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Artigos de revistas sobre o assunto "Organisations"
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Walton, Paul. "Information Evolution and Organisations". Information 10, n.º 12 (12 de dezembro de 2019): 393. http://dx.doi.org/10.3390/info10120393.
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In a changing digital world, organisations need to be effective information processing entities, in which people, processes, and technology together gather, process, and deliver the information that the organisation needs. However, like other information processing entities, organisations are subject to the limitations of information evolution. These limitations are caused by the combinatorial challenges associated with information processing, and by the trade-offs and shortcuts driven by selection pressures. This paper applies the principles of information evolution to organisations and uses them to derive principles about organisation design and organisation change. This analysis shows that information evolution can illuminate some of the seemingly intractable difficulties of organisations, including the effects of organisational silos and the difficulty of organisational change. The derived principles align with and connect different strands of current organisational thinking. In addition, they provide a framework for creating analytical tools to create more detailed organisational insights.
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Iyamu, Tiko, e Leshoto Mphahlele. "The impact of organisational structure on enterprise architecture deployment". Journal of Systems and Information Technology 16, n.º 1 (4 de março de 2014): 2–19. http://dx.doi.org/10.1108/jsit-04-2013-0010.
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Purpose – In many organisations, the alignment between information technology (IT) and business is viewed as an important catalyst for the organisation's effectiveness and efficiency towards achieving a competitive advantage. Yet, a shared understanding between business and IT (the EA included) remains an issue in many organisations. The organisational structure affects the alignment between business and IT units. Conversely, a lack of alignment of both components (IT and business units) impedes organisations' capacity to increase and improve their productivity. Many studies have been conducted in the area of IT, EA and the organisational structure. There is, however, little evidence of work conducted in exploring the interface between organisational structure and EA prior to this study. The paper aims to discuss these issues. Design/methodology/approach – A case-study research approach was employed to investigate the impact of organisational structure in the deployment of EA in organisations. Qualitative data were collected through semi-structure technique. The analysis was carried out, using structuration theory. Findings – The magnified data revealed some of unforeseen factors impeding the success of the EA deployment in the organisation. Originality/value – The work is original, and it has not been submitted or published anywhere else.
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Mutebi, Henry, Joseph Mpeera Ntayi, Moses Muhwezi e John C. Kigozi Munene. "Self-organisation, adaptability, organisational networks and inter-organisational coordination: empirical evidence from humanitarian organisations in Uganda". Journal of Humanitarian Logistics and Supply Chain Management 10, n.º 4 (21 de agosto de 2020): 447–83. http://dx.doi.org/10.1108/jhlscm-10-2019-0074.
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PurposeTo coordinate humanitarian organisations with different mandates that flock the scenes of disasters to save lives and respond to varied needs arising from the increased number of victims is not easy. Therefore, the level at which organisations self-organise, network and adapt to the dynamic operational environment may be related to inter-organisational coordination. The authors studied self-organisation, organisational networks and adaptability as important and often overlooked organisational factors hypothesised to be related to inter-organisational coordination in the context of humanitarian organisations.Design/methodology/approachThe study’s sample consisted of 101 humanitarian organisations with 315 respondents. To decrease the problem of common method variance, the authors split the samples within each humanitarian organisation into two subsamples: one subsample was used for the measurement of self-organisation, organisational network and adaptability, while the other was for the measurement of inter-organisational coordination.FindingsThe partial least square structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.8 indicated that self-organisation is related to inter-organisational coordination. Organisational network and adaptability were found to be mediators for the relationship between self-organisation and inter-organisational coordination and all combined accounted for 57.8% variance in inter-organisational coordination.Research limitations/implicationsThe study was cross sectional, hence imposing a limitation on changes in perceptions over time. Perhaps, a longitudinal study in future is desirable. Data were collected only from humanitarian organisations that had delivered relief to refugees in the stated camps by 2018. Above all, this study considered self-organisation, adaptability and organisational networks in the explanation of inter-organisational coordination, although there are other factors that could still be explored.Practical implicationsA potential implication is that humanitarian organisations which need to coordinate with others in emergency situations may need to examine their ability to self-organise, network and adapt.Social implicationsSocial transformation is a function of active social entities that cannot work in isolation. Hence, for each to be able to make a contribution to meaningful social change, there is need to develop organisational networks with sister organisations so as to secure rare resources that facilitate change efforts coupled with the ability to reorganise themselves and adapt to changing environmental circumstances.Originality/valueThe paper examines (1) the extent to which self-organisation, adaptability and organisational networks influence inter-organisational coordination; (2) the mediating role of both adaptability and organisational networks between self-organisation and inter-organisational coordination in the context of humanitarian organisations against the backdrop of complex adaptive system (CAS) theory.
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Wäistö, Pia, Juhani Ukko e Tero Rantala. "Workspace in supporting strategy implementation – a study of 25 knowledge-intensive organisations". Facilities 42, n.º 15/16 (25 de março de 2024): 53–69. http://dx.doi.org/10.1108/f-07-2023-0060.
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Purpose Organisational strategy becomes reality by connecting organisation’s resources and capabilities in daily operations, and physical workspace is one of the environments in which this takes place. This study aims to explore to what extent factors required for successful strategy implementation are considered when designing, using and managing workspaces of knowledge-intensive organisations. Design/methodology/approach For the study, managers in 25 large and medium-sized knowledge-intensive organisations were interviewed. The semi-structured interviews focused on organisation’s strategy, strategy implementation practices and workspace design and management. To form a comprehensive framework of strategy implementation success factors for the study, the factors of 11 frameworks were analysed, grouped and renamed. Findings Current workspace design, usage and management mainly support human-related strategy implementation factors. However, both organisation- and human-related factors are needed for the strategy implementation to be successful. Therefore, the organisations studied may have unused potential in their workspaces to ensure strategy-aligned operations and behaviour. Practical implications Due to the potential imbalance between organisation- and human-related strategy implementation factors, a more holistic, organisational-level approach to workspace design, usage and management is recommended to ensure the success of strategy implementation. Originality/value Workspaces have extensively been studied from individual strategy implementation factors’ as well as employees’ perspectives. Prior to this work, there are only few studies exploring workspace in the holistic, strategy implementation context.
