źródłaStreszczenie:
If manufacturing organisations are to improve their competitive positions in the global arena and increase profitability, their operations strategies need to be focused on: reducing cost, improving quality, increasing efficiency, improving the speed of delivery, developing and improving process flexibility, and ensuring that higher service levels are achieved and maintained. One of the critical success factors in implementing these strategies, within manufacturing organisations, is the relationship that exists between the maintenance and production functions. There is sufficient evidence to suggest that in many manufacturing organisations, the relationship that exists between these two functions is usually one of conflict, which if left unmanaged or unresolved has the potential to severely hamper effectiveness, productivity, creativity, and profitability of the organisation. The overall purpose of this research was to identify the interventions that manufacturing organisations can pursue, to effectively manage and resolve the conflict between the production and maintenance functions, in order to improve their competitive position in the global economy. The study was conducted in one particular manufacturing organisation in Port Elizabeth in the Eastern Cape. A research questionnaire was used as a means for collecting empirical data. The research questionnaire included various instruments used by previous conflict researchers, to identify and analyse the following dimensions of conflict within the organisation: conflict management styles used, the types of conflict perceived, and the amount of conflict perceived. The questionnaire was also designed to identify the sources of conflict, collect demographic information, identify issues relating to diversity, and indicate the respondents’ preferences to various organisational reporting structures. The results of the survey revealed key findings, which enabled the researcher to draw meaningful conclusions, and make recommendations as to how organisations can effectively manage and resolve the conflict that exists between maintenance and production functions.
23
Reiners, Felix. "Networking in Organisationen /". Mering, Schwab : Hampp, R, 2008. http://deposit.d-nb.de/cgi-bin/dokserv?id=3125253&prov=M&dok_var=1&dok_ext=htm.
Pełny tekst źródła
24
Ndlela, Joshua Bongani. "Community development workers' perceptions of wellness at an HIV / AIDS organisation in Nelson Mandela Bay". Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1657.
Pełny tekst źródłaStreszczenie:
The general aim of the study was to explore and describe community development workers` perceptions of wellness at an HIV/AIDS organisation in Nelson Mandela Bay, South Africa. The population of 36 community development workers at the Nelson Mandela Bay office of this organisation participated in this study. The sampling technique employed can be described as a census as it involved sampling an entire finite population that included all community development workers in the organisation. These workers are predominantly Xhosa-speaking adults between the ages of 21 and 60 years, and include both males and females. Qualitative data were gathered by means of audio-recorded focus groups, utilising semi-structured interviews. Tesch`s method was used to analyse the data, while Guba`s guidelines were used to enhance the trustworthiness of the research. Focus group interviews with community development workers revealed seven common themes in the experience of working in the HIV/AIDS organisation: (a) participants’ understanding of wellness; (b) organisational factors that impact on wellness; (c) personal factors that impact on wellness; (d) family and community factors that impact on wellness; (e) participants’ wellness; (f) personal coping strategies; and (g) suggestions regarding organisational strategies to enhance employee wellness. It is envisaged that the research findings of this study will be used in future to direct interventions that will be beneficial for the short and long term planning for the wellness of the community development workers of the HIV/AIDS organisation and those around them. It was recommended that the organisation was to develop a workplace wellness programme, increase management support towards the staff wellness and to increase the staff capacity.
25
Berggren, Ann. "Förebyggandet av hög personalomsättning: en kvantitativ analys av möjliga prediktorer för avsikten att lämna en organisation". Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-144304.
Pełny tekst źródłaStreszczenie:
Hög personalomsättning är ett kostsamt problem för organisationer. I försök att motverka problemet har forskare försökt hitta personalomsättningens orsaker. Arbetstagares avsikt att lämna en organisation har visat sig vara en viktig prediktor för omsättning och därför har forskare studerat orsaker till denna avsikt. Syftet med denna undersökning var att undersöka de prediktorer som tidigare forskning visat kan vara signifikanta för avsikten att lämna en organisation: socialiseringstaktiker; organisationsengagemang; övergripande rättvisa; och medarbetarbeteenden. Undersökningen som här genomförts bestod av 74 deltagare som hade jobbat på sin arbetsplats i max sex månader och rekryterades via tillgänglighetsurval. Datainsamlingen skedde genom en webbenkät med självskattningsformulär. En multipel regressionsanalys visade att övergripande rättvisa och investerande kontra fråntagande socialiseringstaktiker var signifikanta prediktorer för avsikten att lämna organisationen. På grund av att urvalet var ett relativt litet snöbollsurval utan stor varians i demografisk bakgrund bör inga stora slutsatser dras utifrån detta resultat, men resultatet kan inspirera till vidare forskning inom ämnet.
26
Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation". University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.
Pełny tekst źródłaStreszczenie:
Magister Commercii (Industrial Psychology) - MCom(IPS)The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.
27
Torpling, Sandra, i Alexander Sjöstrand. ""Måla fan på väggen" -En kvalitativ studie om anställdas upplevelser av och strategier i en neddragningsprocess i en offentlig organisation". Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21051.
Pełny tekst źródłaStreszczenie:
This study focuses on employees in a public organization and their experiences of cutback management. In January 2017, the Swedish Migration Agency decided to initiate a cutback process in which a large number of employees risked losing their job. Such process is still ongoing, and we have performed qualitative interviews with seven respondents prior receiving a potential notice of termination. Through such interviews it emerged how the respondents experienced the cutback management process, and we divided such experiences into six themes. These were communication, participation, acknowledgement, job security, trust and motivation. Six of the respondents experienced a lack of communication, not being involved in the cutback process and a lack of acknowledgement by the management. Along with the insecurity a cutback process creates due to the risk of losing one’s job, such experiences led to a lower motivation, a lower organizational commitment but also a lower work commitment. Their experiences led as well to a lower trust both in the Swedish Migration Agency and the state as employers. As a consequence of their experiences, but specially of the job insecurity and family situation of each respondent, more than half of the respondents had left or decided to leave the organization. Our result differs from previous research specially in the matter concerning the work commitment and public service motivation. Our study shows that it is possible the employees of today’s public organizations work for the state because of what the state can do for them and not because of what they can do for the state and the users of public service. Our study shows the public service motivation appears to be in decline, and thus also the work commitment in times of cutbacks.
