Gotowa bibliografia na temat „Organisational restructuring”
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Artykuły w czasopismach na temat "Organisational restructuring"
Theron, Anthonie, i Nicole Marguerite Dodd. "Organisational commitment in the era of the new psychological contract". South African Journal of Economic and Management Sciences 14, nr 3 (25.08.2011): 333–45. http://dx.doi.org/10.4102/sajems.v14i3.100.
Pełny tekst źródłaKearns, Dan, Paul McCarthy i Michael Sheehan. "Organisational Restructuring: Considerations for Workplace Rehabilitation Professionals". Australian Journal of Rehabilitation Counselling 3, nr 1 (1997): 21–29. http://dx.doi.org/10.1017/s1323892200001587.
Pełny tekst źródłaPillay, Kiru, i Manoj Maharaj. "The Restructuring and Re-Orientation of Civil Society in a Web 2.0 World". International Journal of Cyber Warfare and Terrorism 5, nr 1 (styczeń 2015): 47–61. http://dx.doi.org/10.4018/ijcwt.2015010104.
Pełny tekst źródłaPetkovic, Mirjana. "Redizajn organizacije preduzeca u javnom sektoru". Ekonomski anali 44, nr 158 (2003): 45–79. http://dx.doi.org/10.2298/eka0358045p.
Pełny tekst źródłaBrand, H. E., i J. Wilson. "The impact of organisational restructuring on organisation climate and employee attitudes". South African Journal of Economic and Management Sciences 3, nr 1 (31.03.2000): 97–108. http://dx.doi.org/10.4102/sajems.v3i1.2601.
Pełny tekst źródłaDutta, Mridul. "Organisational restructuring of Indian Railways". Case Studies on Transport Policy 10, nr 1 (marzec 2022): 66–80. http://dx.doi.org/10.1016/j.cstp.2021.11.005.
Pełny tekst źródłaMishin, Yu V., i A. Yu Mishin. "Main directions of production diversification and restructuring in the Russian Defence Industry Complex". E-Management 4, nr 4 (28.01.2022): 35–46. http://dx.doi.org/10.26425/2658-3445-2021-4-4-35-46.
Pełny tekst źródłaDzwigol, Henryk. "The concept of the system approach of the enterprise restructuring process". Virtual Economics 2, nr 4 (27.10.2019): 46–70. http://dx.doi.org/10.34021/ve.2019.02.04(3).
Pełny tekst źródłaKitana, Abdelkarim Fuad. "Transformational and Transactional Leadership Styles on Organisational Change in the United Arab Emirates". Indian-Pacific Journal of Accounting and Finance 3, nr 3 (1.07.2019): 27–37. http://dx.doi.org/10.52962/ipjaf.2019.3.3.78.
Pełny tekst źródłaVerma, DR Vinnie, i DR Kamlesh Misra. "Organisational Restructuring for the Next Millennium". Paradigm 3, nr 2 (lipiec 1999): 1–11. http://dx.doi.org/10.1177/0971890719990202.
Pełny tekst źródłaRozprawy doktorskie na temat "Organisational restructuring"
Grootboom, Linda Henry. "Labour law implications of organisational restructuring". Thesis, University of Port Elizabeth, 2003. http://hdl.handle.net/10948/303.
Pełny tekst źródłaLane, Simon. "Systems analysts and the restructuring of work". Thesis, University of South Wales, 1997. https://pure.southwales.ac.uk/en/studentthesis/systems-analysts-and-the-restructuring-of-work(25d25c3e-8611-4d6c-a24f-cf7da70516b3).html.
Pełny tekst źródłaMealor, Tony UNSW. "Catalysts, Continuity and Change: Workplace Restructuring in the Chemical Industry". Awarded by:University of New South Wales, 1999. http://handle.unsw.edu.au/1959.4/17030.
Pełny tekst źródłaBortey, Emmanuel Borlabi. "Organisational restructuring and change management : a case study of the restructuring of the Christian Council of Ghana". Thesis, Oxford Brookes University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324094.
Pełny tekst źródłaSawers, Andrew Campbell. "The Effects of Perceived Supervisor Support, Organisational Justice and Change Management Strategies in the Context of Organisational Restructuring". Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5324.
Pełny tekst źródłaSitlington, Helen. "Impact of downsizing, restructuring and knowledge sharing on retention of knowledge in organisations : implications for organisational effectiveness". Thesis, Curtin University, 2008. http://hdl.handle.net/20.500.11937/1092.