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Luxmi e Sneha. "Perceived Organisational Support’s relationship with Psychological Empowerment: A Review of Literature". Gyan Management Journal 17, n.º 1 (9 de fevereiro de 2023): 28–34. http://dx.doi.org/10.48165/gmj.2022.17.1.4.
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Current research examined the role of psychological empowerment of employees with the perceived organisational supports of employees. There are a very few researches were conducted to explore the relationship between the two variables perceived organisational support and psychological empowerment. Here the current research is based on review of previous researches to explore the kind of relationship exist between perceived organisational support and psychological empowerment. The results of the study reveals that an organisation’s strength is depend upon the attitude of their employees toward them. If the organisation’s employees feel that their organisation doesn’t worth their effort, so they start loosing interest in the Organisations work. Various researchers have supported the fact that the employees who are more committed to the organisation are high in performance, reduce absenteeism and try to stay in their current organisation for longer duration.
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Alqudah, Hamzah E., Mani Poshdar, Luqman Oyekunle Oyewobi, James Olabode Bamidele Rotimi e John Tookey. "Sustaining Construction Organisations in NZ: A Linear Regression Model Approach to Analysing Determinants of Their Performance". Sustainability 15, n.º 5 (24 de fevereiro de 2023): 4143. http://dx.doi.org/10.3390/su15054143.
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The characteristics, strategies, capabilities, and resources of an organisation contribute to its competitive advantage and superior performance. A model to explain performance differences in the New Zealand context will be developed by examining the relationships between construction organisational performance and these constructs. The information was obtained using a questionnaire survey. A total of 101 organisations participated in the research. For the instrument used to elicit data, the literature was used to identify indicators associated with characteristics of organisational strategies for competition, resources and capabilities, and performance of the organisation. Analyses of descriptive, parametric, and linear regression were conducted to examine the effects of these constructs on organisational performance. The results suggest that organisational characteristics are significantly associated with internal business processes, learning, and the growth perspectives of an organisation’s performance, while competitive strategies, resources, and capability perspectives are significantly related to financial perspectives. As a result, these findings add to the current discourse regarding organisational performance differentials in the construction industry. The study demonstrates that it is critical to take into account the different organisational characteristics that are implemented within organisations and how they influence organisational performance beyond rational processes.
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Mahadea, D. "On the emergence of firms and sick institutions". South African Journal of Economic and Management Sciences 3, n.º 1 (31 de março de 2000): 109–24. http://dx.doi.org/10.4102/sajems.v3i1.2602.
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Organisations and firms are formed by people and entrepreneurs. Firms can become sick just as people do. Not all firms live forever. This paper examines the emergence of "sick" institutions. Organisations can become unhealthy when there is a mismatch between goods and services they produce and the external environment in which they operate. Survival and fitness of an organisation depend on its ability to respond and adapt cost-effectively to the changing environment. Entrepreneurship, n-Achievement and productivity of individuals are critical to an organisation's health. A thorough diagnostic framework of symptoms of organisational ills is required before prescribing any therapy, to bring about a healthy organisation. The future belongs to healthy firms, with adaptable strategies and resources that optimally fit the changing environment.
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Nwanzu, Chiyem Lucky, e Sunday Samson Babalola. "Predictive Relationship between Sustainable Organisational Practices and Organisational Effectiveness: The Mediating role of Organisational Identification and Organisation-Based Self-Esteem". Sustainability 11, n.º 12 (22 de junho de 2019): 3440. http://dx.doi.org/10.3390/su11123440.
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This study ascertains the predictive relationship that sustainable organisational practices have with organisational effectiveness and the mediating role of organisational identification and organisation-based self-esteem in this relationship. One-hundred and forty-five participants (62 males and 83 females) were sampled from 31 privately-owned organisations in Delta State, Nigeria. Regression analysis revealed that sustainable organisational practices positively and significantly predict organisational effectiveness, β = 0.42, p < 0.001, and that organisational identification and organisation-based self-esteem mediate the relationship. It was recommended that privately-owned organisations intensively implement sustainable organisational practices for organisational effectiveness, organisational identification and organisation-based self-esteem.
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Howell, Gwyneth V. J., e Rohan Miller. "Maple Leaf Foods: Crisis and Containment Case Study". Public Communication Review 1, n.º 1 (9 de fevereiro de 2010): 47. http://dx.doi.org/10.5130/pcr.v1i1.1297.
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Crises can impact an organisation’s viability, credibility and reputation. Communication can preserve and protect the valuable reputation of an organisation, by demonstrating an acceptance of responsibility for the crisis and addressing victim concerns. The research illustrates that Maple Leaf Food’s crisis communication strategy was effectual and in supported to its purported organisational values as an organisation focused on health and safety. This case highlights why it is crucial for organisations to develop and apply a cohesive crisis communication strategy.
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Stephens, Alan J., e Jane M. Dwyer. "Culture Barriers to Customer Relationship Management: An Assessment of the Impact of Customers Experience in Organisations". Journal of Management World 2021, n.º 4 (1 de outubro de 2021): 214–21. http://dx.doi.org/10.53935/jomw.v2021i4.174.
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Customer Relationship Management (CRM) has become widely accepted as an important management discipline in recent years. Successful CRM performance has been linked to an organisation's ability to identify and respond to potential barriers within organisational culture. In this study, we measure the culture of organisations implementing CRM. We identified four types of culture: customer-focused behaviours, information sharing, cross-functional teams, performance-based rewards, supportive relationships, adaptive and responsive attitudes to change, and a higher degree of risk-taking and innovation. Inadequate measurement is identified as a problem associated with CRM system implementations. The impression that an organisation is a growing and dynamic system, and the perception from outsiders, especially from customers, that the organisation is high potential, will encourage customers to participate in the CRM program. Our results indicate that more than 40% of the sampled organisations lack the organisational cultural that the extant literature would indicate is conducive for achieving CRM implementation success.
