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Artykuły w czasopismach na temat "OWL (Organization)"
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O'Keefe, Lawrence P., Jonathan B. Levitt, Daniel C. Kiper, Robert M. Shapley i J. Anthony Movshon. "Functional Organization of Owl Monkey Lateral Geniculate Nucleus and Visual Cortex". Journal of Neurophysiology 80, nr 2 (1.08.1998): 594–609. http://dx.doi.org/10.1152/jn.1998.80.2.594.
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O'Keefe, Lawrence P., Jonathan B. Levitt, Daniel C. Kiper, Robert M. Shapley, and J. Anthony Movshon. Functional organization of owl monkey lateral geniculate nucleus and visual cortex. J. Neurophysiol. 80: 594–609, 1998. The nocturnal, New World owl monkey ( Aotus trivirgatus) has a rod-dominated retina containing only a single cone type, supporting only the most rudimentary color vision. However, it does have well-developed magnocellular (M) and parvocellular (P) retinostriate pathways and striate cortical architecture [as defined by the pattern of staining for the activity-dependent marker cytochrome oxidase (CO)] similar to that seen in diurnal primates. We recorded from single neurons in anesthetized, paralyzed owl monkeys using drifting, luminance-modulated sinusoidal gratings, comparing receptive field properties of M and P neurons in the lateral geniculate nucleus and in V1 neurons assigned to CO “blob,” “edge,” and “interblob” regions and across layers. Tested with achromatic stimuli, the receptive field properties of M and P neurons resembled those reported for other primates. The contrast sensitivity of P cells in the owl monkey was similar to that of P cells in the macaque, but the contrast sensitivities of M cells in the owl monkey were markedly lower than those in the macaque. We found no differences in eye dominance, orientation, or spatial frequency tuning, temporal frequency tuning, or contrast response for V1 neurons assigned to different CO compartments; we did find fewer direction-selective cells in blobs than in other compartments. We noticed laminar differences in some receptive field properties. Cells in the supragranular layers preferred higher spatial and lower temporal frequencies and had lower contrast sensitivity than did cells in the granular and infragranular layers. Our data suggest that the receptive field properties across functional compartments in V1 are quite homogeneous, inconsistent with the notion that CO blobs anatomically segregate signals from different functional “streams.”
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Xu, X. "Functional Organization of Visual Cortex in the Owl Monkey". Journal of Neuroscience 24, nr 28 (14.07.2004): 6237–47. http://dx.doi.org/10.1523/jneurosci.1144-04.2004.
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Malach, R. "Organization of intrinsic connections in owl monkey area MT". Cerebral Cortex 7, nr 4 (1.06.1997): 386–93. http://dx.doi.org/10.1093/cercor/7.4.386.
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Sharma, Abhisek, i Sarika Jain. "Altering OWL Ontologies for Efficient Knowledge Organization on the Semantic Web". International Journal of Information System Modeling and Design 13, nr 7 (20.10.2022): 1–16. http://dx.doi.org/10.4018/ijismd.313431.
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The increase in the number of users on the internet and the advancement in information technology have spiked the generation of information to an unprecedented level making information retrieval and web mining a difficult task. Semantic technologies can help improve the results of web mining by providing constructs that can help represent the web documents in a machine-understandable manner. To keep providing semantically rich services while keeping this surge in the amount of information in mind, we have to work towards ways to make the process of information management efficient while retaining its effectiveness. One of the ways to accomplish the above task is to improvise the knowledge organization in a manner that every piece of information is in its designated place. This paper discusses and addresses the problems with current knowledge organization methodologies and presents an algorithm to alter the available OWL ontologies. The authors were able to get a noticeable improvement in the amount of storage used by the ontology with fewer axioms without losing any information.
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García de la Chica, Alba, Eduardo Fernandez-Duque i Marcelo Rotundo. "The life of Fabian, an Azara’s owl monkey (Aotus azarae) of the Argentinean Chaco". Behaviour 157, nr 12-13 (5.10.2020): 1113–25. http://dx.doi.org/10.1163/1568539x-bja10035.
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Abstract Species-life history patterns provide insights into the adaptative strategies and importance of social behaviours. The cathemeral activity pattern of Aotus azarae allowed researchers from the Owl Monkey Project of Formosa, Argentina, to witness remarkable life changing events over the complete lifespan of several individuals. Here we summarize the life of Fabian, a male owl monkey we followed from the moment he started searching for a mate until he died. Although still not consistently considered in models of social evolution of mammals, our discovery of a subpopulation of solitary owl monkey floaters forced us to rethink some aspects of their characteristic social organization and mating system. Through the life of Fabian we present some representative examples of the intrasexual competition regulating the social system of the members of this genus during the different stages in the life of individuals, while reporting the first case of extra-pair copulation in wild owl monkeys.
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Lyon, D. C., X. Xu, V. A. Casagrande, J. D. Stefansic, D. Shima i J. H. Kaas. "Optical imaging reveals retinotopic organization of dorsal V3 in New World owl monkeys". Proceedings of the National Academy of Sciences 99, nr 24 (19.11.2002): 15735–42. http://dx.doi.org/10.1073/pnas.242600699.
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Sunde, Peter, i Mikkel S. Blstad. "A telemetry study of the social organization of a tawny owl (Strix aluco) population". Journal of Zoology 263, nr 1 (maj 2004): 65–76. http://dx.doi.org/10.1017/s0952836904004881.
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McColgan, Thomas, Paula T. Kuokkanen, Catherine E. Carr i Richard Kempter. "Dynamics of synaptic extracellular field potentials in the nucleus laminaris of the barn owl". Journal of Neurophysiology 121, nr 3 (1.03.2019): 1034–47. http://dx.doi.org/10.1152/jn.00648.2017.
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Synaptic currents are frequently assumed to make a major contribution to the extracellular field potential (EFP). However, in any neuronal population, the explicit separation of synaptic sources from other contributions such as postsynaptic spikes remains a challenge. Here we take advantage of the simple organization of the barn owl nucleus laminaris (NL) in the auditory brain stem to isolate synaptic currents through the iontophoretic application of the α-amino-3-hydroxy-5-methyl-4-isoxazolepropionic acid (AMPA)-receptor antagonist 1,2,3,4-tetrahydro-6-nitro-2,3-dioxo-benzo[ f]quinoxaline-7-sulfonamide (NBQX). Responses to auditory stimulation show that the temporal dynamics of the evoked synaptic contributions to the EFP are consistent with synaptic short-term depression (STD). The estimated time constants of an STD model fitted to the data are similar to the fast time constants reported from in vitro experiments in the chick. Overall, the putative synaptic EFPs in the barn owl NL are significant but small (<1% change of the variance by NBQX). This result supports the hypothesis that the EFP in NL is generated mainly by axonal spikes, in contrast to most other neuronal systems. NEW & NOTEWORTHY Synaptic currents are assumed to make a major contribution to the extracellular field potential in the brain, but it is hard to directly isolate these synaptic components. Here we take advantage of the simple organization of the barn owl nucleus laminaris in the auditory brain stem to isolate synaptic currents through the iontophoretic application of a synaptic blocker. We show that the responses are consistent with a simple model of short-term synaptic depression.