Pełny tekst źródłaSitlington, Helen. "Impact of downsizing, restructuring and knowledge sharing on retention of knowledge in organisations : implications for organisational effectiveness". Curtin University of Technology, Curtin Graduate School of Business, 2008. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=18868.
Pełny tekst źródłaConclusions are reached that both formal knowledge sharing and informal networks have a significant impact not only on perceived levels of organisational knowledge but also on post-downsizing/restructuring organisational effectiveness. However, different aspects of knowledge sharing appear to be more significant to Decision Makers and Implementers and Affected Employees. For business, the findings of this research demonstrate a need to concentrate on organisational knowledge during downsizing/restructuring in order to achieve improved outcomes. The findings suggest this can be done through attention to ensuring that intent and interpretation of the decisions and processes involved are open and honest. Assessment of the knowledge present in the organisation and a focus on retention of key individuals with important knowledge is also advisable. Communication of what is planned and inclusion of employees in both planning and implementation were identified as ways in which organisations can do so, thereby promoting distributive and procedural fairness throughout the process. Formal knowledge sharing strategies arose as being important to achieving improved organisational outcomes, particularly to Decision Makers and Implementers. These strategies included identifying, capturing and storing information in ways that are accessible to employees. Documentation of practices and procedures was also found to be important as was careful planning of the change.
Communication, providing training and support to survivors and allowing the necessary time for sharing knowledge were also identified as key strategies. Overall, developing a culture and climate within the organisation that is supportive of knowledge sharing was found to be central to achieving improved organisational effectiveness. Informal networks were identified by Affected Employees as impacting on both perceived levels of organisational knowledge and, indirectly on organisational outcomes. The research indicates the Decision Makers and Implementers and Affected Employees have different perceptions about the role and importance of informal networks. Those implementing downsizing/restructuring may therefore need to examine the structure and operation of informal networks prior to downsizing/restructuring to ensure they are adequately supported during the process. Informal networks may also be utilised to assist in bringing about the change. The findings of this research are important to assist organisations develop best practice approaches to downsizing/restructuring. With increasing acceptance of downsizing/restructuring as a business strategy, this research provides insights into key issues of downsizing/restructuring events and knowledge retention as predictors of improved organisational outcomes.
Nober, Michelle. "The effects of workplace restructuring on job satisfaction". University of the Western Cape, 2014. http://hdl.handle.net/11394/4727.
Pełny tekst źródłaThis study has been conducted before when the company in question underwent a restructuring (name change) but did not threaten the loss of jobs. This study is being conducted again because another restructuring has taken place over the period of 2011/2012 and involved the retrenchment of employees nationally. The company represented in the study is one of the largest cleaning companies in South Africa and has a very broad and influential client base. They are in high demand in the cleaning industry and have positively impacted many companies and organisations over their many years of existence. Because of the magnitude of the workplace restructuring this time around, more people have been affected (both those who were retrenched as well as those who were left behind). According to Vermeulen, 2002, “Downsizing” is a term that emerged in managerial circles and was used in the business press, but no precise theoretical formulation underpins any clear definition of the term. When hearing the term downsizing, one often will use this together with the term “laying-off” interchangeably. However, some authors will focus on different elements of downsizing for example in reporting on a comprehensive study of downsizing in American industry, Cameron, Freeman and Mishra (1993) limited the term's use to a programme which is an intentional process. This process involves an overall reduction in personnel with a view to improving the efficiency of the organisation. The process wittingly or unwittingly affects work processes at the organisation concerned. According to Hellgren, et al (2005), the attitudinal constructs investigated in this study were job satisfaction, job involvement, organisational commitment, and turnover intention. Job satisfaction represents a general affective response to the overall job situation. Following Locke (1976, p. 1300), we define job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. ...employees who survived downsizing were likely to experience high levels of stress and decreased levels of organizational commitment and motivation. These individuals are often known as the "victims" of downsizing due to research that documents the devastation of job loss, focusing on negative consequences in terms of psychological and physical well-being (Bennett, Martin, Bies, & Brockner, 1995; Cappeili, 1992; Fallick, 1996; Leana & Feldman, 1992). This study inevitably aimed to prove that workplace restructuring very well has an effect or impact on an employee’s job satisfaction, whether these effects were positive or negative. The findings of the study highlighted significant positive correlations between the two variables and highlights strong relationships between employees’ career advancement opportunities and job satisfaction; trust and job satisfaction, communication and job satisfaction, as well as employee commitment and loyalty and job satisfaction whereas trust (2) or employee morale seem to have no significant relationship with job satisfaction.
Vundla, Wendy Thembie. "The impact of an organisational restructuring exercise on the wellness of middle managers in a mining company". Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/25228.