Teses / dissertações sobre o assunto "Organisations"
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Apelt, Christina L. "Organisational change in public organisations". Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/73086/2/Christina_Apelt_Thesis.pdf.
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This research applies a multidimensional model of publicness to the analysis of organisational change and in so doing enriches understanding of the public nature of organisations and how public characteristics facilitate change. Much of the prior literature describes public organisations as bureaucratic, with characteristics that are resistant to change, hierarchical structures that impede information flow, goals that are imposed and scrutinised by political authority and red tape that constrains decision-making. This dissertation instead reports a more complex picture and explains how public characteristics can also work in ways that enable organisational change.
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Larner, Rebecca. "Organisational stress and well-being in sports organisations". Thesis, University of Portsmouth, 2019. https://researchportal.port.ac.uk/portal/en/theses/organisational-stress-and-wellbeing-in-sports-organisations(53da814a-8f2c-410a-aa86-7a1e80f2e10f).html.
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Osterloh, Margit. "Interpretative Organisations- und Mitbestimmungsforschung /". Stuttgart : Schäffer-Poeschel, 1993. http://catalogue.bnf.fr/ark:/12148/cb37438097s.
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Texte remanié de: Habilitationsschrift--Wirtschafts- und sozialwissenschaftlichen Fakultät--Erlangen-Nürnberg--Friedrich-Alexander-Universität Erlangen-Nürnberg, 1990.Bibliogr. p. 353-388. Index.
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Ali, Sabah Hamid. "Factors affecting organisational development in Iraqi public sector organisations". Thesis, Lancaster University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329626.
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This thesis considers the question of organisational development in Iraq and the role that senior public managers in the public sector of the economy in that country may have in the process. The argument begins with a consideration of the history of the country with special reference to the factors contributing to political instability, economic backwardness and the emergence of state planning of the economy. An understanding of the role of management in public sector organisations and the importance of organisation itself is developed through a consideration of scholarly work concerned with development and the character of organisation. This part of the thesis, which is primarily concerned with theoretical issues, culminates in a critique of contingency theory both as it has been developed by theorists and ex-patriate Arab scholars studying various middle-eastern countries. The conclusion of this consideration of contingency theory is the suggestion that, suitably amended, it can be used as the basis for research into organisational development in countries such as Iraq. In essence the amendments necessary are: to alter the concept of the environment so that it can take into account that in planned economies the most important influence on public sector organisations are the institutions of the state; and to adopt a more adequate definition of the culture and its impact on organisational forms. In the last part of the thesis the findings from an empirical survey of Senior managers in the Iraqi public sector are reported. As a result of this survey a good deal of information concerning the characteristics of Iraqi managers is discussed. The survey covers both factual details of the characteristics of Iraqi managers and also detailed information concerning their attitudes. On both these subjects there has been a negligible quantity of information available hitherto. In a final chapter which considers the survey results, an attempt is made to assess the extent to which subsamples of managers have different values and dispositionsand so might be thought more or less likely to bring about development through the active pursuit of policies designed to induce organisational change. In this way the empirical survey is directly related to the earlier historical and theoretical sections of the thesis
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D'Andrea, Dajana. "Organisational routines in project-based organisations : an exploratory study". Thesis, University of Sussex, 2012. http://sro.sussex.ac.uk/id/eprint/39706/.
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This research explores the existence and evolution of organizational routines in small firm Project-Based Organisations (PBOs). To reach this aim, it investigates the interplay between the two aspects making up a routine: ostensive – i.e. the abstract representation – and performative – i.e. actual implementation. PBOs represent an interesting context, because project differences and discontinuities challenge the emergence, development and evolution of routines, yet the requirements of efficiency and co-ordination through repeated, similar actions would suggest the need for routines even in small firm PBOs. I have adopted an inductive case study research. The empirical setting is a Public Relation and Communication agency, where small firm PBOs are a typical form of organisation. The process nature of the subject of inquiry required a combination of bottom up and top down approaches that enabled me to identify and analyse routines in depth. As per the topdown approach, relying on extant theory, I developed a list of concepts discussed in the literature on organisational routines that in turn provided the basis for a framework within which analyse the empirical evidence. The bottom up approach draws on descriptive narratives, visual mapping, and grounded theory. The research provides both theoretical and empirical contributions towards a better understanding of the characteristics and evolution of organisational routines in small firm PBOs. Routines exist and are important for coordination and efficiency even in small firm PBOs. They are project procedures not necessarily embedded in any artefact, but perceived as regular processes by project participants. Across projects routines evolve by adapting to the context where they take place. Contexts are in turn shaped by contingencies pertaining to the actors, the project, organisational departments, and the specificities of the customer and the markets they serve. These contingencies define problems and issues that actors involved in the routine face. Facing problems and issues causes the routine to adapt, making the sequence and the content of the actions forming it different across projects. Predictability and recurrence of contingencies and related issues determine how routines adaptation occurs. When contingencies and issues are expected and recur across several projects, adaptation is planned in advance and is supposed to concern both ostensive and performative aspects of the routine. When contingencies and issues are less predictable or occur in just a single project, adaptation concerns only the performative aspect, keeping unchanged the ostensive one. In line with the low level of codification that informs small firm PBO activities, routines' adaptation is not necessarily embedded in any artefact. However, when adaptation is imposed by the owner or senior management, it can be communicated clearly to the interested actors. For small firm PBOs, the research suggests that adaptation of the routines they implement is fundamental to carrying out project activities effectively. It also implies that when aiming to change the way the organisation operates, entrepreneurs and managers should pay attention to both to the design of the routines themselves and the way actors perceive and implement changes to the routines. In addition, the study suggests that further investigation on how firm size and sector shapes the characteristics and dynamics of routines would be invaluable to the field. Regarding theory, the thesis contributes an articulation of the relationship between the two aspects of routines, performative and ostensive. Further research on the nature and functioning of routines in other types of organisation and sector would address the limitations of extant literature and achieve a more comprehensive understanding of routines.