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Recanzone, Gregg H., Christoph E. Schreiner, Mitchell L. Sutter, Ralph E. Beitel i Michael M. Merzenich. "Functional organization of spectral receptive fields in the primary auditory cortex of the owl monkey". Journal of Comparative Neurology 415, nr 4 (27.12.1999): 460–81. http://dx.doi.org/10.1002/(sici)1096-9861(19991227)415:4<460::aid-cne4>3.0.co;2-f.
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Jacobs, Francois, William Cain, Renxiang Lu i Amy Daugherty. "Case Study: Teaching with Industry (TWI) Using New Videoconferencing Technology and Innovative Classroom Setups". Education Sciences 12, nr 2 (16.02.2022): 128. http://dx.doi.org/10.3390/educsci12020128.
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This paper describes a case study of a novel teaching method where the “Teaching with Industry” (TWI) model–industry practitioners incorporated as co-instructors in a semester-long classroom setting–is enhanced by using new videoconferencing technologies such as Zoom and Meeting Owl Pro, and innovative classroom setups. This enhanced model was developed with the intent to bridge the gap between information acquired in the classroom and the skills and competencies required in the industry. The different teaching platforms not only facilitated the teaching when industry practitioners were/are not able to be physically present in the classroom, but also led to efficient organization of the different activities carried out in class. Results obtained from end-course surveys showed that students had a positive experience using Zoom and Meeting Owl Pro welcoming the opportunity to engage with industry practitioners and gain better understanding of the practical usefulness of the course.
Rozprawy doktorskie na temat "OWL (Organization)"
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Belák, Václav. "Ontology-Driven Self-Organization of Politically Engaged Social Groups". Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15538.
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This thesis deals with the use of knowledge technologies in support of self-organization of people with joint political goals. It first provides a theoretical background for a development of a social-semantic system intended to support self-organization and then it applies this background in the development of a core ontology and algorithms for support of self-organization of people. It also presents a design and implementation of a proof-of-concept social-semantic web application that has been built to test our research. The application stores all data in an RDF store and represents them using the core ontology. Descriptions of content are disambiguated using the WordNet thesaurus. Emerging politically engaged groups can establish themselves into local political initiatives, NGOs, or even new political parties. Therefore, the system may help people easily participate on solutions of issues which are influencing them.
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Holmes, Paul Robin. "The effectiveness of organizations for water pollution control". Thesis, Lancaster University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287125.
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Hafeez, Farah. "Study of genome structure and organization of oil palm (Elaeis guineensis, Jacq.)". Thesis, University of Cambridge, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.613880.
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Gustavsson, Simon, i Fredrik Årman. "Bring your own device - a concern for organizations? : A thesis about tech organizations awareness and management of smartwatches". Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96411.
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With 5G around the corner and an overall increase in a faster and more stable internet connection, the future of Internet of Things (IoT) looks bright. There is a steady increase in the development of IoT devices, such as the smartwatch, and a high increase in usage of IoT, both by organizations and private citizens. Organizational managing of a smartwatch falls under the “Bring your own device” (BYOD) policy which allows employees to do work on their private devices. It appears to be a lack of knowledge in organizations on how to manage IoT devices both regarding policies and technical IT security. There has been an increase in malware attacks against IoT devices, and compromised smartwatches could be used to gain unauthorized access to organizations’ networks. The smartwatch is a common and powerful IoT device and will be used as an example in this thesis which purpose is to examine how organizations’ perceive and manage IoT devices, focusing on the smartwatch in order to gain insight regarding whether IoT devices such as the smartwatch is an area of concern within organizations. To understand the smartwatch, understanding IoT first will be important. The literature review delves into both IoT and smartwatch functionality and security. It looks at the BYOD policy and technical IT security solutions regarding the smartwatch. The review pointed to there being IT security issues with smartwatches and that implementing a BYOD policy increases productivity but increases the risk of malware attacks from and against the allowed devices. To fulfill the thesis purpose, qualitative interviews with high ranking IT security personnel at tech organizations were performed, thematized, and analyzed. The most prominent results are discussed; if the smartwatch is a threat and possible technical solutions for prevention, the organizations customer businesses IT security level, and BYOD policy. The results from the thesis showed that the organizations had a high awareness of the smartwatch and the IT security risks brought with it. They all had BYOD policies to restrict/limit access for the smartwatch’s access to their internal networks and a set of technical solutions to prevent breaches in the IT infrastructure and to detect if there had been a breach. The informants claimed that their organizations’ awareness regarding the smartwatch and the concerning IT security was higher than many of their customer businesses, which makes for an interesting subject for future research. How can these organizations reach the same level of awareness?Med 5G runt hörnet och en generell ökning av både snabbare och stabilare internet så ser framtiden för Internet of Things (IoT) ljus ut. Det pågår en stadig ökning i utvecklingen av IoT-enheter såsom smartklockan, samtidigt som en användandet av IoT ökar både på företag och hos privatpersoner. En verksamhets hantering av smartklockan hamnar under policyn ”Bring your own device” (BYOD) vilket tillåter anställda att använda sina privata enheter i jobbrelaterat syfte. Det verkar finnas en kunskapsbrist hos verksamheter avseende hur man hanterar IoT-enheter, både gällande policy och teknisk IT-säkerhet. Det har skett en ökning av malware attacker (skadlig kod) mot IoT-enheter och en kompromissad smartklocka kan potentiellt användas för att få otillbörlig åtkomst till en verksamhets nätverk. Smartklockan är en vanlig och kraftfull IoT-enhet och kommer att användas som exempel i den här uppsatsen. Syftet med uppsatsen är att undersöka hur verksamheter uppfattar och hanterar IoT-enheter med fokus på smartklockan, för att ta reda på om IoT-enheter såsom smartklockan är ett område som verksamheter arbetar med. För att förstå smartklockan så är det viktigt att först förstå IoT. I litteraturstudien redogörs både IoT och smartklockors funktionalitet samt säkerhetsaspekter. Vidare beskrivs även BYOD policy och tekniska IT-säkerhetslösningar gällande smartklockan. Litteraturstudien pekade på att det existerar IT-säkerhetsproblem med smartklockan och att implementera en BYOD policy kan öka verksamhetens produktivitet men även öka riskerna med malware attacker, både mot och från de tillåtna enheterna. För att uppfylla uppsatsens syfte utfördes kvalitativa intervjuer med högt uppsatt IT-säkerhetspersonal på IT-orienterade verksamheter, som sedan tematiserades och analyserades. De mest relevanta resultaten diskuteras, avseende smartklockan som ett hot och de relaterade tekniska lösningarna, verksamheternas kundföretags IT-säkerhetsnivå och BYOD policyn. De empiriska resultaten från uppsatsen visade att verksamheterna som intervjuades hade en hög medvetenhet relaterat till smartklockan och de IT-säkerhetsproblem som den kan medföra. Alla verksamheterna hade en BYOD policy för att begränsa/förbjuda smartklockans åtkomst till deras interna nätverk, samt ett par tekniska lösningar för att förebygga intrång i deras IT-infrastruktur och för att upptäcka om ett intrång redan skett. Informanterna påstod att deras verksamheters medvetenhet kring smartklockan och den relaterade IT-säkerheten var högre kontra flera av deras kundföretags, vilket är ett relevant ämne för framtida forskning. Hur kan dessa verksamheter nå upp till samma nivå av medvetenhet?