28
Gosset, Stéphanie. "Le placement des individus comme organisation spatiale des habitacles de transport public urbain : Une modélisation littéraire au service de l'innovation en design". Thesis, Tours, 2018. http://www.theses.fr/2018TOUR1804/document.
Pełny tekst źródłaStreszczenie:
Alstom Transport, entreprise du transport ferroviaire français, s’interroge sur l’émergence de nouveaux usages dans les véhicules de transports publics urbains. Afin de répondre à cette question, l’approche systémique a été choisie comme cadre théorique. Cette approche permet d’interroger l’organisation du système individus-habitacle. Des observations participantes structurées ont été menées dans 12 villes (dans cinq pays). Le traitement des données combinant les méthodes quantitative et qualitative a permis de décrire le placement en fonction de deux échelles (l’échelle de l’habitacle et l’échelle de l’individu). L’importance dans l’organisation du système de la position assise et de la possibilité de s’adosser a été mis en évidence, ainsi qu’une organisation spatiale des activités des individus. Une forme d’usage potentiellement émergente a pu être observée. Celle-ci interroge une évolution possible de l’organisation de placement, et ouvre de nouvelles perspectives de recherche concernant l’organisation spatiale des activitésThe French rail transport company Alstom Transport inquires whether new usages are emerging in urban public transport vehicles. The systemic approach has been chosen as a theoretical frame to respond to this question. This approach enables to examine the organization of the individual-passenger compartment system. Structured observation has been conduct in 12 cities (5 countries). Data analysis combining qualitative and quantitative methodologies, allows describing the placement based on 2 scales (the passengers compartment and the individual). The sense of the sitting position and the possibility to lean on has been brought to light as well as the spatial organization of activities. A potentially emerging usage could be observed. It interrogates a possible evolution of the organization of placement, and opens new research perspectives regarding the spatial organization of activities
29
Lontos, Staffi. "”Tvingas gör man ju inte så ofta i Svenska kyrkan” : Organisationskultur, informationskultur och digitalt långtidsbevarande i en komplex organisation". Thesis, Uppsala universitet, Institutionen för ABM, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-387628.
Pełny tekst źródłaStreszczenie:
This thesis investigates the organization culture and information culture in the archives of the Lutheran Church of Sweden. The church is the largest Christian denomination in Sweden. Since the year 2000 it is no longer a state church, though some legal, economic and even mental bonds to the state still exist. The main focus of the thesis is to investigate the influence of cultural aspects on a recent project concerning a general system for information management and digital archiving. A subsequent question is how these cultural aspects may affect the church’s future role as a cultural heritage actor. The thesis, as a framework, uses two models: one for organization culture (Granberg) and one for information culture (Choo). It combines them to a single model and connects them with Kirk’s studies on information use. Four semi-structured interviews, with archivists on national level and in two dioceses, were conducted and transcribed. In addition, related documents were studied. A qualitative analysis was carried out on the data. One conclusion made is that the general culture on national level and in the dioceses can be described as a relationship-based and professional culture. Another conclusion is that parallel cultures do exist within the church, especially in the dioceses. These parallel cultures affect the information use and information behaviour. The diminishing role of the church in the future may be the force which merges these parallel cultures into one. There are also major differences on what to count as the cultural heritage of the church. The author argues that the church should act more decisively to define its heritage and to claim its future role in the field of cultural heritage. This is a two years master’s thesis in Archival Science.
30
Howarth, Mark D. "Knowledge sharing in organisations: the role of perceived organisational support and leader-member exchange /". [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19241.pdf.
Pełny tekst źródła
31
Dercho, Aliette. "Exploring antecedents of philanthropic behaviours towards nonprofit organisations: The role of perceived organisational reputation, perceived knowledge of the organisation, and referent others’ behavioural intent". Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7310.
Pełny tekst źródłaStreszczenie:
The purpose of the current study is to examine predictors of donating and
volunteering intentions among the general public towards non-profit organisations
(NPOs). In particular, this study sought to investigate whether perceived reputation of
an NPO, perceived knowledge of the NPO, and referent others’ philanthropic
behaviours were related to individuals’ intentions to donate and volunteer. An online
survey was sent out and completed by a diverse sample of participants (N = 712) from
the New Zealand population. The results showed significant and positive relationships
between perceived reputation of a NPO, perceived knowledge of that NPO, referent
others’ philanthropic behaviours, and the participants’ intent to donate and volunteer.
Hierarchical multiple regression analysis revealed that reputation, and especially the
behaviours of referent others, emerged as significant predictors of participants’ intent
to donate or volunteer. In fact in the current study, behaviours of referent others
emerged as the strongest predictor to explain individuals’ intentions to donate and
volunteer across the three exemplified organisations. These findings highlight the
importance of investigating key predictors concerning pro-social behaviours in order
to aid NPOs in their survival by targeting variables that increase individuals’ donating
and volunteering behaviours. Other theoretical and practical implications and
limitations of this study are discussed.
32
Chiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe". Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.
Pełny tekst źródłaStreszczenie:
Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.
33
Chalon, Christopher. "Conflict and citizenship behaviour in Australian performing arts organisations". University of Western Australia. Faculty of Economics and Commerce, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0096.
Pełny tekst źródłaStreszczenie:
The managers of professional performing arts organisations are faced with a unique dilemma. They must support their artistic personnel, who are typically driven by the quest for new, challenging and experimental works, while achieving the economic success necessary for the continued viability of their organisations. Failing to effectively manage this artistic-economic dichotomy can result in a conflict between artists and managers that threatens the long-term survival of these organisations. There is a clear need, therefore, for arts managers to foster an organisational climate that minimises conflict, while promoting organisational citizenship behaviours (OCBs) such as sportsmanship (a willingness to tolerate less than ideal circumstances without complaining) and courtesy (a willingness to show sensitivity towards others and actively avoid creating problems for co-workers). The main aim of the present study was to examine the extent to which factors such as organisational structure, organisational culture and employees motivational orientation influence peoples perceptions of their job scope (as indicated by high levels of task variety, task identity, task significance, autonomy and feedback from the job), a construct which has been found to reduce organisational conflict and increase employees propensity to display OCBs. While these relationships have been suggested in previous research, they have not been tested in a performing arts industry context. The data analysed in the present study suggested an enjoyment motivational orientation, a challenge motivational orientation, an organic culture and formalisation positively influenced perceptions of job scope, which, in turn, positively influenced both OCBs (sportsmanship and courtesy). A challenge orientation also had a positive impact on sportsmanship, while sportsmanship positively and directly influenced courtesy. Centralisation was negatively related to perceived job scope and sportsmanship, although it had a positive impact on courtesy. Conflict was negatively influenced by formalisation and by an organic culture, but was positively influenced by a hierarchal culture.