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Rodríguez-Gómez, David, e Sallán Joaquín Gairín. "Innovation, Organisational Learning and Knowledge Management in Educational Organisations". Pontificia Universidad Católica del Perú, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/116863.
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Educational organisations call for strategies that allow them to meet the constant and changing demands of their environment. It is not a question of organisations adapting to social change, but of them also being able to anticipate change and to seek out alternatives. It is precisely the development of organisational learning and knowledge management strategies that allows these challenges to be met, providing organisations with tools and processes that allow them to generate new knowledge and capitalise on existing knowledge, thereby improving staff performance and, therefore, the performance of the organisation itself. In this paper, do we examine the development of organisational learning processes in educational institutions, and we also advocate knowledge management as the best strategy for promoting organisational learning and innovation.Las organizaciones educativas requieren de estrategias que les permitan responder lascontinuas y cambiantes exigencias y necesidades de su entorno. No se trata de que las organizaciones se adapten a los cambios sociales, sino de que también sean capaces de anticiparse a ellos y de buscar alternativas. El desarrollo de estrategias de aprendizaje organizativo y gestión del conocimiento permite, precisamente, afrontar estos desafíos, dotando a las organizaciones de herramientas y procesos que les permitan generar nuevo conocimiento y rentabilizar el conocimiento existente, mejorando así el rendimiento de los trabajadores y, por tanto, de la propia organización. En este artículo revisamos el desarrollo de los procesos de aprendizaje organizativo en lasinstituciones educativas, y defendemos la gestión del conocimiento como la mejorestrategia para promover el aprendizaje organizativo y la innovación.
Organizações educativas exigem estratégias para atender às demandas e necessidades de seu ambiente de contínuo e em constante mudança. Não é que as organizações se adaptarem às mudanças sociais, mas também ser capaz de antecipá-los e encontrar alternativas. Desenvolver estratégias para a aprendizagem organizacional e gestão do conhecimento permite justamente atender a esses desafios, as organizações que oferecem ferramentas e processos que lhes permitam gerar novos conhecimentos e capitalizar o conhecimento já existente, melhorando assim o desempenho dos trabalhadores e, assim, da organização. Neste artigo, revisamos o desenvolvimento de processos de aprendizagem organizacional em instituições de ensino, e defender a gestão do conhecimento como a melhor estratégia para promover a aprendizagem organizacional e inovação.
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Coule, Tracey M. "Sustainability in voluntary organisations : exploring the dynamics of organisational strategy". Thesis, Sheffield Hallam University, 2008. http://shura.shu.ac.uk/19503/.
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This thesis aims to develop further understanding of organisational sustainability in the voluntary sector, as a complex and dynamic phenomena inextricably linked to capacity for survival. In taking a holistic approach to exploring the dynamics of sustainability, the study considers the influencing factors, both internal and external, that can drive strategic change within voluntary organisations through an extensive multi-method research programme incorporating exploratory focus groups, descriptive survey fieldwork and multiple-case studies. Specifically, the research outlines the major internal and external systems that are important for voluntary organisations to consider when developing strategies for sustainability and, perhaps more importantly, explores the interconnections between them. The thesis departs from much of the dedicated voluntary sector literature, which often adopts a rationalist prescriptive approach to organisation and management. In aiming to advance something of a more critical approach, which considers what may be termed the 'emotional' side of strategy, the study makes a key contribution to the voluntary sector strategy literature. Ultimately, the author argues that to study, govern and manage voluntary organisations involves thinking about philosophy, politics and ethics. In the context of developing strategies for sustainability, this equates to considering who says what the job is, how it should be done, and how people are affected by doing it one way rather than another. In this regard, it would appear that acceptance and legitimisation of certain (pluralist or unitary) approaches to strategy and change is associated with the coherence between that approach and the social values expressed in the organisation's service work. It is argued that there is potential for voluntary organisations to utilise the strategy process to surface, articulate and test assumptions across organisational functions and hierarchy. This is especially relevant because of the turbulent environment that many organisations in the voluntary sector face and the diversity of the many stakeholders who have an interest in the organisation's long-term ability to achieve its mission. In these circumstances, it is unlikely that those individuals at the apex of the organisation (be they trustees and/or senior management) will be able to 'figure it out from the top' and have everyone else 'following the orders'. The practical implication of the thesis is that if strategy is, at least partly, about collective purpose and shared visions of the future, trustees and managers of voluntary organisations must recognise this explicitly in the way they create strategy. Indeed, the study demonstrates how some voluntary organisations have deeply involved individuals throughout the organisation in the strategy process as a means of creating, raising and sustaining commitment to a cocreated future vision of the organisation.
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Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations". Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.
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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.
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Mia, Mohammad Badruddozza. "ICT-based information systems and organisational change in microfinance organisations". Thesis, Open University, 2013. http://oro.open.ac.uk/54684/.
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Microfinance has been used as a means of alleviating poverty for many years. A large number of organisations implement microfinance, covering a significant proportion of the world population. This study looks into the information systems (IS) of microfinance following an interpretive epistemological philosophy, drawing on research approaches within the fields of IS and organisational studies. It is based on an in-depth comparative case study in six micro finance organisations with different features and characteristics, combined with a questionnaire survey covering fifty-eight microfinance organisations of Bangladesh. Drawing on phenomena observed in microfinance this study analyses how lCT plays a role in shrinking organisational structure, enhancing the span of supervision and operational performance, and centralisation of delegation of authority. It identifies how key aspects of the context including financial, human resources, technological, regulatory, and national culture impact upon the IS of microfinance in Bangladesh, and block implementation of ICT -based IS . The findings on different positive and negative implications of the use of ICT on the personal, social and gender perspectives and job satisfaction of the human resources inform and add value to the existing body of knowledge. With an aim to contribute to the field of ICT4D, this study examines the use of ICT in combating corruption in microfinance and argues that along with the use of ICT, an ethical ambiance and administrative reforms are required to prevent corruption more effectively. It also argues that the adoption of emerging mobile phone-based microfinance will radically change the conventional operational model and its IS, with profound implications for the material aspects, but that it can also be detrimental to the social performance of this development programme.