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SILVA, NIVEA MARIA PEREIRA DA. "COMPETITIVE INTELLIGENCE IN BRAZILIAN ORGANIZATIONS: A CASE STUDY IN THE OIL INDUSTRY". PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2007. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=10195@1.
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PETRÓLEO BRASILEIRO S. A.A nova ordem econômica estabeleceu às empresas um novo patamar de competitividade, pelo qual elas estão obrigadas a acompanharem, sistematicamente, o sistema competitivo em que atuam, a fim de refinar seus processos de tomada de decisão e planejamento, reduzir riscos, incertezas, ameaças e aproveitar oportunidades. Um conceito cada vez mais utilizado com essa finalidade tem sido o de Inteligência Competitiva, um conjunto de ações e recursos que permite às empresas acumularem, em curto espaço de tempo, o máximo entendimento sobre a rapidez das mudanças do ambiente, gerando maior segurança ao executivo na hora de tomar uma decisão ou definir a estratégia mais adequada. Trata-se de um conceito ainda em evolução, pouco explorado pela Academia, mas que vem despertando cada vez mais interesse por parte das empresas. No sentido de entender como e por que uma empresa implanta unidades de Inteligência, conduziu-se um estudo de caso em uma empresa petrolífera, onde executivos envolvidos na implantação de tais unidades foram entrevistados para apontar aspectos e desafios, tais como: motivação para a Inteligência; posição hierárquica; foco; interface com outros processos; produtos de Inteligência; mobilização dos recursos humanos e outros. Na empresa, há várias unidades de Inteligência implantadas, a maioria localizada ao nível estratégico, com foco para questões estratégicas de longo prazo. Na prática, estão mais voltadas para o curto prazo, e não estão totalmente integradas aos outros processos, em parte, pela cultura, em parte, por reestruturações e mudanças na liderança, questões que têm influenciado de maneira distinta a continuidade dessas unidades na empresa.
The new economic order established to enterprises a new level of competitiveness that obliges them to monitor systematically their competitive system in order to improve their decision making and planning processes, to minimize risks, uncertainties, threats and to get opportunities. A new such a way to do this is using the Competitive Intelligence process. Competitive Intelligence is said to be a tool of actions and resources that enables executives to understand, in a short period of time, how fast competitive environment changes. By using this tool, executives are safe to make better decisions and establish the most adequate strategy. It is a new and increasing subject, both for enterprises and Academy. In many aspects, its theorical base line is not well developed yet. In order to improve the understanding about how and why an enterprise establishes Competitive Intelligence Units, a case study was conducted in an oil and gas company. Executives in charge of these units were interviewed to explain some of the Competitive Intelligence challenges such as: reasons for Competitive Intelligence; structural position, focus and interface with other processes; Intelligence products; human resources support. There are Intelligence Units established in all of the company business units. Almost all are positioned at the higher level of decision structure with focus on long term questions. However, practice shows these units are more focused on short term and are not totally integrated to other processes because of culture and changes in structure and leadership, which influences intelligence unit survival differently.
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Lee, Joonbeom. "Emergency oil system and international cooperation /". free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3012994.
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Voth, Jeffrey Michael. "Oil price shocks and policy implications the emergence of U.S. tight oil production: a case study". reponame:Repositório Institucional do FGV, 2015. http://hdl.handle.net/10438/15054.
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How have shocks to supply and demand affected global oil prices; and what are key policy implications following the resurgence of oil production in the United States? Highlights: − The recent collapse in global oil prices was dominated by oversupply. − The future of tight oil in the United States is vulnerable to obstacles beyond oil prices. − Opinions on tight oil from the Top 25 think tank organizations are considered. Global oil prices have fallen more than fifty percent since mid-2014. While price corrections in the global oil markets resulted from multiple factors over the past twelve months, surging tight oil production from the United States was a key driver. Tight oil is considered an unconventional or transitional oil source due to its location in oil-bearing shale instead of conventional oil reservoirs. These qualities make tight oil production fundamentally different from regular crude, posing unique challenges. This case study examines these challenges and explores how shocks to supply and demand affect global oil prices while identifying important policy considerations. Analysis of existing evidence is supported by expert opinions from more than one hundred scholars from top-tier think tank organizations. Finally, implications for United States tight oil production as well as global ramifications of a new low price environment are explored.
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Cade, Evelyn. "Risk, Oil Spills, and Governance: Can Organizational Theory Help Us Understand the 2010 Deepwater Horizon Oil Spill?" ScholarWorks@UNO, 2013. http://scholarworks.uno.edu/td/1614.
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The 2010 BP Deepwater Horizon oil spill in the Gulf of Mexico awakened communities to the increased risk of large-scale damage along their coastlines presented by new technology in deep water drilling. Normal accident theory and high reliability theory offer a framework through which to view the 2010 spill that features predictive criteria linked to a qualitative assessment of risk presented by technology and organizations. The 2010 spill took place in a sociotechnical system that can be described as complex and tightly coupled, and therefore prone to normal accidents. However, the entities in charge of managing this technology lacked the organizational capacity to safely operate within this sociotechnical system.
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Hosøy, Lars Henrik. "Virtual teams across organizational boundaries : A case study of an inter-organizational relationship in the oil and gas industry". Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for industriell økonomi og teknologiledelse, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-15835.