34
Veloen, Monita. "The influence of paternalistic leadership on organisational commitment and organisational citizenship behaviour at selected organisations in the Western Cape Province". Thesis, University of the Western Cape, 2016. http://hdl.handle.net/11394/5274.
Pełny tekst źródłaStreszczenie:
Magister Commercii (Industrial Psychology) - MCom(IPS)Achieving organisational effectiveness and sustainable growth is the ultimate goal of organisations in their quest to deliver the services required by society. The achievement of organisational effectiveness is not a random event; organisations rely on their employees' ability to go the extra mile by exhibiting some organisational citizenship behaviours. In order to elicit organisational citizenship behaviours, organisations need leaders who can cultivate some commitment in employees which can arguably lead to the enactment of organisational citizenship behaviours. The culture of an organisation is often determined by the beliefs, values and behaviour of the leader. A paternalistic leadership style is likely to create a culture in which caring for subordinates is crucial, moral integrity is greatly esteemed and authority is respected. When this type of culture is evident in the organisation certain desirable behavioural patterns will come forth from the employees. The purpose of the current research study is to answer the question, "Does paternalistic leadership have a significant influence on organisational commitment and organisational citizenship behaviour among employees working in selected organisations in the Western Cape?". In order to answer the research question explaining the hypothesised relationships, the manner in which paternalistic leadership affect organisational commitment and organisational citizenship behaviour was discussed culminating in a theoretical model which was developed and tested in the present study. The study was conducted using employees drawn from selected organisations in the Western Cape Province of South Africa. The participants were asked to complete three questionnaires comprising the Paternalistic Leadership questionnaire developed by Cheng, Chou and Farh (2000); an adapted version of the Organisational Commitment questionnaire by Allen and Meyer (1991) and the Organisational Citizenship Behaviour questionnaire Podsakoff, Mackenzie, Moorman and Fetter (1990). Out of 300 questionnaires that were distributed to the employees, 230 (n=230) completed questionnaires were returned. Item and dimensionality analyses were conducted on all of the dimensions using SPSS version 23. Subsequently, confirmatory factor analysis was executed on the measurement models of the instruments used. The proposed model was evaluated using structural equation modelling (SEM) via the LISREL version 8.80 software. It was found that both the measurement and structural models fitted the data reasonably well. The results indicated positive relationships between benevolent leadership and organisational commitment; authoritarian leadership and organisational commitment; moral leadership and OCB; and organisational commitment and OCB. There was, however, no significant relationship between moral leadership and organisational commitment; benevolent and OCB. Due to the fact that a few studies on paternalistic leadership exist in South Africa this study adds to the board of knowledge on paternalistic leadership and how it affects employee commitment and OCB. The practical implications of the study and limitations are discussed as well as the direction for future studies.
35
Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations". Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.
Pełny tekst źródłaStreszczenie:
Construction is complex and comprises a multitude of knowledge-driven activities and business interests from participating organisations with the people involved being subject to different organisational and disciplinary practices. People are fundamental to success because human capabilities in learning, innovating and changing creative directions are vital to long term development of organisations. In the last two decades, researchers have found that human resource (HR) management has positive effects on the organisational performance. However, the processes through which HR management lead to organisational performance are contested. This research proposes a framework to investigate the effects of employees' behaviours and organisational learning on organisational performance and the impacts of HR practices on those effects in the context of Chinese construction enterprises. The research design adopts a multi-method approach, integrating positivism and interpretivism, to understand the complex relationship between HR practices, organisational learning, individual behaviour, and organisational performance. By consulting two experienced academic researchers and industry experts, the pilot study improves the understanding and implementation of the measurement instruments employed. Both quantitative and qualitative approaches are adopted in data collection and analysis: 326 valid respondents through questionnaire survey are received, and structural equation modelling is adopted to test individual behaviour and organisational learning as mediating variables of the relationship between HR practices and organisational performance respectively. Middle-level managers in Chinese construction firms are interviewed, and a cognitive map is produced to reveal the possible mediating variables and the cause-effect relationships between organisational learning and individual behaviour. The cause-effect route identified from the cognitive map is tested by structural equation modelling method, i.e., individual in-role behaviour as a mediating variable between organisational learning and performance. In conclusion, from the theoretical perspective, the results reveal the following. (1) Individual in-role behaviour has highly significantly positive effect on organisational performance. Organisational learning has very highly significantly positive effect on organisational performance. Both individual in-role behaviour and organisational learning have mediating effects on the relationship between HR practices and organisational performance. (2) HR practices positively affect individual in-role behaviour indirectly through organisational learning. Individual in-role behaviour mediates the relationship between organisational learning and organisational performance. (3) HR practices also affect organisational performance via the path-way of social capital, individual perceived organisational support, organisational citizenship behaviour (OCB), and co-worker productivity. For the practical implications, Chinese construction companies should implement the following to improve organisational performance. (1) Recognize the importance of employees' in-role behaviour, and design HR practices to motivate employees to apply their knowledge, skills and abilities in job-related performance, and to retain qualified and experienced staff. (2) View organisational learning as an important component of competitive advantage in the process of organisational development, and motivate and enhance organisational learning by the employment of HR practices and the creation of social capital. (3) Recognize the importance of OCBI (i.e. organisational citizenship behaviour directed toward the benefit of other individuals), and try to elicit employees' OCBI by improving employees' perceived organisational support.
36
Brumme, Janet Kathleen. "The role of organisational behaviour in establishing a corporate academy in the construction industry". Thesis, University of Pretoria, 2013. http://hdl.handle.net/2263/39927.
