Дисертації з теми "Engineering workplace"
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Poltavtchenko, Elena. "Engineering design reports in upper-division undergraduate engineering courses and in the workplace." Thesis, Northern Arizona University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3562160.
Повний текст джерелаThe workplace success of new engineering graduates is ultimately affected by their oral and written communication skills. However, engineering students' academic preparation for industry's needs in terms of written communication has been widely acknowledged as inadequate. The present study is intended to improve our understanding of a prominent engineering genre, the engineering design report (EDR), and provide support for students learning to write this genre. The goals of this study are to (a) conduct a corpus-based register comparison between student and professional EDRs and (b) provide a more detailed description of professional EDRs, by determining their rhetorical organization and identifying linguistic features associated with this organization.
This research is based on two EDR corpora (N of texts=262, with approximately 1,119,186 words), one with upper-division engineering students' EDRs and the other with professional engineers' EDRs. The study examines both non-linguistic and linguistic features of student and professional EDRs. First, non-linguistic characteristics of EDRs are examined using the EDR situational framework developed for the study. Then, corpus-based methodologies are used to analyze core grammatical features and features associated with grammatical complexity in both corpora. Finally, to determine conventional discourse structures of professional EDRs, the study draws on the English for Specific Purposes tradition of genre analysis and then uses register analysis to investigate linguistic features associated with particular rhetorical structures.
The register analyses revealed complex patterns of linguistic variation, frequently influenced by the registers' situational characteristics. The results of these analyses indicate that two EDR registers fill different positions on the spoken-to-written continuum, with reports produced in the workplace being closer to professional written registers and student reports using more speech-like features. The genre analysis of professional EDRs uncovered the highly variable nature of this genre. Despite considerable variation in EDR rhetorical organization, 12 common moves were identified that cluster in specific ways to form EDR organizational units and rely on particular sets of linguistic features. A streamlined template of the EDR genre is introduced as are linguistic features associated with its organization. Study results may have pedagogical implications for teaching features of professional EDRs to students.
Higgins, John Lawrence, and Sharen Elizabeth Dechard. "Study of the productivity enhancement initiative, engineering the workplace." Thesis, Monterey, California. Naval Postgraduate School, 1985. http://hdl.handle.net/10945/21564.
Повний текст джерелаSeth, Aileen. "Workplace learning through structured interactions." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/12128.
Повний текст джерелаIncludes bibliographical references (leaves 102-114).
Individuals need to keep learning to stay employable and compete in today’s job market, and organisations need to keep learning in order to maintain a competitive advantage in the economy. The workplace is thus being recognised as a legitimate environment for learning new skills and knowledge, through participation in everyday work activities. This recognition has led to numerous studies that connect learning and the workplace, giving rise concepts such as ‘the learning organisation’, ‘organisational learning’, ‘workplace learning’ and ‘informal learning’. All of which have created confusion, uncertainty and complexity in understanding how learning takes place. In order to understand how individuals learn in the workplace, and thus understand how organisations can enhance such learning, this study investigates individuals’ perceptions of their workplace as a learning environment and their experiences of learning through participation in work activities.
Kotze, Sharon Jean. "Social diversity in an engineering workplace: a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1638.
Повний текст джерелаFlink, Kurt. "International APU (Workplace training)." Thesis, Malmö högskola, Lärarutbildningen (LUT), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-30070.
Повний текст джерелаGewirtz, Christopher Aaron. "Twelve Tales of Engineering in the "Real World:" Narratives of Newcomers' Agency in Transitions to Engineering Work." Diss., Virginia Tech, 2021. http://hdl.handle.net/10919/104897.