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Garbash, Dor Avraham. "Organisational awareness : mapping human capital for enhancing collaboration in organisations". Thesis, Sorbonne Paris Cité, 2016. http://www.theses.fr/2016USPCB134/document.
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Comment peut-on devenir plus conscients des sources de connaissance au sein des organisations des humains? Les changements économiques et technologiques rapides forcent les organisations à devenir plus souples, agiles et interdisciplinaires. Pour cela, les organisations cherchent des alternatives pour les structures de communication hiérarchiques traditionnelles qui entravent les pratiques de collaboration ascendantes. Pour que les méthodes ascendantes soient efficaces, il est nécessaire d'offrir aux membres l'accès à l'information et à l'expertise dont ils ont besoin pour prendre des décisions qualifiées. Ceci est un défi complexe qui implique la culture organisationnelle, l'informatique et les pratiques de travail. Un défaut au niveau de l'application de ce système peut aborder des points critiques qui peuvent ralentir les processus de travail, d'entraver l'innovation et qui conduisent souvent au travail suboptimal et redondant. Par exemple, une enquête 2014 de 152 dirigeants de Campus IT aux Etats-Unis, estime que 19% des systèmes informatiques du campus sont redondants, ce qui coûte les universités des Etats-Unis 3.8B$ par an. Dans l'ensemble, les travailleurs intellectuels trouvent l'information dont ils ont besoin seulement 56% du temps. Avec un quart du temps total des travailleurs intellectuels consacré à la recherche et l'analyse des informations. Ce gaspillage de temps coûte 7K$ pour chaque employé par an. Un autre exemple du gaspillage est celui des nouveaux arrivants et des employés promus qui peuvent prendre jusqu'à 2 ans pour s'intégrer pleinement au sein de leur département. En outre et selon des enquêtes étendues, seulement 28% des apprenants estiment que leurs organisations actuelles «utilisent pleinement» les compétences qu'ils ont actuellement capable d'offrir et 66% prévoient quitter leur organisation en 2020. Réussir la résolution de ce défi est capable de motiver les membres de l'organisation, ainsi que d'y améliorer l'innovation et l'apprentissage. L'objectif de cette thèse est de mieux comprendre ce problème en explorant les défis rencontrés par le service d'informatique dans une université et un centre de recherche interdisciplinaire. Deuxièmement, co-développer et mettre en œuvre une solution avec ces institutions, je décris leur utilisation des logiciels que nous avons développés, les résultats et la valeur obtenus avec ces pilotes. Troisièmement, tester l'efficacité de la solution, et explorer de nouvelles applications et le potentiel d'un tel système similaire pour être utilisé dans une plus grande échelle. Pour mieux comprendre le problème je me suis engagé dans une discussion avec les membres et les dirigeants des deux organisations. Une conclusion importante des discussions est que les membres de ces organisations souffrent souvent d'un manque de sensibilisation à propos de leurs connaissances-compétences au niveau d'organisation du capital, et la connaissance des processus et des relations sociales avec leurs collègues dans l'organisation. Grâce à cette exposition, les idées novatrices, les opportunités et les intérêts communs des pairs sont sévèrement limités. Cela provoque des retards inutiles dans les projets inter-équipes, des goulots d'étranglement, et un manque de sensibilisation sur les possibilités de stages. Aussi, j'ai craqué le problème et je l’avais défini comme l'une des informations de fragmentation: Différentes informations sont stockées dans des bases de données disparates ou dans la tête des gens, exigeant un effort et de savoir-faire pour l'obtenir. (...)How can we become more aware of the sources of insight within human organisations? Rapid economical and technological changes force organisations to become more adaptive, agile and interdisciplinary. In light of this, organisations are seeking alternatives for traditional hierarchical communication structures that hinder bottom-up collaboration practices. Effective bottom-up methods require empowering members with access to the information and expertise they need to take qualified decisions. This is a complex challenge that involves organisational culture, IT and work practices. Failing to address it creates bottlenecks that can slow down business processes, hinder innovation and often lead to suboptimal and redundant work. For example, a 2014 survey of 152 Campus IT leaders in the US, estimated that 19% of the campus IT systems are redundant, costing US universities 3.8B$ per year. In aggregate, knowledge workers find the information they need only 56% of the time. With a quarter of knowledge workers total work time spent in finding and analyzing information. This time waste alone costs 7K$ per employee annually. Another example of the waste created is that newcomers and remote employees may take up to 2 years to fully integrate within their department. Furthermore according to extended surveys, only 28% of millennials feel that their current organizations are making ‘full use’ of the skills they currently have to offer and 66% expect to leave their organisation by 2020. Successfully resolving this challenge holds the potential to motivate organisation members, as well as enhance innovation and learning within it. The focus of this thesis is to better understand this problem by exploring the challenges faced by a university IT department and an interdisciplinary research center. Second, co-develop and implement a solution with these institutions, I describe their usage of the software tool we developed, outcomes and value obtained in these pilots. Third, test the effectiveness of the solution, and explore further applications and potential for a similar system to be used in a wider scale. To better understand the problem I engaged in discussion with members and leaders of both organisations. An important conclusion from the discussions is that members of these organizations often suffer from lack of awareness about their organisation’s knowledge capital—the competencies, knowledge of processes and social connections of their colleagues. Due to this exposure to innovative ideas, opportunities and common interests of peers is severely limited. This causes unnecessary delays in inter-team projects, bottlenecks, and lack of awareness about internship opportunities. I further broke down the problem, and defined it as one of information fragmentation: Different information is stored in disparate databases or inside people’s heads, requiring effort and know-how in order to obtain it. Following the conclusions of this analysis and state-of-the-art review, we have set together the goal to create a collaborative visual database to map the people, projects, skills and institutions for the IT department of Descartes University, and in addition, people, interests and internship opportunities within the CRI, an interdisciplinary research and education center. We have also conducted interviews, surveys and quizzes that ascertain that people had difficulties identifying experts outside their core teams. During the course of this thesis, I progressively addressed this challenge by developing two collaborative web applications called Rhizi and Knownodes. Knownodes is a collaborative knowledge graph which utilized information-rich edges to describe relationships between resources. Rhizi is a real-time and collaborative knowledge capital mapping interface. A prominent unique feature of Rhizi is that it provides a UI that turns text-based assertions made by users into a visual knowledge graph. (...)