Pełny tekst źródłaStreszczenie:
The purpose of the study was to explore the role of organisational behaviour in establishing a corporate university in a large corporate in the construction industry. Studies have been conducted regarding the process steps in establishing a corporate university but a gap exists in the cohesive presentation of the various relationships and the behaviours that drive the successful implementation and sustained operation of a learning academy. An understanding of organisational behaviour at three levels (individual, group and organisational) is a critical success factor that provides the superstructure to the firm foundation provided by the right process steps.
An in-depth, single case study research design was used by the researcher taking a qualitative approach from a complete member researcher perspective with an analytic autoethnographic orientation. Data collection comprised archival document review and semi-structured, in-depth interviews with senior executives and leadership on other levels in the organisation. Analysis was conducted with the assistance of a qualitative data analysis computer software package as well as through iterative coding and memo writing to surface patterns and themes.
The study resulted in a framework reflecting a complex web of relationships and roles that included: context as a catalyst; leadership as a critical role player; academy structure as a key driver of learning; individuals as recipients and beneficiaries; key stakeholders and internal role players in the implementation of learning; and finally, organisational culture as the normative domain. The study concludes with propositions that encapsulate these relationships.
The framework presenting a complex web of relationships and roles has expanded the existing theory of organisational learning by integrating and incorporating organisational behaviour theory to understand the role that behaviour on individual, group and organisational levels plays when establishing a corporate university. In addition, the framework provides insight into the role of an academy in promoting a culture of learning.
Organisations can benefit from an insight into the behaviours which underpin the establishment of a corporate academy because such insight will more readily lead to successful implementation and the avoidance of costly mistakes. A corporate academy plays a key role in assisting organisations to build essential skills and capabilities particularly in times of increasing demand for competent and capable employees to execute strategy. The single ‘revelatory’ case study approach was conducted due to the unique opportunity presented when the researcher was tasked with establishing a corporate university in a large corporate in the construction industry.Thesis (PhD)--University of Pretoria, 2013.
gm2014
Human Resource Management
unrestricted
37
Mullen, Nadia, i n/a. "Maintenance of interventions in organisations". University of Otago. Department of Psychology, 2007. http://adt.otago.ac.nz./public/adt-NZDU20071015.160435.
Pełny tekst źródłaStreszczenie:
Many successful interventions are not maintained after researchers leave an organisation at the conclusion of a study. This research was conducted to assess the magnitude of this problem and determine which variables affect intervention maintenance. Maintenance was examined in a review and analysis of 125 applicable studies published in the Journal of Organizational Behavior Management from 1977 - 1999. Where necessary, authors of studies were contacted to determine the maintenance status of their intervention. The analysis found the extent of this problem in published studies is substantial. Intervention maintenance was necessary to maintain the intervention�s effects in two thirds of studies with successful interventions. Of all studies where maintenance was necessary, approximately 40% failed to maintain the intervention. The maintenance procedures derived from the literature, researchers in the field, and journal analysis included planning for a wide range of positive outcomes, designing the intervention to be long-term, and communicating the benefits of the intervention to the organisation. For this thesis, three studies were conducted to examine the effectiveness of these maintenance procedures. The first two studies partially replicated studies where the interventions had been successful but not maintained, with the inclusion of maintenance procedures. Intervention maintenance occurred in a university cafeteria in Study 1, and in one of three supermarkets in Study 2. Study 3 improved on the design and procedure of Study 2, including a manipulation of the maintenance procedures. During intervention in the control supermarket, signs designed to increase customer donations to the supermarket foodbank bin were placed on shelves near discounted items. In the experimental supermarket, both maintenance procedures and signs were used. During 6 weeks of follow-up, the signs were maintained in both supermarkets. The researcher then ceased regular observations, returning only for 1 month, 2 month, and 1 year follow-ups. After researcher presence was withdrawn, maintenance of the signs continued only in the experimental supermarket. This study demonstrates that the maintenance procedures were effective, and necessary, for long-term maintenance to occur after the researcher left the organisation. It was concluded that the maintenance procedures were effective for encouraging intervention maintenance, and recommended that researchers incorporate the procedures into their studies when maintenance is desirable.
38
Prinsloo, Hayley. "Organisational culture, safety climate, supervisory accountability and engagement as drivers of safety behaviour in a platinum mining organisation". Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79643.
Pełny tekst źródłaStreszczenie:
The mining industry plays a significant role in the South African economy. In 2019, the sector contributed R360.9 billion (8.1%) to the total gross domestic product (Minerals Council South Africa, 2020). With almost half a million employees reporting to work in the South African mining industry each day, a relentless commitment to safety and health compliance is required to manage the inherent risks and hazards associated with the sector.
Previous research has shown that frontline supervisors have a direct impact on the safety behaviour of individuals and that their leadership significantly influences team safety performance. The objectives of this study sought to contribute to the body of research on organisational culture, frontline supervisory engagement and accountability as levers for enhancing organisational performance and creating sustainable competitive advantage through resilient safety behaviour.
Quantitative, confirmatory research methods were used to gain insights into the effect of organisational culture and safety climate on safety behaviour, while examining the influencing effects of frontline supervisory engagement and accountability on safety behaviour in the process division of a single platinum mining organisation in South Africa. A total of 104 survey based responses from frontline supervisors were analysed using factor analysis and multiple regression tactics.
The key findings indicate that the tendency of a supervisor to hold herself and her team accountable is positively correlated to good safety behaviour, and is the strongest predictor of safety behaviour when considering safety climate and supervisory engagement and supervisory accountability. Furthermore, safety climate was found to be a significant contributor to safety behaviour. All three organisational culture factors – organisational practices, supervisory support and work attributes – were found to be strong predictors of safety climate, with only work attributes contributing to predicting supervisory accountability. These results indicate a significant influence between organisational culture, safety climate, supervisory accountability and safety behaviour. Supervisory engagement, although found to be positively correlated, was not a statistically significant predictor of safety behaviour. The findings from this research add to the literature on safety behaviour, frontline supervisory behaviours and organisational culture.Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
39
Linderoth, Oskar. "Förändring är det enda konstanta : Vilka faktorer triggar konstruktivt beteende i förändringsarbete?" Thesis, Karlstads universitet, Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-48067.