Повний текст джерелаDoctor of Philosophy
Reports like "The Engineer of 2020", and "Lean Engineering Education," describe the need for engineers who are creative leaders, and who have sustainability and ethics skills. Engineering education researchers and practitioners use these preparation narratives to justify their funding to grant-awarding institutions, to develop research agendas, and to align their education efforts with these national calls. Two threads emerge from typical preparation narratives: that engineering education does not adequately prepare engineers with the skills needed for industry, and that preparation for industry is necessary for engineering to address societal problems. These, however, conflict with research from engineering education, science and technology studies, and higher education. If there is a gap between school and work, it might be a socio-cultural gap that is unreasonable for universities to accept the full responsibility of narrowing. More problematic is that establishing "preparation-for-work" as the primary purpose of education threatens the goal of preparing students for life outside of work and does not necessarily prepare them to act towards benefit for society. This study critiques these narratives by referring to newcomer engineers' lived experiences and identity development. I had two research questions: 1) Who are new engineers asked to be at work? 2) Who do new engineers choose to be in response? I answered these by constructing and analyzing narratives of 12 newcomer engineers, based on interviews collected as part of the Capstone to Work study. Using the figured worlds framework of identity development, I investigated the structures of work, which constrained who newcomers could become, and newcomers' agency in becoming different kinds of engineers within those constraints. Newcomers were generally required to acclimate to ongoing practices at their companies, which did not conform to their expectations of creative engineering work. Newcomers were objectified: their value and identity was often defined in terms of how much money they made for their company. They were alienated: their engineering problems were rarely defined in terms of their societal impact. The faced sexism: they were denied respectable identities based on gender. In response, some newcomers sought the identity of "asset" for their companies. Other newcomers sought new jobs that would give them opportunities for creativity, growth or societal benefit. And some newcomers worked to create opportunities at their jobs to be who they wanted. The results of this study suggest limitations of preparation narratives: they do not account for objectification, alienation, and sexism that newcomers face. Engineers also may unfortunately be prepared with stereotypes that do not match the realities of engineering work. Engineers should be educated in a way that recognizes them as human and prepares them for the realities of work. The study also confirms that efforts for socio-technical change cannot be limited to educational changes, because of structural constraints.
Collins, Robert. "Engineering graduate preparedness for the workplace employer assessments of outcome based education /." abstract and full text PDF (UNR users only), 2008. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3339098.
Повний текст джерелаCrussell, Matthew. "Workplace Posture Assessment and Biofeedback with Kinect." DigitalCommons@CalPoly, 2017. https://digitalcommons.calpoly.edu/theses/1710.
Повний текст джерелаD'SOUZA, VINOD DONATUS. "WORKPLACE DESIGN AND EVALUATION GUIDE." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin994963607.
Повний текст джерелаRogers, Neal L. Umphress David A. "Discrete event role playing simulation of small team software engineering projects." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Summer/Dissertations/ROGERS_NEAL_18.pdf.
Повний текст джерелаFitzpatrick, Erin Lillian. "Forming effective teams in a workplace environment." Thesis, The University of Arizona, 2000. http://hdl.handle.net/10150/292015.
Повний текст джерелаElliott, Patrick Alan. "An analysis of the Naval Supply Systems Command's Engineering the Workplace (EWP) project." Thesis, Monterey, California. Naval Postgraduate School, 1988. http://hdl.handle.net/10945/22892.
Повний текст джерелаRibeiro, Marisa Ferreira. "An evaluation of skills development in a sample of metal and engineering firms in Gauteng." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/11541.
Повний текст джерелаIncludes bibliographical references (leaves 121-127).
The metal and engineering industry is one of the most significant contributors to South Africa’s manufacturing employment and economic performance. In recent times though debate regarding the industry has centered on reported critical skills shortages, alluding to decreased employment and performance. Studies confirmed that skills shortages at artisan, technical, engineering and management levels existed with artisans representing the most critical skills shortage in the industry. This study evaluates the nature and extent of skills development taking place in a sample of metal and engineering firms located in the industry’s most significant province, Gauteng. Research was conducted through interviews with skills development representatives from a non-randomly selected sample of firms belonging to three categories in the metals beneficiation value chain, namely: raw material processing firms; intermediate product producing firms and finished product producing firms.
Lesina, Debiasi Lukas. "Illuminating preference : rethinking colored lighting in workplace environments." Thesis, Massachusetts Institute of Technology, 2020. https://hdl.handle.net/1721.1/130183.
Повний текст джерелаThesis: S.M., Massachusetts Institute of Technology, Department of Electrical Engineering and Computer Science, September, 2020
Cataloged from student-submitted PDF of thesis. "February 2020." Confirmed by MIT Registrar Office, graduation date is September 2020.
Includes bibliographical references (pages 69-71).
Comfort in workspace lighting is hard to define. In recent years "smart hardware" has enabled personalized control in lighting. Provided interfaces, however are often forcibly tying the ephemeral nature of light and personal preference into a simplified interface. In this thesis, three new paradigms are proposed, emphasizing on personalization through sensing and matching preferred light to a given workplace task. Firstly a study attempts to find correlations between semiotic meaning and task on different media trying to establish pipeline for interaction. In a second example, the experience itself becomes the most essential part and is thus framed around the question, to whether sufficient knowledge of preference can be matched to nearby workplaces through methods oflearning. Thirdly in a personalized lighting setup, a microcontroller, equipped with a camera, uses image recognition algorithms tracking movement and pose of people in the room adjusting lighting condition to suit a given task. In summary, this thesis poses the question: how can personalized lighting rethought, to better allow for tasks in workplace environments?
by Lukas Lesina Debiasi.
S.M.
S.M.