Pełny tekst źródłaDissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted
Salie, Ricardo. "The relationship between organisational commitment and turnover intentions during a restructuring process in a hospitality environment". University of the Western Cape, 2015. http://hdl.handle.net/11394/5014.
Pełny tekst źródłaSet against the tenuous relationship between government (public sector), organisations (private sector) and trade unions, employees’ commitment to the success of their respective organisations are of utmost importance. Heugens and Schenk (2004) maintains stakeholders may oppose restructuring efforts as invariably some constituencies will be likely to lose a strategic advantage as a result of drastic change such as a restructure. This reality has resulted in these stakeholders having to find a common ground to ensure economic competitiveness and longevity of South African organisations. Where this common ground has been elusive, organisations need to find the balance between profitability, environment and its people. According to the King III Report (2009, as cited in Du Plooy & Roodt, 2013) this is referred to as the triple bottom line that is profit, planet and people, which are integrally linked to employee turnover and organisational strategy. Organisational commitment is a key factor to success for organisations in order to obtain and maintain a competitive advantage. Coetzee and Botha (2012) posit that organisations in today’s competitive world require each employee to be committed to the organisation’s objectives and function as an effective team. A competitive advantage is needed to achieve high performance (Nienaber & Masibigiri, 2012). The working world has evolved from one where job security is no longer as prevalent as it used to be. Consequently and understandably, employees’ commitment to their organisations has diminished. Organisations are required to now investigate, understand and put measures in place to grow employee commitment in order have a successful business operation. This study intended to primarily establish whether a relationship exists between organisational commitment and turnover intentions amongst employees in an organisation undergoing restructuring. Additional variables namely age and tenure were used to establish if these variables have any bearing on levels of organisational commitment. The matter of organisational restructuring may act as an antecedent variable to both organisational commitment as well as turnover intentions. An organisational restructuring is likely to have a negative effect on employees’ organisational commitment. Thus, the affective commitment, continuance commitment and normative commitment of employees were also contrasted with turnover intentions. Correspondingly, news of an impending restructure may serve to increase employees’ intentions to terminate employment with the organisation. The sample included 144 respondents (n = 144) from an organisation within the hospitality industry. A method of non-probability, convenience sampling was utilised due to the nature of the study. A Biographical Questionnaire, Organisational Commitment Questionnaire and Turnover Intention Questionnaire were utilised for data collection purposes. The biographical questionnaire aimed to elicit among others important details such as gender, race, age, marital status, qualifications, language preferences and years of service were used for statistical purposes. Once the information was collected, the Pearson data analysis technique and Analysis of Variance technique were used to establish the relationships and differences between the respective variables under investigation. The results in the study indicate that significant inverse relationships exist between organisational commitment and turnover intentions. Significant differences were found in organisational commitment based on age and tenure. Similar statistically significant differences were discovered in turnover intentions according to employees’ age and tenure. Affective, continuance and normative commitment exhibited significant relationships with turnover intentions. The study in closing makes reference to the limitations experienced in the study as well as recommendations for future research especially on organisational commitment and turnover intentions of employees within a restructured or restructuring environment.
Książki na temat "Organisational restructuring"
Poon, Teresa S. C. The impact of organisational restructuring on personnel function. [s.l.]: typescript, 1987.
Znajdź pełny tekst źródłaBortey, E. B. Organisational restructuring and change management: a case study of the restructuring of the Christian council of Ghana. Oxford: Oxford Brookes University, 1997.
Znajdź pełny tekst źródłaPapanastassiou, Marina. Decentralisation of technology and organisational restructuring in the multinational enterprise (MNE) group. Reading, England: University of Reading, Dept. of Economics, 1995.
Znajdź pełny tekst źródłaClark, Ed. Organisational restructuring in the Czech republic: Social and welfare provision in privatising enterprises. Nottingham: Nottingham Business School, 1994.
Znajdź pełny tekst źródłaInstitute for Social and Economic Change, red. Urban governance and organisational restructuring: The case of Bruhat Bangalore Mahanagara Palike (BBMP). Bangalore: Institute for Social and Economic Change, 2014.
Znajdź pełny tekst źródłaThe changing Soviet system: Mono-organisational socialism from its origins to Gorbachev's restructuring. Aldershot, Hants, England: E. Elgar Pub., 1990.
Znajdź pełny tekst źródłaDietrich, Michael. Explaining capitalist economic restructuring: An input-output analysis of organisational change in the European Union. Sheffield: Political Economy Research Centre, 1996.