Pełny tekst źródłaStreszczenie:
Sett till samhället i helhet samt till hela branscher och sektorer är förändring konstant. Dessutom är ett känt problem att förändring kan skapa motstånd hos individer och grupper. Eftersom människan är grunden i alla organisationer innebär det att en av de stora utmaningarna i förändringsarbete är att få stöd från organisationen. Samtidigt har det inom beteendevetenskapen identifierats ett stort antal faktorer som influerar människors beteende. Syftet med denna kandidatuppsats är att identifiera och förklara vilka påverkbara faktorer som triggar konstruktivt beteende i förändringsarbete. Teorigrunden är forskning och litteratur inom beteendevetenskap och organisationsförändring vilket initialt har gett till följd att sex faktorer har valts ut. Utifrån den referensramen har en fallstudie av ett omfattande förändringsarbete i en stor statlig organisation genomförts med totalt fyra kvalitativa intervjuer med enhetschefer, samt en kvalitativ intervju med en extern specialistkonsult inom förändringsledning. Dessutom har en tidigare studie i form av en medarbetarundersökning använts med över 1,000 respondenter från 2013 och 2015. Fallföretaget är Xmentor Management AB med fokus på när deras kund Trafikverket införde Nationell och Regional Operativ Ledning. Slutsatserna visar att de sex faktorer som har identifierats i litteraturstudien har möjlighet att trigga konstruktivt beteende i förändringsarbete. Dessutom är tre av faktorerna möjliga att påverka i hög grad. Uppsatsens tre viktigaste rekommendationer är att maximera belöningar på individnivå, att skapa effektiv kommunikation som i god tid och med upprepning kommunicerar till alla i organisationen, samt att erbjuda möjlighet till medskapande för de anställda.In terms of society as a whole and in industries and whole sectors; change is constant. Additionally, a known problem is that change may create resistance among individuals and groups. Since people are the foundation of all organisations it means that one of the major challenges of change management is to get supportive behaviour from the organisation. At the same time behavioural sciences has identified numerous factors that influence people's behaviour. The aim of this bachelor thesis is to identify and explain factors that are possible to influence and which triggers constructive behaviour in change processes. The theory foundation consists of research and literature in behavioural sciences and change management which initially resulted in six selected factors. Based on that frame of reference a case study of an extensive change process has been conducted with a total of four interviews with heads of units, as well as one interview with an external consultant in change management. In addition, employee surveys with data from more than 1,000 respondents from 2011, 2013 and 2015 has been used. The case company is Xmentor Management AB with focus on when their customer Trafikverket, the Transport Administration of Sweden, created National and Regional Operational Management. The findings show that the six selected factors are able to trigger constructive behaviour in change processes. Three of the factors are also possible to influence to a great extent. The three main conclusions are to maximize rewards on an individual level, to create effective communication to everyone in the organization, as well as to offer the possibility of co-creation.
40
Shologu, Anita. "Employee perceptions of organisational culture constructs in selected non-governmental organisations (NGOs) in Cape Town, Western Cape Province". Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2876.
Pełny tekst źródłaStreszczenie:
Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019.Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape Town in order to generate valuable information in understanding the role of organisational culture in the achievement of organisational objectives in NGOs. Mixed methods approach was used in this study as it allowed collecting of qualitative and quantitative data simultaneously and assessing different facets of complex outcomes in a richer way than one method alone. The study found that culture is set to boost employees’ and organisations’ performance, and that managers and owners in NGOs have knowledge of this. The study revealed that some criteria such as openness and the creativity view of the organisational culture are only considered positive to managers and owners of NGOs. This study found that managers and owners in NGOs believe the implemented organisational culture is very effective, positively affects and boosts employees’ performance. The employees, however, had a different perception; they feel excluded from the development of the organisational culture which in turn affects their commitment and performance in a negative manner. This study found that employees’ commitment towards organisational culture derives from the way it is designed and how it suits employees’ expectations. Aspects such as remuneration, a safe work environment and sustainability, were found to be important for employees’ performance and commitment. Therefore, it is evident that directing or developing NGOs’ organisational culture that focus on employees’ expectation such as remuneration and sustainable employees’ innovation and practice will receive more support from employees. Furthermore, the criteria are keen to improve the way employees perform and commit to the organisation. It was recommended that NGOs involve employees in the design or development of its organisational culture in order to have more information on employees regarding what to expect from them. Another major implication is that the issue of employee benefit or remuneration have to be addressed in order to maintain employees’ performance.
41
van, Dijk Sander Gerrit. "Informational constraints and organisation of behaviour". Thesis, University of Hertfordshire, 2014. http://hdl.handle.net/2299/15436.
Pełny tekst źródłaStreszczenie:
Based on the view of an agent as an information processing system, and the premise that for such a system it is evolutionary advantageous to be parsimonious with respect to informational burden, an information-theoretical framework is set up to study behaviour under information minimisation pressures. This framework is based on the existing method of relevant information, which is adopted and adapted to the study of a range of cognitive aspects. Firstly, the model of a simple reactive actor is extended to include layered decision making and a minimal memory, in which it is shown that these aspects can decrease some form of bandwidth requirements in an agent, but at the cost of an increase at a different stage or moment in time, or for the system as a whole. However, when combined, they do make it possible to operate with smaller bandwidths at each part of the cognitive system, without increasing the bandwidth of the whole or lowering performance. These results motivate the development of the concept of look-ahead information, which extends the relevant information method to include time, and future informational effects of immediate actions in a more principled way. It is shown that this concept can give rise to intrinsic drives to avoid uncertainty, simplify the environment, and develop a predictive memory. Next, the framework is extended to incorporate a set of goals, rather than deal with just a single task. This introduces the task description as a new source of relevant information, and with that the concept of relevant goal information. Studying this quantity results in several observations: minimising goal information bandwidth results in ritualised behaviour; relevant goal and state information may to some point be exchanged for one another without affecting the agent’s performance; the dynamics of goal information give rise to a natural notion of sub-goals; bottlenecks on goal memory, and a measure of efficiency on the use of these bottlenecks, provide natural abstractions of the environment, and a global reference frame that supersedes local features of the environment. Finally, it is shown how an agent or species could actually arrive at having a large repertoire of goals and accompanying optimal sensors and behaviour, while under a strong information-minimisation pressure. This is done by introducing an informational model of sensory evolution, which indicates that a fundamental information-theoretical law may underpin an important evolutionary catalyst; namely, even a fully minimal sensor can carry additional information, dubbed here concomitant information, that is required to unlock the actual relevant information, which enables a minimal agent to still explore, enter and acquire different niches, accelerating a possible evolution to higher acuity and behavioural abilities.