Livros sobre o assunto "Organisations"
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Walters, Mike. Organisational culture in public sector organisations. London: Institute of Personnel and Development, 1995.
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Coolican, Hugh. Organisations. London: Hodder & Stoughton, 2001.
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National Children's Bureau. Library and Information Service. Organisations. London: National Children's Bureau, 1991.
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Tipper, Gail. Cultures within organisations: An investigation into the organisational cultural issues encountered when organisations merge. Birmingham: University of Central England in Birmingham, 2000.
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Thompson, Paul, e David McHugh. Work Organisations. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-08842-0.
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Dawson, Sandra. Analysing Organisations. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24846-9.
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Dawson, Sandra. Analysing Organisations. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-22061-8.
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Thompson, Paul, e David McHugh. Work Organisations. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-4039-0765-3.
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Jackson, David. Dynamic Organisations. London: Palgrave Macmillan UK, 1997. http://dx.doi.org/10.1007/978-1-349-14169-2.
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Thompson, Paul, e David McHugh. Work Organisations. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-20741-1.
Texto completo da fonteCapítulos de livros sobre o assunto "Organisations"
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Rowlinson, Michael. "Organisational economics and organisation theory". In Organisations and Institutions, 81–107. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25163-6_5.
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Williams, Michael. "Organisations". In Society Today, 121–26. London: Macmillan Education UK, 1986. http://dx.doi.org/10.1007/978-1-349-08845-4_26.
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March, Chris. "Organisations". In Construction Management, 353–64. Abingdon, Oxon : Routledge, 2017. |: Routledge, 2017. http://dx.doi.org/10.4324/9781315528175-26.
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Penrose-Buckley, Chris. "8. Supporting advanced producer organisation activities; Forming new producer organisations". In Producer Organisations, 129–38. Oxford, United Kingdom: Oxfam Publishing, 2007. http://dx.doi.org/10.3362/9780855988357.008.
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Wynn, Andy. "Organisational Schizophrenia – Your Two Competing Organisations". In Cracking the Innovation Code, 107–25. Abingdon, Oxon; New York, NY: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9781003099086-6.
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Coombs, J., e Y. R. Alston. "International Organisations". In The International Biotechnology Directory 1989, 3–7. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-10289-1_1.
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Judge, Stephen. "Business Organisations". In Business Law, 157–72. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-14962-9_6.
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Dannenberg, Holger, e Dirk Zupancic. "Sales organisations". In Excellence in Sales, 141–64. Wiesbaden: Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-8782-2_11.
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Casey, Ciarán Michael. "International Organisations". In Policy Failures and the Irish Economic Crisis, 45–70. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-90182-4_3.
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Warnock, Kitty. "Women’s organisations". In Land before Honour, 158–75. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-20817-3_10.
Texto completo da fonteTrabalhos de conferências sobre o assunto "Organisations"
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NANAYAKKARA, N. B., Y. G. SANDANAYAKE e B. J. EKANAYAKE. "AN INVESTIGATION ON CORPORATE SOCIAL RESPONSIBILITY OF CONSTRUCTION ORGANISATIONS IN DISASTER IN SRI LANKA". In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.22.
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Corporate Social Responsibility (CSR) is a concept, which is broadly determined as ensuring the efficacy of the organisation in integrating social and environmental considerations into organisational operations. In Sri Lankan context, a great enthusiasm can be seen among organisations to engage in CSR initiatives. Having considered the importance and impact, the study aims to investigate the importance of CSR initiatives by construction organisations in disasters in Sri Lanka. Thus, a mixed method research approach was followed as the methodology of this study. Findings are based on semi-structured interviews held with construction industry professionals. Findings of this study revealed that the implementation of CSR initiatives is more important during a disaster situation in the aspects of both affected party and aiding party. Moreover, construction organisations implement CSR during disaster situations by considering it as a mandatory responsibility of an organisation. Further, most of the construction organisations engage in CSR implementation during natural disaster situations. In practice all the construction organisations tend to engage in reactive initiatives. More importantly, it is revealed that both the organisational work force and society are benefitted through CSR implementation in disaster situations.
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Covacio, Silvia. "Misinformation: Understanding the Evolution of Deception". In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2656.
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The ensuing discussion of the evolutionary principles surrounding misinformation describes how misinformation creates similar mindsets and behaviour patterns. The evolutionary process of misinformation is often a battle of opposing entities or forces - the rhythm of domination and subservience, altruism and egoism. For misinformation to succeed it requires all interrelated actors to remain, inadvertently or voluntarily, silent and cooperative with the misinformation sender. The negativity breeds negativity, which creates an unstable organisational environment leading to the collapse of the system supported on a misinformation foundation. Many organisations are based on this rhythm, and Michel Foucault affirms that organisations are repressive systems that require misinformation to control and dominate through knowledge management. The dominating organisational forces often include the use of unethical practices utilizing misinformation to dominate individuals, committees, other organisations, and the market. The hope of survival lies in the rise of Comte’s altruistic and ethical behaviour patterns beginning on an individual level, spreading within the unethical organisation to related organisations, and governments.
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Colberg, Tim. "ORGANISATIONAL RESILIENCE: CREATING AMBIDEXTERITY IN STRATEGIC AND OPERATIONAL RESILIENCE". In 12th International Scientific Conference „Business and Management 2022“. Vilnius Gediminas Technical University, 2022. http://dx.doi.org/10.3846/bm.2022.770.