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Over the last years, rapid technological development has made it possible for organizations to increase their use of virtual teams. Unlike traditional face-to-face teams, virtual teams enable people to collaborate across virtual dimensions like geographical dispersion, time and cultural diversity. By making use of virtual teams, organizations are able to increase the efficiency and performance, as they can be more flexible than traditional face-to-face teams. There has been an increased focus on research within this field of work in line with the development of virtual teams. However, there are few studies that have investigated the affect virtual teams as a work process has on collaborative relationships across organizational boundaries. This Master thesis is analyzing how inter-organizational relationships in the oil and gas industry can be affected by implementing Integrated Operations (IO) to their work processes. IO is a strategic tool using information and communication technology in order to change work practices and enabling people and organizations within this industry to work together through virtual communication channels. Organizations use virtual teams by installing collaboration rooms equipped with video walls and sound. In these rooms, people can communicate in real-time and across large geographical distances. This can potentially increase the effectiveness and simplifies collaboration both offshore and onshore. This study describes new challenges and opportunities in inter-organizational relationships between operator companies and suppliers due to the implementation of IO, and how working in virtual teams influences the relationships. In order to explore these issues, a case study of a business relationship between two companies in the oil and gas industry has been conducted, where collaboration takes place across geographical distance and across organizational boundaries. These companies are using virtual teams as a basis for their collaborative work. Their interaction through virtual communication channels has been observed over a significant period of time, and semi-structured interviews have been used to support the findings from the observations. This is done in order to analyze the potential and challenges of implementing IO in this industry.The main findings in this study show that there is a great potential for using virtual teams when interacting across organizational boundaries. Operator companies and suppliers have the opportunity of developing closer relations by working in virtual teams as such teams simplify the processes of communicating. However, there are some significant challenges. Virtual teams are most successful when the actors collaborating have a personal relationship. This if most often the case when actors within the same organization are working together. People that are collaborating through inter-organizational relationship may have less knowledge of each other. Relationships where the organizations have an unequal power structure due to their size and influence in the oil and gas industry can be especially challenging. As the actors are trying to protect their own organization’s interest, an unequal power structure can question the level of trust and potential for value creation within the team. This can potentially create boundaries and limitations when communicating through virtual communication channels as interaction through videoconference systems creates a less personal environment than traditional face-to-face communication. The main contribution of this study is that: taking use of virtual dimension in inter-organizational relationships increases the potential level of conflicts between organizations, complicates the communication process and consolidates the power structure in the relationship between the collaborating parties.
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Martinez, Vazquez Elizabeth. "HSE-MS set up for a new organization in the Offshore Oil & Gas Industry". Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018. http://amslaurea.unibo.it/16672/.
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The participation of a new Rosetti’s Nigerian subsidiary in a new business project for the most important Oil Company in Nigeria, requires the setting of a new HSE Management System (HSE-MS), which considers Nigerian legal requirements, different type of hazards, risks and opportunities as well to the employment of local personnel.
The purpose of this thesis is to identify, define and stablish the main requirements to consider in a new country when a new HSE-MS for an organization, which provides Engineering, Procurement and Construction services to the Offshore Oil & Gas Industry as Rosetti Marino Group, must to be implemented. This involves the identification of external and internal factors at specific conditions for understanding the context and needs of the HSE-MS organization to identify additional hazards and risks that under different conditions would be irrelevant or even not considered.
For that purpose, in this work are considered the International Standards ISO 45001 “Occupational health and safety management system” and ISO 14001 “Environmental management systems”, as well to IOGP Standards, contractual requirements and previously experience of Rosetti Marino in other countries in this field.
The set-up of the HSE-MS for three different countries (Kazakhstan, Mexico and Nigeria), will be compared to have a better understanding on how these internal and external factors could affect and change the planning and implementation of it.
In the case of Kazakhstan, it will be described the HSE-MS that is already implemented at Kazakhstan Caspian Offshore Industries LLP (KCOI), which is another Subsidiary of Rosetti’s Group. This to compare it with the ones to be implemented at Nigeria and the hypothetical case of Mexico.
Książki na temat "OWL (Organization)"
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(Organization), OWL. [OWL information packet]. Washington, DC: OWL, 2002.
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Turner, P. D. Oil palm cultivation and management: Organization. Kuala Lumpur, Malaysia: Incorporated Society of Planters, 2010.
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Teresa, Brannick, red. Doing action research in your own organization. Wyd. 2. London: Sage Publications, 2005.
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Teresa, Brannick, red. Doing action research in your own organization. Wyd. 3. London: SAGE, 2009.
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Teresa, Brannick, red. Doing action research in your own organization. London: Sage Publications, 2001.
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Karagodin, Valeriy. Organization of the investigator's work. ru: INFRA-M Academic Publishing LLC., 2022. http://dx.doi.org/10.12737/1860936.
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The monograph is devoted to the organization of the investigator's own work. After analyzing the concept and structure of this line of investigative activity, practical recommendations for its implementation are offered. Serious attention is paid to the preparatory stage of labor organization, covering the assessment of the organizational and managerial situation, the design of the order of performance of official duties.
Some aspects of the main stage, which consists in the implementation of the investigator's chosen model of labor organization, are also investigated. Recommendations are given taking into account the level of professional qualification of the investigator and the conditions of typical organizational and managerial situations.
For employees of investigative agencies. It can be useful to students and teachers of law schools and institutions of secondary vocational education.
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Kip, Viscusi W., Carson Richard, Gentry William, Kniesner Tom, Pauly Mark V, Spiegel Yossi, Zame William i Ziliak James, red. The Organization of the Oil Industry, Past and Present. Boston: Now, 2014.
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Taptiklis, Theodore. Unmanaging: Opening up the organization to its own unspoken knowledge. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan, 2008.
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Hartshorn, J. E. Oil trade: Politics and prospects. Cambridge [England]: Cambridge University Press, 1993.
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Press, Entrepreneur, red. Start your own nonprofit organization: Your step-by-step guide to success. Irvine, California: Entrepreneur Press, 2014.
Znajdź pełny tekst źródłaCzęści książek na temat "OWL (Organization)"
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Bhalla, Vikram, Jean-Michel Caye, Andrew Dyer, Lisa Dymond, Yves Morieux i Paul Orlander. "High-Performance Organizations". W Own the Future, 171–77. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119204084.ch22.
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Ross, Jeanne W., Stephanie L. Woerner, Stuart Scantlebury i Cynthia M. Beath. "The IT Organization of the Future". W Own the Future, 201–6. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119204084.ch27.
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Mead, Walter. "Crude Oil Supply and Demand". W Studies in Industrial Organization, 43–83. Dordrecht: Springer Netherlands, 1993. http://dx.doi.org/10.1007/978-94-011-2174-3_3.
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Gilbert, Richard J. "Introduction to the Environment of Oil". W Studies in Industrial Organization, 1–10. Dordrecht: Springer Netherlands, 1993. http://dx.doi.org/10.1007/978-94-011-2174-3_1.
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Mead, Walter. "Oil and Gas Leasing Policy Alternatives". W Studies in Industrial Organization, 215–60. Dordrecht: Springer Netherlands, 1993. http://dx.doi.org/10.1007/978-94-011-2174-3_7.
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van der Linde, Coby. "The Organization of the Petroleum Exporting Countries". W Dynamic International Oil Markets, 145–78. Dordrecht: Springer Netherlands, 1991. http://dx.doi.org/10.1007/978-94-015-7913-1_6.
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Hirsch, Dennis, Timothy Bartley, Aravind Chandrasekaran, Davon Norris, Srinivasan Parthasarathy i Piers Norris Turner. "Management Processes". W SpringerBriefs in Law, 69–81. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-21491-2_8.
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Abstract Management processes are essential to an organization’s ability to spot and address ethical issues. In this chapter we investigate the types of processes used by organizations to manage ethical risks related to their use of advanced analytics and AI. We find that it is typical for organizations to develop processes for spotting ethical issues, escalating them to the appropriate decision-maker, and for reaching decisions about these issues. There is no single “silver bullet” approach to these vital data ethics management tasks and we saw a variety of practices. Some organizations placed data ethics professionals at various parts of the organization to spot ethical issues and escalate them to the center. Others employed checklists for data scientists, or consultation with external advisors. For decision-making, some organizations deployed a cross-functional data ethics committee. The committees at some companies operated with more autonomy and authority than those at others. We conclude this chapter by discussing how organizations can go beyond their traditional boundaries and institute processes that govern, not only the company’s own use of advanced analytics and AI, but also that of their suppliers and customers.