42
Rosén, Malin, i Amelina Söderberg. "Kör du om, eller blir du omkörd? : En kvalitativ studie om hur inställningen till och främjandet av ett innovative work behavior skiljer sig åt mellan chefer beroende på antal verksamma år i en organisation". Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26738.
Pełny tekst źródłaStreszczenie:
Syfte: Syftet med studien är att öka förståelsen för hur inställningen till och främjandet av ett innovative work behavior skiljer sig åt mellan chefer beroende på antal verksamma år i en organisation. Metod: Studien tillämpar en kvalitativ metod med utgångspunkt i den hermeneutiska vetenskapstraditionen. Tio semistrukturerade intervjuer har genomförts med chefer i olika organisationer varav fem chefer har lång erfarenhet av sin organisation medan fem chefer har kort erfarenhet av sin organisation. Det empiriska materialet har sedan tematiskt tolkats och analyserats med hjälp av kodning och kategorisering. Slutsats: Studien visar att det finns skillnader mellan chefer med lång tid i en organisation och kort tid i en organisation. Chefer tenderar att bli mindre innovativa i takt med åren de spenderar i en och samma organisation och främjar i mindre utsträckning ett IWB, detta har i studien visat sig särskilt tydligt i stadiet för idégenerering samt stadiet för idérealisering. Studiens bidrag: Studien lämnar ett teoretiskt bidrag till forskningen i form av en modell som illustrerar organisationens väg till innovation genom främjande av ett IWB och vilka element som har betydelse och är viktiga för chefen att ta hänsyn till. Studien lämnar även ett praktiskt bidrag, främst riktat till chefer med lång tid i en organisation. Där lämnas förslag om att delegera ansvar för förändrings- och utvecklingsarbete, anlita extern konsultexpertis vad det gäller förändringsarbete samt förslag om att låta medarbetare genomföra personlighetstester för att identifiera vilka egenskaper som finns representerade i organisationen. Förslag till fortsatt forskning: Till vidare forskning rekommenderas att studera organisationer under en längre period för att se vilket utfall genomförda förändringar får i organisationerna och om det skiljer sig åt beroende på om chefen i organisationen varit verksam längre eller kortare tid. Vidare lämnas förslag om att genomföra en liknande studie i en mer homogen kontext, med liknande organisationer vad det gäller styrning och storlek. Avslutningsvis föreslås även möjligheten att se till chefens personliga egenskaper och hur dessa påverkar inställningen till och främjande av ett IWB.
43
Färm, Grufman Nici, i de Albuquerque Sara Roth. "The Activity-based Workspace Effect on Organisational Behaviour : A Case Study of Kognity". Thesis, Södertörns högskola, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-35748.
Pełny tekst źródłaStreszczenie:
In light of contradictory findings in previous research regarding the activity-based workspaces’ effect on organisational behaviour, this study applies The Activity-based Flexible Office Model on the company Kognity, which recently implemented this office concept. The purpose is to test if this may increase understanding of consequences on organisational behaviour from implementing an activity-based workspace. Semi-structured interviews and observations at Kognity are used as methods for the collection of data for the study. As secondary data, results from web-based surveys conducted by Kognity are used. Furthermore, previous research within the field of organisational behaviour and activity-based office concepts are used to give the study credibility and to gain a deeper insight of the topic. The theoretical framework for this study is based on The Activity Based Flexible Office Model and Maslow's Hierarchy of Needs Theory. The conclusion is that the activity-based workspace does affect organisational behaviour. Applying the Activity Based Flexible Office Model increases the understanding of what the implementation of an activity-based workspace may lead to in terms of organisational behaviour. The model is a useful tool which shows that task-related moderators can determine in what extent the workspace effects organisational behaviour, depends on individual values and task requirements. Further, application of Maslow’s Hierarchy of Needs shows that the higher needs in Maslow’s hierarchy of needs may be met through the freedom of choice within an activity-based workspace.Tidigare forskning, som berör vilka konsekvenser implementeringen av ett aktivitetsbaserat kontor har på de anställda samt hur det påverkar organisatoriskt beteende, har visat sig vara motsägelsefull. För att bidra till ökad kunskap, applicerar den här studien modellen The Activity-based Flexible Office Model på ett företag vid namn Kognity. Kognity har nyligen implementerat ett aktivitetsbaserat kontor. Semi-strukturerade intervjuer och observationer utfördes på Kognity. Studien använde sig även av sekundärdata i form av resultat från enkäter som Kognity utför själva. Den teoretiska referensramen som applicerades på den här studien var The Activity-based Flexible Office Model samt Maslows behovsteori. Studiens slutsatser är att organisatoriskt beteende påverkas av implementerandet av ett aktivitetsbaserat kontor. Genom att applicera The Activity-based Flexible Office Model ges bidrag till ökad förståelse för konsekvenserna av implementerandet av ett aktivitetsbaserat kontor. Modellen är ett användbart verktyg för att undersöka vilka faktorer som påverkar och vilka omständigheter som kan påverka ytterligare. Vidare visar applicerandet av Maslows behovsteori att ett aktivitetsbaserat kontor skulle kunna möta de högre behoven i teorin tack vare anställdas frihet att välja sin arbetsplats.
44
Sy, Issiaga Thiam. "Etude des liens entre l’appropriation des normes IAS/IFRS et les dimensions organisationnelles et managériales des services comptables". Thesis, Paris, CNAM, 2011. http://www.theses.fr/2011CNAM0769/document.