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In the current unstable business environment, resilience in organisations might be an enabler to withstand this uncertainty. This study aims to separate strategic and operational resilience and discuss the simultaneous ap-proachability to enhance the understanding of resilience. Therefore, this conceptual research applies a literature review of leading publications in organisational ambidexterity and organisational resilience. Achieving organisational resil-ience is possible by seeing resilience, not as a standalone function, but by sensing and seizing opportunities and threats and transforming the business model into a resilient state by pursuing an ambidextrous organisation by exploiting op-erational and exploring strategic resilience. Combining organisational resilience and ambidexterity into one framework can help organisations and management prepare for and deal with uncertainty by building resilience on the strategic and operational levels.
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Ali, Irena, Leoni Warne, Derek Bopping, Dennis Hart e Celina Pascoe. "Organisational Paradigms and Network Centric Organisations". In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2842.
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Many organizations grapple with uncertainty and vagaries of economic and political climate. A number of companies attained dramatic competitive advantages in their fields by creating comprehensive, complex communication and information networks. These companies, facilitated by the increasing efficiencies and speed of information technology, remained flexible and adaptable to change by working in a network centric way. Much of the network centric (NC) related work done to date has been mainly in the technological domain. This paper focuses on the human and organizational factors that need to be considered to make the most of the future network centric warfare (NCW) and enable future warfighters to deal with war, peace, terrorism and overall uncertainty. Particular focus is placed on the issues that individuals and groups face in the NC environment. Such issues include: organizational culture, cognitive demands, and knowledge mobilization and learning.
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Gaheyr, Asha, Anand Sheombar e Pascal Ravesteijn. "Comparison of BPM Maturity and Performance of the Dutch Department of Defence With Other Sectors". In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.41.
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This study investigates the Business Process Management (BPM) maturity and process performance of the Dutch Department of Defence (DDoD). Like any other organisation, defence departments use BPM to manage their daily business processes. Despite using BPM, the organisation has never undertaken the initiative to analyse its BPM Maturity level and process performance. This paper presents the first results of such a study and compares this to similar military organisations, non-profit organisations and other organisations in the private sector. The DDoD BPM Maturity index score of 2.66 is similar to that of peer organisations. The study provides some suggestions for research and practical implications for further Business Process Maturity development of the DDoD organisation.
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SKAČKAUSKIENĖ, Ilona, e Juliana SMIRNOVA. "OPPORTUNITIES FOR THE DEVELOPMENT OF A GREEN ORGANISATION IN THE CONTEXT OF NATIONAL AND INTERNATIONAL STRATEGIC DOCUMENTS AND INICIATIVES". In International Scientific Conference „Contemporary Issues in Business, Management and Economics Engineering". Vilnius Gediminas Technical University, 2021. http://dx.doi.org/10.3846/cibmee.2021.628.
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The article emphasizes the aspects of organisational development in the context of green organisation, de- scribing the importance of changes in an external environment for the development of the organisation. Purpose – the purpose of the article is to analyse the relevance of green organisation development at the national and international levels by examining it through the prism of strategic documents and initiatives. In order to determine the development directions of the green organisation on the basis of strategic documents and initiatives. Research methodology – the methods of critical analysis of scientific literature, strategic documents, initiatives and synthesis as well as abstrahation have been applied. Findings – main findings of the research proved that development of green organisation is relevant in the context of key international and national strategic documents. Also the definition of the development of green organisations is proposed by authors. The analysis of strategic documents and initiatives at the national and international levels has shown that their impact on the development of a green organisation can be both direct and indirect. Research limitations – the limitation of this reseach is that mainly key international and national strategic documents were analyzed. Analysis of other strategic documents can be stated as a direction for future research. Practical implications – the results of the research could be used as a basis for the promotion of the development of green organisations at the national and international level both directly and indirectly. Originality/Value – the originality of this research can be defined by complex approach to analysis related to the impact of actual legal regulation to the development of green organisations.
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Lenart-Gansiniec, Regina, e Łukasz Sułkowski. "CROWDSOURCING - A NEW PARADIGM OF ORGANISATIONAL LEARNING OF PUBLIC ORGANISATIONS". In NORDSCI Conference Proceedings. Saima Consult Ltd, 2018. http://dx.doi.org/10.32008/nordsci2018/b1/v1/55.
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Crowdsourcing is one of the new themes that has appeared in the last decade. It is perceived as an innovative method that can be used for problem solving, improving business processes, creating open innovations, building a competitive advantage, and increasing transparency and openness of the organisation. The importance of crowdsourcing for organisational learning is seen as one of the key themes in the latest literature in the field of crowdsourcing. This article is a response to the recommendations in the subject literature, which states that crowdsourcing in public organisations is a new and exciting research area. The aim of the article is to present a new paradigm that combines crowdsourcing levels with the levels of learning. This article presents a cross-sectional study of four Polish municipal offices that use four types of crowdsourcing, according to the division by J. Howe. Semi-structured interviews were conducted with the management personnel of those municipal offices. The research results show that crowdsourcing is a new and rapidly developing organisational learning paradigm.
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Domnik, Jan, e Alexander Holland. "On Data Leakage Prevention And Machine Learning". In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.45.
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An analyst in the field of Data Leakage Prevention (DLP) usually inspects suspicious file transfers which are called events. First of all, the data in question is classified. Then, the context of the transfer is determined. After this, the analyst decides whether the transfer was legitimate or not. This process is widely known as triage. It is monotonous, costly and resourceintensive. Therefore the following question arises; could modern DLP-Software utilize machine learning algorithms in order to automate the triage process? Further, this begs the question, which structural and organisational processes are necessary inside an organisation to automate that process. In this case, it could significantly enhance the quality of DLP practices and take work from the much needed human resources in the field of IT security. Further, DLP systems (today usually used in bigger organisations) could become more attractive and more specifically affordable for small- and medium-sized organisations.
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Wognum, P. M. "Designers in Organisations". In ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/dtm-34028.