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Gabel, Stewart. "The Leader’s Own Conflict". W Leaders and Healthcare Organizational Change, 101–15. Boston, MA: Springer US, 2001. http://dx.doi.org/10.1007/978-1-4615-1251-6_7.
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Molle, Willem. "Oil Refineries and Petrochemical Industries: Coping With The Mid-Life Crisis". W Studies in Industrial Organization, 43–63. Dordrecht: Springer Netherlands, 1993. http://dx.doi.org/10.1007/978-94-011-1733-3_2.
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Costa, Giovanni, Eleonora Tommasi, Leonardo Giovannini i Nicola Mucci. "Shiftwork Organization". W Textbook of Patient Safety and Clinical Risk Management, 403–12. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-59403-9_29.
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AbstractIn healthcare companies, shiftwork organization is fundamental to ensure continuous 24-h patient care. This chapter gives an overview of health-related problems associated with shift work and the preventative actions that can be taken to protect workers’ health and well-being. Shift work, in particular night work, results in a disruption of biological circadian rhythms with serious social and psychophysical ramifications for the worker. The adverse health effects of shift work can be both in the short-term (sleep, digestive, mental, and menstrual disorders) and in the medium- to long-term (increased gastrointestinal, neuropsychic, metabolic, and cardiovascular diseases). In 2007, the IARC classified shift work as “probable carcinogen” for humans due to the destructive effects on the circadian rhythm. The modification of the sleep/wake cycle also negatively influences worker’s vigilance and performance (“jet-lag syndrome”) leading to a consequently greater risk of accidents and errors. Shift work can be harmful to the safety of both the worker and the patient. Appropriate shift scheduling that respects ergonomic criteria is important to protect worker and patient health and well-being. Medical residents should be conscious of the legislation and rights regarding shift work to ensure they provide appropriate assistance to patients and to preserve their own social and psychophysical well-being.
Streszczenia konferencji na temat "OWL (Organization)"
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Mazin, Aleksandr, Aleksandr Egorshin, Irina Guskova i Anna Troitskaya. "Attractiveness of the organization for highly qualified employees: indicator and key organizational factors". W Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.asvb5574.
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The article is devoted to the analysis of organizational factors that affect the attractiveness of an employing organization for employees with a high level of professional qualification. Such employees must not only be attracted initially, but also be retained further, which requires their desire to cooperate with the employer for a long time. As an indicator of attractiveness, the authors consider the willingness (or unwillingness) of employees, who rated the level of their own professional skills by 4 or 5 points out of 5, to change their current job. Using econometric calculations based on polls conducted by the authors in 2011 and 2018 among employees of organizations in the Nizhny Novgorod region, authors have identified factors that have a statistically significant effect on the indicator of an organization’s attractiveness, and have formulated conclusions and proposals on possible adjustments to the organization’s personnel policy, depending on whether the organization has problems with some of these factors.
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Hanaoka, Sho. "A Study on the Relevance between the Progress of IT and Business Ethics in Typical Japanese Organizations". W 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2682.
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Each lower-level organization within in most Japanese companies has its own implicit code of conduct based on its own organizational culture. The structure of the ordinary Japanese organization is expressible as a closed space surrounded by higher walls on all four sides. Also the walls are expressible as roll-away fences, changing their positions by adapting to the changes in the environment. The position of each wall becomes more indefinite by adapting to new business models such as SCM, ERP, ASP, etc. As a consequence, some of these walls become to invisible from time to time, and most companies are confronted with unconformity and confusion between the organizations in doing business. Moreover, the progress of internationalization adds momentum to the confusion. In this paper, first, the author elucidates the peculiar characteristics of the Japanese organization's culture and problems it poses in bus iness ethics. Then, the issue of using IT on business ethics is discussed. Finally, a "wall-in model" expressing the gaps of the adjacent organizations is proposed. Then we discuss the effective use of IT for solving the problems of business ethics.
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Dіulherova, Anastasiia, i Olha Baidarova. "Features of the volunteer organizations management in the direction of assisting the military in conditions of war". W Sociology – Social Work and Social Welfare: Regulation of Social Problems. Видавець ФОП Марченко Т.В., 2023. http://dx.doi.org/10.23939/sosrsw2023.122.
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Background: The volunteer movement in Ukraine, which has always intensified in times of greatest threat, has since February 24, 2022, accumulated the efforts of volunteers, directing all their efforts to help the army. This has led to an increase in the number of volunteer organizations helping the military. The social demand and the needs they respond to set high expectations for volunteers. In such circumstances, volunteer organizations must pay special attention to the organization of volunteer activities. The question arises: how do volunteer organizations working to help the military cope with the risks and challenges that have arisen in connection with a full-scale war? The lack of qualitative knowledge about how they organize activities, engage volunteers, and keep them motivated, what are the peculiarities of communication and evaluation of their work, etc. determines the applied significance of the study, the results of which are reflected in the abstracts. Objective: To find out the peculiarities of management of volunteer organizations in the field of assistance to the military in war and to identify ways to strengthen their organizational capacity. Methods: The research was qualitative in nature. The theoretical method of the study was to analyze documents on the topic of volunteer management. The main method of empirical research was a structured interview with representatives of volunteer organizations working to help the military, aimed at studying: the content of volunteers' work, the risks of working in war, the difficulties of conducting activities, the peculiarities of volunteer management, assessment of the organization's capacity and ways to strengthen it. To process the results, we analyzed and compared the content of the respondents' answers. Results: Volunteer organizations working to help the military are different from others and have their own special internal organization. During the war, they faced a number of challenges, the answer to which is determined by the specifics of volunteer management of different types of organizations. The article reveals differences in the work of old (those that functioned before the full- scale invasion) and newly created volunteer organizations. The key factors that weaken the capacity of a volunteer organization include internal (misconceptions about management, in particular, about engaging volunteers in work, organizing their activities and motivation, ignoring the risks of burnout, insufficient communication with former volunteers, etc.) and external (decline in active involvement of volunteers, people's distrust of the organization and the organization – of the state authorities, legal insecurity of volunteers, funding risks, chronic stress). Conclusion: Since the outbreak of full-scale war, the activities of organizations that help the military have changed dramatically, and these changes can be recorded in a certain sequence: 1) a new stage of development; 2) a decline in activity (a decrease in the number of contributions and people); 3) transformation of approaches to volunteer management, including resource mobilization. Volunteer organizations, regardless of their type, need to strengthen their capacity in such areas as developing internal policies, facilitating strategic planning, developing an organizational structure, and maintaining staff motivation and development. Older and younger organizations have different needs for strengthening their advocacy and communication capacities. One of the ways to strengthen the organizational capacity of volunteer organizations can be training aimed at overcoming false stereotypes about volunteer management. Keywords: volunteer activity, volunteer management, war, volunteering to help the military.