Pełny tekst źródłaStreszczenie:
Notre recherche vise à décrire les liens entre l’appropriation des IFRS et les dimensions organisationnelles et managériales des services comptables. Nous avons situé ces deux axes dans l’activité productive des acteurs en mobilisant la théorie socio-économique et la théorie d’agence, afin d’ancrer les IFRS dans le comportement des acteurs et dans l’organisation des entités. A partir d’une recherche-action inscrite dans nos activités d’expert-comptable et de commissaire aux comptes, nous avons identifié trois principes directeurs de réorganisation des activités comptables : ajustement, traitement et distanciation. En associant ces principes aux opérations de la chaîne comptable, nous avons mis en évidence trois niveaux de configuration organisationnelle : organisation ad’hoc, prégnance de la fonction comptable, fonction décentralisée. Dans les deux premiers niveaux, la présence d’une relation de collaboration entre acteurs a pu être observée, alors qu’elle est pratiquement inexistante au niveau de la fonction décentraliséeThe aim of our research is to describe the links between IFRS appropriation and the organization and management structures of the accounting departments. We positioned these two axes within the productive activities of stakeholders thanks to the use of both Socio-Economic and Agency Theories in order to connect IFRS with the stakeholders behaviors and with the organizations of firms.Through action research by virtue of our Chartered Accountant and Statutory Auditor positions we isolated three guidelines of accounting practices reorganizations: Adjustment, Treatment, and Distance analysis. The combination of these guidelines with the accounting process led us to emphasize three levels of organizational structures: Ad hoc Organization, Accounting Prevalence structure, and Decentralized Administration. In the two first organization levels a cooperation behavior has been observed between stakeholders, whereas in the Decentralized structure practically no collaboration has been recorded
45
Pio, Riaan Johan. "Management of political behaviour in organisations". Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/33.
Pełny tekst źródłaStreszczenie:
In this research paper, the constructive management of political behaviour in organisations was investigated. A general overview of relevant aspects which specifically relate to the constructive management of political behaviour in the automotive industry was presented. The literature study included a discussion of the nature of political behaviour and guidelines for the management of political behaviour in organisations. The research methodology consisted of three phases: Phase 1: A literature study to determine guidelines to manage political behaviour in organisations constructively. Phase 2: An empirical study to determine the effectiveness of these guidelines in practice by means of a survey amongst role players in the automotive industry in South Africa. Phase 3: The findings from the literature study and empirical study were integrated into guidelines of how managers can manage political behaviour constructively. The study identified nine main strategies for managing political behaviour. They are: Open communication. Communication must be open to keep all parties informed and to prevent distrust. Reduction of uncertainty. This involves preventing employees being unsure of what the future holds. Awareness. The aim of awareness is for managers to be sensitive to and aware of situations that could elicit political behaviours. Furthermore, they must recognize political behaviour for what it is. Setting an example. Managers must set an exemplary example and not engage in political behaviour. An understanding of the reason/motivation for the formation of informal (political) groups or cliques. Having established the reason why political groups form will enable a manager to manage them more effectively. Confront political game players. Managers must address all forms of possible political behaviour in a serious manner. Understanding the organisation’s strategy, goals and action plans. All employees need to know exactly what direction the organization is moving in and what is in it for them. It is management’s task to ensure this open and clear communication, to prevent fears and political behaviour. Tie resource allocation and rewards to strategy. This can be achieved by ensuring that the criteria for the allocation of rewards is straight forward and understood by all. Reward systems must, furthermore, be directly linked to performance. There should also be transparency in decision-making. Isolate resource acquisition from internal operations. It is necessary to clearly specify the conditions and ground rules for the acquisition of resources to ensure that the process is transparent. The conclusion reached is that political behaviour in organizations can be managed constructively to build win-win relationships.
46
Safy, Fatema. "La relation entre souffrance et implication au travail dans le cadre de la théorie de la conservation des ressources : le cas d'une organisation médico-sociale". Thesis, Montpellier 3, 2011. http://www.theses.fr/2011MON30108/document.
Pełny tekst źródłaStreszczenie:
L'évolution de l'environnement du travail, de l'organisation du travail, et des modes de gestion des hommes, introduit de nouvelles pathologies de travail à côté des pathologies traditionnelles dites physiques : il s'agit de pathologies mentales. Ces dernières sont liées à des contraintes organisationnelles ou de marché comparativement aux pathologies traditionnelles rattachées aux conditions physiques et matérielles de la tâche. Dans ce contexte d'émergence de nouvelles formes de mal-être au travail, le concept de souffrance au travail, concept « fantôme » en sciences de gestion, apparaît pertinent car il interroge le fonctionnement organisationnel et le rôle de la gestion des ressources humaines. Cette recherche possède un double objectif : contribuer à une meilleure compréhension de la souffrance au travail par la production d'une définition claire de ce concept, et théoriser le lien entre souffrance et implication au travail en définissant de quelle manière ces construits s'influencent mutuellement. Notre recherche est animée par la question suivante : quelles relations existe-t-il entre souffrance et implication au travail ? Pour y répondre, nous nous appuyons sur la théorie de la conservation des ressources. Les résultats de la recherche montrent que la souffrance au travail naît d'une perte de ressources organisationnelles engendrant une érosion des ressources subjectives permettant à l'individu de se définir, et crée une forme d'implication au travail précise : le sur-engagement. Celui-ci trouve ses origines dans la souffrance au travail elle-même et est orienté par des expériences de travail négatives forçant des sentiments négatifs envers l'organisationThe evolution of the work environment, work organization, and practices of human ressource management, introduces new pathologies work alongside the traditional pathologies so-called physical pathologies : there are mental pathologies. These are related to organizational or market constraints compared to traditional pathologies related to physical and material task's conditions. In this context of new forms of ill-being at work, the concept of suffering at work, "ghost" concept in management science, appears relevant because it queries the organizational functioning and the role of human resource management. This research has two objectives: contribute to a better understanding of suffering at work in producing a clear definition of this concept, and theorize the link between suffering at work and work commitment in defining how these constructs influence each other. Our research is motivated by the question : what relationship is there between suffering at work and work commitment ? To answer, we rely on conservation of resources theory. The results of this research show that suffering at work arises from a loss of organizational ressources causing an erosion of subjective resources that allow the individual to define himself, and creates a specific form of work commitment : the over-involvement. It is rooted in the suffering at work itself and it is guided by negative experiences of work forcing of negative feelings toward the organization
47
Costello, Neil. "Economic institutions and routine practices : the case of high-technology small and medium-sized enterprises". Thesis, n.p, 1998. http://ethos.bl.uk/.