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Design processes in current industrial contexts require integration between different disciplines and functions, not only within an organisation but also across organisational and even national borders. Many barriers to integration can be observed, however, in multi-disciplinary and multifunctional design projects. One of these barriers is the lack of organisational, management, and social knowledge and skills, on the level of team members as well as on the level of project management. To achieve a sufficient level of integration technical knowledge and skills are necessary but not sufficient. Organisational, management, and social skills are necessary too. In our research on organisation and management of business processes we have found that this last category of knowledge needs improvement for the largest part of design team members and managers. As designers are professionals who have been employed because of their knowledge and skills, gained through prior academic or professional education, the question can be asked to what extent organisational, management, and social knowledge is included in this education. One way to answer this question is by studying the knowledge and skills deemed important for performing design tasks. An important source of this knowledge can be found in journal articles in the area of engineering design. The authors of these articles are in most cases also the ones transferring this knowledge to future designers. In this paper, a study of 94 recently published journals articles is described, which reveals, that organisational, management, and social skills are not yet a major focus of attention. In particular the number of empirical studies on the organisational, social, and managerial behaviour of designers in practical contexts is scarce in the engineering research community. These results will be confronted with results from management and social sciences research. We argue that the gap between these two fields of research needs to be bridged to better prepare designers for their task in current industrial contexts.
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"Supporting Organisations". In 13th IEEE International Conference on Requirements Engineering (RE'05). IEEE, 2005. http://dx.doi.org/10.1109/re.2005.68.
Texto completo da fonteRelatórios de organizações sobre o assunto "Organisations"
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Madhusudan, Aarti, e Pallavi Wagle. EFFECTIVE BOARDS EFFECTIVE ORGANISATIONS. Indian School Of Development Management, setembro de 2023. http://dx.doi.org/10.58178/scb.osdrep.2023sep.
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This report discusses the value and role of an effective Board beyond the statutory requirement for SPOs in India. The law mandates a minimum number of trustees/governing Board members for registration of an SPO and some guidelines for their functioning. However, there is limited emphasis on good governance practices within the legal mandates. The report explores the need for SPOs to think about their Boards strategically and invest in strengthening them. It also discusses the importance of Advisory Councils as a supporting governance constituent. The report also refers to factors that create an effective Board. A competent chief functionary supported by a Board with skills in strategic thinking, organisation development, business and market acumen, complementing and supporting the executive team in various areas, will result in effectively governing the organization.
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Christensen, Marit, Gunnar Aronsson, Vilhelm Borg, Thomas Clausen, Johan Guthenberg, Jari Hakanen, Ulrika Lundberg e Lisa Vivoll Straume. Building engagement and healthy organisations. Nordic Council of Ministers, dezembro de 2012. http://dx.doi.org/10.6027/tn2012-549.
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Neba, George Neba. Branding Tips for Civil Society Organisations. West Africa Civil Society Institute (WACSI), abril de 2021. http://dx.doi.org/10.15868/socialsector.38370.
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Musa, Padde, Zita Ekeocha, Stephen Robert Byrn e Kari L. Clase. Knowledge Sharing in Organisations: Finding a Best-fit Model for a Regulatory Authority in East Africa. Purdue University, novembro de 2021. http://dx.doi.org/10.5703/1288284317432.
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Knowledge is an essential organisational asset that contributes to organisational effectiveness when carefully managed. Knowledge sharing (KS) is a vital component of knowledge management that allows individuals to engage in new knowledge creation. Until it’s shared, knowledge is considered useless since it resides within the human brain. Public organisations specifically, are more involved in providing and developing knowledge and hence can be classified as knowledge-intensive organisations. Scholarly research conducted on KS has proposed a number of models to help understand the KS process between individuals but none of these models is specifically for a public organisation. Moreover, to really reap the benefits that KS brings to an organization, it’s imperative to apply a model that is attributable to the unique characteristics of that organisation. This study reviews literature from electronic databases that discuss models of KS between individuals. Factors that influence KS under each model were isolated and the extent of each of their influence on KS in a public organization context, were critically analysed. The result of this analysis gave rise to factors that were thought to be most critical in understanding KS process in a public sector setting. These factors were then used to develop a KS model by categorizing them into themes including organisational culture, motivation to share and opportunity to share. From these themes, a KS model was developed and proposed for KS in a medicines regulatory authority in East Africa. The project recommends that an empirical study be conducted to validate the applicability of the proposed KS model at a medicines regulatory authority in East Africa.
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Vandyck, Charles Kojo Vandyck. Effective Board Governance for Civil Society Organisations. West Africa Civil Society Institute (WACSI), julho de 2017. http://dx.doi.org/10.15868/socialsector.36954.
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Bush, Robin. Muslim organisations and governance reform in Indonesia. East Asian Bureau of Economic Research, julho de 2011. http://dx.doi.org/10.59425/eabc.1309557639.
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Carpenter, David, Ron Iphofen, John Oates, Andrew Rawnsley e Birgit Whitman. Research Ethics Support and Review in Research Organisations. UKRIO and ARMA, abril de 2020. http://dx.doi.org/10.37672/ukrio-2020.01-arma.
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Wolfenden, Luke, e Laura Wolfenden. Embedding smoking cessation support in community service organisations. The Sax Institute, agosto de 2021. http://dx.doi.org/10.57022/ihzq1178.
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This Rapid Evidence Summary aimed to identify barriers and enablers to embedding smoking cessation support into the routine work of community service organisations (CSOs), a setting which provides access to priority and disadvantaged groups. The authors also looked more broadly at barriers and enablers to supporting provision of preventive care targeting key chronic diseases in order to draw relevant lessons from these. The findings indicate that many factors influence the integration of smoking cessation support into CSOs and that understanding these and developing multi-strategic approaches are needed to improve care. The Summary will provide guidance to the Tasmanian Council of Social Services in developing their smoking cessation project.
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Moore, Tim. Protection through participation: Involving children in child-safe organisations. Australian Catholic University, abril de 2017. http://dx.doi.org/10.24268/fhs.8340.
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Reinhardt, Anke, e Katrin Milzow. Evaluation in Research and Research Funding Organisations: European Practices. European Science Foundation, 2012. http://dx.doi.org/10.22163/fteval.2012.97.
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