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"Business Priorities Driving BYOD Adoption: A Case Study of a South African Financial Services Organization". W InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4284.
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[This Proceedings paper was revised and published in the 2019 issue of the journal Issues in Informing Science and Information Technology, Volume 16] Aim/Purpose: Bring your own device (BYOD) provides opportunities for both the organization and employees, but the adoption of BYOD also introduces risks. This case study of an organization’s BYOD program identifies key positive and negative influences on the adoption decision. Background: The consumerization of IT introduced the BYOD phenomenon into the enterprise environment. As mobile and Internet technologies improve employees are opting to use their personal devices to access organizational systems to perform their work tasks. Such devices include smartphones, tablets and laptop computers. Methodology: This research uses a case study approach to investigate how business priorities drive the adoption of BYOD and how resulting benefits and risks are realized and managed by the organization. Primary empirical data was collected using semi-structured interviews with 15 senior employees from a large South African financial services organization. Policy documents from the organization were analyzed as secondary data. Contribution: Thematic analysis of the data revealed six major themes: improving employee mobility; improving client service and experience; creating a competitive industry advantage; improving business processes; information security risks; and management best practices. Findings: The themes were analyzed using the Technology-Organization-Environment (TOE) framework, showing the key positive and negative influences on the adoption decision. Recommendations for Practitioners: Organizations need to clearly understand the reasons they want to introduce BYOD in their organizations. The conceptual framework can be applied by practitioners in their organizations to achieve their BYOD business objectives. Recommendations for Researchers: BYOD remains an important innovation for organizations with several aspects worthy of further study. The TOE framework presents a suitable lens for analysis, but other models should also be considered. Impact on Society: The findings show that organizations can use BYOD to improve client service, gain competitive advantage, and improve their processes using their digital devices and backend systems. The BYOD trend is thus not likely to go away anytime soon. Future Research: The applicability of findings should be validated across additional contexts. Additional models should also be used.
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Ciulei (Ionescu), Florentina, Angela Morlovea, Delia Mioara Popescu i Constanta Popescu. "The Personal Change of The Manager - Core of the Organizational Change". W G.I.D.T.P. 2019 - Globalization, Innovation and Development, Trends and Prospects 2019. LUMEN Publishing, 2022. http://dx.doi.org/10.18662/lumproc/gidtp2022/03.
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The school organizations in Romania are confronted with the continuous perspective of change by reference to the legislative changes, to those at the level of the educational paradigm, but also at the social level. The present paper aims at a historical and evolutionary recovery of the concept of change in the school organization, with emphasis on identifying strategies and techniques for managing the process of developing and changing the manager, taking into consideration his professional competences and his personal abilities, considered as core and trigger agent for effective change in the organization. Personal change involves dynamics, which implies personal development, becoming, training. In order to complete the process of personal change of a school manager it takes a long time, of involvement in one's own development in order to trigger induce support the change of the school organization. In order to adopt the most appropriate organizational strategy (maintaining/restricting/developing or diversifying the organization), the manager must constantly evaluate his own abilities/competencies, to value those that bring performance to his organization. The methodology consisted in the rigorous analysis of the specialized literature and the empirical research, instrumented by a survey based on a questionnaire applied to the managers of 15 early education organizations in Dâmboviţa county. The main conclusions from the study focus on the process of becoming a manager, with an emphasis on the triggering moment of his personal change, transposed into behaviors that will have implications for the culture of his organization.
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Ibadat, Samrah. "Leadership Development for High Potential Employees". W Gas & Oil Technology Showcase and Conference. SPE, 2023. http://dx.doi.org/10.2118/213999-ms.
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Abstract The purpose of the paper is to outline the methodology and process that United Energy Pakistan adopted to develop and enhance the leadership capacity of its emerging talent that went on to assume leadership roles in the organization. It is imperative for the upkeep of talent and organizational culture that structured development journeys are designed and extended to high potential employees who can then take the organizational performance to new heights. The framework was designed to develop business focused, yet people centric leaders, equipped to manage operational as well as strategic aspects and deliver results. It is a structured leadership competency acceleration program with a rigorous monitoring mechanism. Although a 12 month long developmental journey comes with many benefits such as cross functional collaboration, networking, opportunity for reflection and practicing learned skills, however, the manageability and synchronization of schedules became an administrative challenge. The paper provides best practices and lessons learnt for leadership development that other organizations in the oil and gas sector may adopt to manage and maintain sustainable talent pools.
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Ukpohor, Excel Theophilus. "Unconventional Leadership: Development Opportunities for Young Professionals". W SPE Nigeria Annual International Conference and Exhibition. SPE, 2022. http://dx.doi.org/10.2118/212023-ms.
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Abstract With increasing demand on human resource professionals to develop and groom young professionals under tight learning and development budget, unconventional leadership opportunities have to be explored as an option for leadership development. These are leadership opportunities that are not defined within the conventional organizational structures but are indirectly connected to organizational performance and deliveries. Exploring these opportunities provides the human resources practitioners a funnel through which they can deliberately develop young professionals within their organizations. They also provide a lens of leadership quality validation for these young professionals within the organization, thus reinforcing management investment in their leadership programs. These paper examines the various unconventional leadership opportunities available to most oil and gas organizations in Nigeria. The paper also highlights how HR can effectively utilize these opportunities in the leadership development programs for young professionals and also highlights some of the risk associated with this methodology and potential mitigations.
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Urra, Susan. "The Formal Adoption of a Process Safety Management Methodology Within an International Oil and Gas Pipeline Company". W 2012 9th International Pipeline Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/ipc2012-90301.
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Process Safety Management (PSM) is an integrated approach to managing loss prevention. At Enbridge, as with many organizations, several PSM elements of practice have been implemented with different levels of rigor, maturity and/or alignment with best practices. This paper presents Enbridge Liquid Pipelines’ approach to assess a strategy to adopt a formal PSM system. A description of the current regulation framework for PSM and the drivers for adoption are presented to explain the considerations during the scoping and design of a PSM system for an international oil and gas pipeline system that operates across numerous state and provincial boundaries, and one international border. The paper also discusses the requirements for organizational governance to ensure accountability for and ownership of individual elements of a PSM program throughout a large, geographically diverse organization such as Enbridge. Finally, a strategy to develop and potentially implement and manage PSM in a large organization such as Enbridge is proposed.
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Vochin, Oana Alexandra, Alexandra Maria Sârbu, Rodica Pamfilie i Roxana Sârbu. "The Role of Human Resources Function in Promoting Sustainability on Oil & Gas Industry". W 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/069.