Pełny tekst źródła
48
Jönsson, Gisela. "Faktorer som förklarar innovativt beteende hos medarbetare". Thesis, Stockholm University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7335.
Pełny tekst źródłaStreszczenie:
I en föränderlig värld är det viktigt att snabbt möta skiftande krav och
att medarbetare är initiativrika, menar både företagare och forskare.
Medarbetare som gör mer än plikten kräver och tar egna initiativ,
uppvisar Innovative Work Behaviour (IWB). Syftet med studien var
att undersöka om organisationsfaktorerna autonomi, öppet klimat och
rolltvetydighet kan förklara variationer i IWB, med hänsyn taget till
en individuell faktor. Samtliga variabler mättes genom ett
frågeformulär online i ett stickprov om 119 personer.
Korrelationsberäkningar visar att samtliga organisationsfaktorer har
signifikanta samband med IWB. En regressionsanalys visar att det är
individfaktorn som har störst prediktionskraft, följt av öppet klimat,
autonomi och bakgrundsvariabeln personalansvar. Studien visar att
både personlighet och villkor i arbetet har betydelse för IWB.
49
Grigoriou, Eleni. "Graded organisation of fibronectin to tune cell behaviour". Thesis, University of Glasgow, 2017. http://theses.gla.ac.uk/8523/.
Pełny tekst źródłaStreszczenie:
Cells are in constant and dynamic interactions with the extracellular environment. They receive several inputs involved in the regulation of cell behaviour. Fibronectin, an abundant protein of the ECM, contains multiple binding domains and binds to cell receptors, growth factors and other ECM proteins. FN undergoes conformational changes through cell-generated contractile forces which consequently affects cell response. Tissue engineering aims at engineering biomaterials that recreate the in vivo ECM. In addition to biomaterials, stem cells have emerged as a promising source due to their inherent differentiation potential. In this work, the role of poly acrylates in controlling human mesenchymal stem cell behaviour (hMSCs) was explored. Particularly, a series of copolymers with specific ratio of ethyl(acrylate), EA, and methyl(acrylate), MA, were used. It is known that poly(ethyl)acrylate, PEA, triggers a network-like conformation of FN upon adsorption, whereas poly(methyl)acrylate, PMA, elicits a globular conformation. It was found that a different degree of FN organisation can be obtained dependent on the EA/MA ratio, with the network being more connected with increased EA ratio. This differential conformation was shown to affect the availability of critical binding sites. This system was further used to study hMSCs response in terms of adhesion and osteogenic differentiation. All surfaces support cell growth and focal adhesion formation. However, increased cell size and spreading was promoted on surfaces with higher EA concentration. Next, the potential of the surfaces after sequential adsorption of FN and the growth factor BMP-2 to drive osteogenic commitment was explored. Enhanced expression of the osteogenic markers RUNX2 and OCN was found with higher concentration of EA whereas the opposite was observed with ALP expression. Another part of this work involved investigating cell migration on PEA and PMA. Higher cell speed was found on PEA where FN adopts a more extended conformation. Moreover, the protein composition of focal adhesions was evaluated by proteomic analysis. The findings of this work give further insights into how the surface with well-defined chemical properties can modulate FN conformation and how these changes affect cellular processes.
50
Qi, Meng. "The effects of interpersonal relationship variables on organisational citizenship behaviours and their implications for learning design in Chinese organisations". Thesis, University of Hull, 2015. http://hydra.hull.ac.uk/resources/hull:13228.
Pełny tekst źródłaStreszczenie:
The present research examines how emotional intelligence, cognitive styles and leader-member exchange influence Organisational Citizenship Behaviours (OCB) on different levels (individual level and group level). There is increasing evidence to indicate that individuals’ perceptions and abilities play an essential role in explaining and predicting organisational citizenship behaviours (e.g. Van Dyne and Butler Ellis, 2004; Morrison and Phelps, 1999). The focus of this study is building on this body of research by examining the influence of cognitive style theory, leader-member exchange (LMX) and emotional intelligence (EI) on OCB. Although cognitive style preferences are known to influence one’s attitudes and behaviours toward others (e.g. Kirton, 2003; Charbonneau and Nicol, 2002), no study has previously focused on the relationship between cognitive styles and OCB. Another growing body of literature indicates that emotional intelligence (EI) and cognitive styles can be considered as predictors of the quality of leader member exchange relationships (LMX) (e.g. Allinson et al, 2001; Charbonneau and Nicol, 2002), which positively relate to OCB (e.g. Ilies et al. 2007). However, no previous studies have considered the mediating role of LMX in the relationship between EI, cognitive styles and OCB. Furthermore, no study has yet examined the effects of group level emotional intelligence and group composition in relation to cognitive style diversity on OCB. These are the areas where the present study attempts to make a significant contribution to new knowledge in the field of organisational citizenship behaviour research. Based on the extant literature, a research framework has been developed to identify the relationship between the three factors of cognitive styles, EI and LMX on organisational citizenship behaviours. The overarching purpose of the research is to enhance our understanding of how to cultivate employees’ organisational citizenship behaviours and how to better organize group members into more effective working groups. The research is conducted in the context of Chinese manufacturing firms and employs a quantitative approach using a range of reliable and valid instruments. Structural Equation Modelling (SEM) and multilevel modelling (MLWIN) are then applied to analyze the relationship between the independent variables (cognitive styles, EI and LMX) and the dependent variable (organisational citizenship behaviours). Results from a final sample size of 865 individuals comprising supervisors and their immediate subordinates are reported. The study successfully determines the relationship between emotional intelligence, LMX, cognitive style and organisational citizenship behaviour. As expected, high level of emotional intelligence leads to higher quality organisational citizenship behaviours at both individual and group levels. Moreover, as hypothesised, the quality of LMX plays a mediating role in the relationship between both leaders’ emotional intelligence and intuitive style and followers’ organisational citizenship behaviours. Practical implications are given and recommendation made for future research.