Znajdź pełny tekst źródłaSpencer, Donovan W. A study of planned organisational change through the process of restructuring at a mixed secondary comprehensive school. [Guildford]: [University of Surrey], 1998.
Znajdź pełny tekst źródłaJohnston, Margaret. Crucial issues in the implementation of organisational change: A case study of restructuring in a further education college. [s.l: The Author], 1995.
Znajdź pełny tekst źródłaKahmann, Marcus. Changes in national trade union structures: Organisational restructuring by mergers in Central and Eastern Europe, Germany, the U.K. and Australia. Bruxelles: European Trade Union Institute, 2003.
Znajdź pełny tekst źródłaCzęści książek na temat "Organisational restructuring"
Milner, Susan. "Organisational Restructuring and Employment Relations". W Comparative Employment Relations, 143–71. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-35369-6_7.
Pełny tekst źródłaHalford, Susan, Mike Savage i Anne Witz. "Organisational Change and Career Restructuring". W Gender, Careers and Organisations, 107–53. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25562-7_4.
Pełny tekst źródłaNewell, Helen, i Caroline Lloyd. "Pharmaco: Organisational Restructuring and Job Insecurity". W Human Resource Management in Context, 177–93. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-349-91364-0_9.
Pełny tekst źródłaBraithwaite, Jeffrey, Mary T. Westbrook, Donald Hindle i Rick A. Iedema. "Hospital Sector Organisational Restructuring: Evidence of Its Futility". W Organizing and Reorganizing, 33–45. London: Palgrave Macmillan UK, 2008. http://dx.doi.org/10.1057/9780230583207_3.
Pełny tekst źródłaThekedam, Joseph Sebastian. "Leadership and Effective Integration of Information and Communication Technology for the Age of Restructuring". W Organisational Flexibility and Competitiveness, 153–63. New Delhi: Springer India, 2014. http://dx.doi.org/10.1007/978-81-322-1668-1_11.
Pełny tekst źródłaHeinecken, Lindy. "The New Security Environment: Shifting Mission Priorities and Organisational Restructuring". W Advanced Sciences and Technologies for Security Applications, 19–36. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-33734-6_2.
Pełny tekst źródłaSchenk, H. "Organisational Economics in an Age of Restructuring, or: How Corporate Strategies Can Harm Your Economy". W Multidisciplinary Economics, 333–65. Boston, MA: Springer US, 2005. http://dx.doi.org/10.1007/0-387-26259-8_29.
Pełny tekst źródłaHalford, Susan, Mike Savage i Anne Witz. "Restructuring Organisations, Changing People". W Gender, Careers and Organisations, 64–106. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25562-7_3.
Pełny tekst źródłaThompson, Paul, i David McHugh. "Work Systems: Restructuring the Division of Labour". W Work Organisations, 216–32. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-08842-0_15.
Pełny tekst źródłaPapmehl, André. "Restructuring and Capital Organisation: an Interim Manager’s Practical Experiences". W Deutsches Arbeitsrecht für ausländische Investoren | German Labour Law for Foreign Investors, 125–34. Wiesbaden: Springer Fachmedien Wiesbaden, 2019. http://dx.doi.org/10.1007/978-3-658-17107-0_12.
Pełny tekst źródłaStreszczenia konferencji na temat "Organisational restructuring"
Domnik, Jan, i Alexander Holland. "On Data Leakage Prevention And Machine Learning". W Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.45.
Pełny tekst źródłaSmith, Derek, Alan Wenger i Yokow Quansah. "The effects of organisational restructuring on “survivor” stress in information systems professionals". W the 1998 ACM SIGCPR conference. New York, New York, USA: ACM Press, 1998. http://dx.doi.org/10.1145/279179.279218.
Pełny tekst źródłaGaheyr, Asha, Anand Sheombar i Pascal Ravesteijn. "Comparison of BPM Maturity and Performance of the Dutch Department of Defence With Other Sectors". W Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.41.
Pełny tekst źródłaClarke, Roger. "A Reconsideration of the Foundations of Identity Management". W Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.1.
Pełny tekst źródłade Kruif, Sandra, Guido Ongena i Marlies van Steenbergen. "Data Science in Government Agencies: The Challenge of Deployment and Operation". W Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.29.
Pełny tekst źródłaDrnovšek, Rok, i Uroš Rajkovič. "Decision Support for Risk Management in Healthcare Organisations". W Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.46.
Pełny tekst źródłaSvensson, Daniel, i Johan Malmqvist. "Strategies for Product Structure Management in Manufacturing Firms". W ASME 2000 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2000. http://dx.doi.org/10.1115/detc2000/cie-14607.
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