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This article presents the level of awareness among Human Resources managers and professionals of an Austrian oil & gas company with regards to Green Human Resource Management (GHRM). This is an approach with focus on integrating environmental sustainability practices into various HR functions within an organization. In addition, it recognizes that HR plays a crucial role in promoting and supporting sustainability by aligning the related policies and practices when it comes to talent attraction and retention, diversity, equity and non-discrimination or training and organizational effectiveness. To collect the data, a qualitative research methodology was used. We aimed to deep dive on how the Human Resources function integrates the environmental, social and economic sustainability principles into the practices, policies and strategies of the organization. Thus, such actions involve long-term impact HR decisions and actions on the environment, society and on the overall well-being of employees and stakeholders. The theoretical framework of the article is based on how corporate sustainability is integrated as a component of the overall business and Human Resources strategy. Interviews in the area of Talent attraction & Retention (Recruitment), Diversity, equity and non-discrimination and Training & Organizational Effectiveness were conducted in order to deep dive on the synergies between sustainability and HR strategy approach. The finding of the study confirms that there is a relationship between the presence of GHRM and corporate sustainability in the Austrian oil & gas company where the interviews were conducted. The HR managers and professionals are aware of Green Human Resources Management, however there is space for improvement in building the right business capabilities for a sustainable environment. In this respect, organizations should implement strategic human resources management policies based on Green Human Resources Management concept, with more focus on selecting, developing and retaining green employees. By integrating sustainability principles into HR principles, organizations can contribute to a more sustainable and responsible future while fostering a positive workplace culture that attracts, develops and maintains top talents.
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Sitnikov, Cătălina, Daniela Corina Rotescu, Cristinel Sorin Spînu i Sofia Mihaela Romanescu. "The Importance of Managerial Skills Transfer Management for Organizational Success". W 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/077.
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The main objective of the research is to improve the management of the transfer of managerial skills, with a projection on the Romanian economy. The main own contribution in this direction is the development of a methodology to approach the management of the transfer of managerial skills (MTMS) to assist decisionmakers by structuring decision-making problems, identifying the correspondences between the types of problems and the modeling methods and algorithms for solving them. The realization of this methodology requires several own contributions aimed at theoretical and practical aspects of the studied theme. At the microeconomic level, both theoretical research and empirical studies have highlighted certain objectives specific to each class of people involved in MTMS. The main objectives of the shareholders are to change the value of the shares and dividends as a result of the transfer of managerial skills (TMS). From the point of view of managers, their objectives consist in increasing the competitiveness of the organization, developing their own career and personal development, goals materialized from a quantitative point of view in changing the company's profit and personal net income. The objectives of the employees related to MTMS mainly refer to the improvement of the working environment and personal advancement possibilities. For organizations, TMS has the following main objectives: winning new markets, developing and perfecting products and services, attracting funding sources, increasing revenues, securing specialized human resources, diversifying activity, successfully implementing the organization's strategy, and increasing flexibility. This research study supports organizations and managers who wish to engage in a process of improving managerial skills through the transfer of specialist knowledge from organizational, personal or academic sources. The main contributions of the article consist in improving the management of the transfer of managerial skills by developing a methodology for approaching and solving decisionmaking problems according to their typology
Raporty organizacyjne na temat "OWL (Organization)"
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Menon, Shantanu, Aruna Pandey, Kushagra Merchant i Satender Rana. Community Development Centre (CDC): A covenant with the Baiga (tribe). Indian School Of Development Management, sierpień 2022. http://dx.doi.org/10.58178/2208.1004.
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"This case engages with the journey of Community Development Centre (CDC), a small non-profit organization operating in the Mahakaushal region of Madhya Pradesh for over two decades. The case demonstrates how CDC has created a resilient and responsive organizational culture in a remote and resource-starved environment to address multiple developmental challenges of the region and in particular, of the most marginalized Baiga tribe within it. It underscores the importance of a firm conviction in the cause as a precondition of talent which works in such a context. It draws attention to the persistence and skill required to develop lasting relations of trust with the community and the challenges involved in balancing constructive contestation as well as support for the local and state administration. This case represents many similar small organizations that carry out credible and often pivotal work in their own contexts. Through the example of CDC, this case aims to build an appreciation of how nurturing such organizations is critical to give due share to those who remain invisible to the mainstream developmental discourse."
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Gentry, William, i Richard Walsh. Mentoring First-Time Managers: Proven Strategies HR Leaders can Use. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2047.
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"When individual contributors or professionals are promoted into their first formal leadership position, many do not realize how tough that transition can be for them. We often hear that these leaders are not prepared, and lack the support and development to help make that transition successfully. When they are not supported, they suffer, and so too do their teams, the organization, and the HR leadership pipeline, which ultimately can negatively impact the organization’s bottom line. First-time managers are an important part of an organization’s talent and succession management. In turn, organizations may attempt to help first-time managers make the transition into leadership easier by implementing a formal mentoring program. This white paper supports this effort by: • Explaining the benefits a mentoring program can provide for first-time managers and their mentor. • Providing organizations a way to strengthen their own mentoring programs. • Offering HR leaders specific steps to follow and best practices applied in starting and maintaining a successful formal mentoring program specifically aimed at first-time managers. Formal mentoring programs are useful to support and develop first-time managers, an important leadership population that is vital for strengthening your leadership pipeline and succession management efforts. Armed with the knowledge from this white paper, we believe you will be able to gain a competitive advantage".
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Menon, Shantanu, Kushagra Merchant, Devika Menon i Aruna Pandey. Youth for Unity and Voluntary Action (YUVA): Instituting an ideal. Indian School Of Development Management, marzec 2023. http://dx.doi.org/10.58178/2303.1021.
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This case study traces the journey of Youth for Unity and Voluntary Action (YUVA), an NGO which was co-founded in Mumbai (erstwhile Bombay) in 1984 by a young graduate Minar Pimple along with a group of his lecturers and peers from the Nirmala Niketan College of Social Work, together looking to evolve an indigenous model of social work practice. To say that times have changed in India since YUVA’s inception 38 years ago would be an understatement. Despite this, the organization’s spirit continues to echo its founding purpose and values, and provide a space in which the most marginalised of young and like-minded people can come together, understand their rights and responsibilities as citizens, and work together towards shared ideals. Even today, the majority of the people who work with YUVA (meaning “youth”) come from marginalised backgrounds. Such talent composition is not the norm, even in civil society. Seeded with feminist ideals—in particular that of nurturing a careful and life-long sensitivity for the socio-politically marginalised, and standing by them in their strive for social justice—YUVA’s historical record is a statement of how a steadfast commitment to principles can eventually find home in a settled and satisfying practice. This case study lays out both what that historical record speaks and what it speaks between the lines. What the record directly speaks of is the radical milieu in which YUVA came into being, how it became a significant civil society presence in its own right, how it multiplied new initiatives, and how it underwent a difficult leadership transition and financial stresses, yet strived hard to remain relevant. Between the lines, the record hints at how an alert, attuned and active academic milieu constitutes a real treasure—a reminder that perhaps seems appropriate for the times; and narrates the story of how a feminist organization deeply committed to social justice operates from the inside, of the people who make it and how they make and remake it. organizations of this nature have an important place in the annals of Indian civil society but have not received a proportionate space within the documented field of organizational development and talent management. This case study provides an opportunity for learners to explore the idea, relevance and practices of a feminist organization, through the travails and triumphs of one of the oldest ones in India.
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Rao, Menaka, Kushagra Merchant i Shantanu Menon. Good Business Lab: Designing for Wellbeing. Indian School Of Development Management, marzec 2023. http://dx.doi.org/10.58178/2303.1019.
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This case study engages with the journey of Good Business Lab (GBL), a non-profit registered in Bengaluru in 2017 that today has offices across India, as well as the USA and Latin America. Good Business Lab aims to apply research to steer businesses (primarily in labor-intensive industries such as manufacturing), to invest in the wellbeing of their workers. Through its ability to marry rigorous research techniques to its concerted intent to strike the balance between business and worker, GBL today occupies a notable niche within the Indian social sector ecosystem. The case study explores the experience of GBL, which now includes almost 100 full-time employees, in designing an organization to operate at these edges and involving talent across different locations. For a young organization with a strong research and academic focus, GBL has paid unusually detailed attention to how it works within, how it can sustain itself and, in particular, how it can integrate lessons of the central conceptual strand of its research—wellbeing—into its own organizational precepts and practice.
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Angood, Peter. “Profiles in Success”: Certified Physician Executives Share the Value and ROI of their CPE Education. American Association for Physician Leadership, kwiecień 2024. http://dx.doi.org/10.55834/wp.8139640919.
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The value of physician leadership is self-evident. Physician-led hospitals and health systems outperform their non-physician-led peers in objective measures of quality of care, patient experience, and cost of care. Health system and hospital leaders recognize that more physician leaders are needed and are investing in physician leadership development programs to address that need. The impact, value, and benefits of these programs are understudied topics, and research is needed to identify the return-on-investment that organizations can expect. AAPL is well-positioned to take a lead in this important research. To that end, AAPL began documenting the value of its own Certified Physician Executive (CPE) credential in 2023 when it surveyed program alumni to identify the organizational impacts of their leadership since completing the program.
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Alibage, Ahmed. Achieving High Reliability Organizations Using Fuzzy Cognitive Maps - the Case of Offshore Oil and Gas. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.7478.
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(Archived), Irina Ward, i Farah Abu Saleh. PR-473-144506-R01 State of the Art Alternatives to Steel Pipelines. Chantilly, Virginia: Pipeline Research Council International, Inc. (PRCI), grudzień 2017. http://dx.doi.org/10.55274/r0011459.
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This report is a literature review of several non-metallic material systems often used as alter-natives to steel pipelines. The pipeline systems reviewed are high density polyethylene (HDPE), fiberglass reinforced plastic (FRP), flexible composite and thermoplastic liners. This report is not intended to be a detailed guide or design manual on the use of the referenced materials for pipeline applications, rather an overall evaluation on the current state of these systems. Significant industry literature and documentation already exists on the design, manufacturing, installation, and operation of these pipelines. This information currently resides in pipe manufacturer's manuals and various industry standards and guides published by organizations such as ASTM International (ASTM), American Petroleum Institute (API) American Water Works Association (AWWA), and International Organization for Standardization (ISO). In Canada, the oil and gas industry pipeline code, CSA Z662-2015 (Canadian Standards Association, 2015). Users should frequently consult the manufacturers of the pipe products in use or under consideration for use for clarification and suggestions regarding the best practices, considerations and applications of the materials in question. In addition, pipeline operators should be aware of the applicable regulatory requirements in the jurisdictions they are operating within.
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Dua, Rubal, Scott Hardman, Yagyavalk Bhatt i Dimpy Suneja. Barriers to and Opportunities for Light-Duty Vehicle Electrification in India: Insights From a Survey of Experts. King Abdullah Petroleum Studies and Research Center, październik 2021. http://dx.doi.org/10.30573/ks--2021-dp14.
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According to the World Health Organization, India has the world’s worst air quality. Among other factors, vehicular pollution from the increasing stock of passenger vehicles has contributed to India’s deteriorating air quality. This increasing stock is also a factor in India becoming the third-highest oil-consuming and greenhouse gas (GHG)-emitting country worldwide.
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Pfeifer Cruz, Claudia. Women in Multilateral Peace Operations 2023: What is the State of Play? Stockholm International Peace Research Institute, październik 2023. http://dx.doi.org/10.55163/alfw9880.
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In the year 2000, United Nations Security Council Resolution 1325 on women and peace and security stressed the link between gender equality and international peace and security. The resolution underscored the importance of the full and equal participation of women in all efforts towards peace and security, including UN peace operations. Following the resolution, organizations and member states involved in multilateral peace operations committed to increasing women’s participation. More than 20 years after the adoption of the resolution, some progress has been achieved but much remains to be done. This booklet provides an overview of women’s participation in multilateral peace operations, including data and trends regarding women’s representation in leadership roles, overall personnel and member states’ contributions. It looks at UN peace operations, European Union Common Security and Defence Policy (CSDP) missions and operations, and Organization for Security and Co-operation in Europe (OSCE) field operations. Its objectives are to support the efforts to increase the representation of women in peace operations, and to inform and foster the debate on the future of the women and peace and security agenda in this context. The statistics presented in this booklet illustrate to what extent organizations and their member states are making progress towards increasing women’s representation in multilateral peace operations. Overall, they show that organizations are still falling short of their own strategic targets for women’s participation, signalling a clear need to redouble efforts to achieve these goals. They also highlight that gender equality remains particularly elusive within leadership roles, which calls for a focus on leadership as a critical component of any strategy aimed at enhancing women’s representation. Contents I. Women’s representation in multilateral peace operations: UN military personnel II. Women’s representation in multilateral peace operations: UN police personnel III. Women’s representation in multilateral peace operations: UN civilian personnel IV. Women’s representation in multilateral peace operations: OSCE field operations V. Women’s representation in multilateral peace operations: EU CSDP missions and operations
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McKnight, Katherine, i Elizabeth Glennie. Are You Ready for This? Preparing for School Change by Assessing Readiness. RTI Press, marzec 2019. http://dx.doi.org/10.3768/rtipress.2019.pb.0020.1903.
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Schools routinely face federal and state mandated changes, like the Common Core State Standards or standardized testing requirements. Sometimes districts and schools want to take on new policies and practices of their own, like anti-bullying programs or using technology to deliver instruction. Regardless of the origin of the change, implementation requires them to take on additional work; yet experts estimate that only 30 to 50 percent of major change efforts in organizations will succeed. Failing change efforts result in not only financial losses but also lowered organizational morale, wasted resources, and lost opportunities. For schools where resources are already stretched thin, the consequences of failed change initiatives can be particularly devastating. In this paper, we discuss results of a study, over a school year, of school principals who were working on implementing a new change initiative in their schools. We apply lessons from the change management literature and focus on the importance of assessing readiness for change as a key step in ensuring the success of new initiatives. We share examples of a change readiness rubric to help schools and districts successfully lead change.