S.M. Massachusetts Institute of Technology, Department of Architecture
S.M. Massachusetts Institute of Technology, Department of Electrical Engineering and Computer Science
Gutiérrez, Rodríguez Julia, and Salto-Weis María Morales. "Design of a cozy and ergonomic workplace." Thesis, Högskolan i Skövde, Institutionen för ingenjörsvetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-13951.
Повний текст джерелаWong, Wai-keung. "Project management of building services engineering in Hong Kong /." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25950071.
Повний текст джерелаJacob, Ashish, and Sangappagowda Shayan Masavalli. "Design and Development of a Home Workplace." Thesis, Linköpings universitet, Maskinkonstruktion, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-179098.
Повний текст джерелаLeonhardt, Mark Daniel. "Replacing Workplace Leadership with Political Expediency." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/147.
Повний текст джерелаNgwenya, Sandile Goodwill. "A study to determine the factors to improve group and team effectiveness in Transnet Engineering." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020626.
Повний текст джерелаWalsh, Derek. "How can workplace learning help to reposition Ireland's engineering industry towards a high skills route?" Thesis, University of Leicester, 2009. http://hdl.handle.net/2381/4801.
Повний текст джерелаÅkerblom, Victor. "The Digital Workplace - Integrating Chaotic Knowledge Processes." Thesis, Malmö högskola, Fakulteten för teknik och samhälle (TS), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20741.
Повний текст джерелаThis thesis provides contemporary insights how knowledge management can be approached by a knowledge-intensive organisation. Knowledge workers today have unprecedented means to collaborate in different spaces of knowledge sharing. By analysing the case of QlikTech, results indicate that knowledge management is an integral part of knowledge-intensive organisations.By adapting an interpretive approach, eight semi-structured qualitative interviews with employees at QlikTech are analysed to find out how different information systems support different knowledge and collaboration processes. The interviews are complemented by on-the-job observations and analysis of documents to reach deeper understanding.Results indicate that users use systems with predefined structures to document official knowledge, and systems with emergent structures for informal dialogue and collaboration. Different systems complement each other, as knowledge is transferred between systems. Grass root initiated information systems compensate for the gap between official technology implementations and the social communication needs.Technology and practice co-evolve. As discussions, ideas, perspectives and context can be sustained in emergent social software platforms, such as Salesforce.com, complex problem-solving can be enabled in computer-supported cooperative work. These platforms minimise the gap between the formal and social communication within communities of practice, which facilitates organisational learning.At QlikTech, digital communities emerge organically over time. Organisations can use data and text mining, natural language processing and information extraction technologies to bridge fragmented communities to gain the capabilities to access dispersed knowledge sources through search. Organisations can add a social layer of these fragmented back-end systems, designed for building cross-functional employee-facing communities that drive collaboration and accelerate innovation in the workplace.
Musa, Miguel Á. (Miguel Ángel). "Leader's attributes and how these affect the happiness in the workplace." Thesis, Massachusetts Institute of Technology, 2015. http://hdl.handle.net/1721.1/105314.
Повний текст джерелаCataloged from PDF version of thesis.
Includes bibliographical references (pages 98-104).
The purpose of this thesis work is to explore what specific aspects or attributes of a leader (in a broad definition) contribute positively (or negatively) to the happiness of workers. In order to do so, happiness at work is defined based in constructs used in past researches such as well-being, affect, job satisfaction, engagement, job involvement, etc. These constructs were categorized in three levels of happiness. Firstly, the transient level, which measures short-term moods and emotions lived by the individual. Secondly, in a more long term, the person level measures duration or stability of happiness over time. Finally, the unit level measures happiness of teams, units or organizations. On the other hand, 34 attributes of a leader which are representative of a good leader were chosen from literature review. Afterwards, data was collected through an electronic survey that asked respondents to assess how each of the 34 attributes affected the constructs that compose each level of happiness. The results show that all 34 attributes affect the transient, person and unit level of happiness. However, respondents thought that for the transient level of happiness a leader affects more through attributes that are visible and flow from the leader to their followers, while in the person level attributes related to their personal character (more abstract) were balanced with the more visible ones. On the other hand, in the unit level, value-oriented attributes were thought to be important as well. In addition to this, factors such as gender, work experience, and the size of the unit can change the attributes that affect the most happiness at work of the group in its different levels. In conclusion, depending on the level of happiness and the type of people that compose a group, different attributes of a leader will be needed to increase the desired level of happiness.
by Miguel A. Musa.
S.M. in Engineering and Management
Asaeikheybari, Golnoush. "WORKPLACE ENVIRONMENTAL AND BEHAVIORAL RISK FACTOR IDENTIFICATION AND MONITORING SYSTEM USING WEARABLE SENSOR TECHNOLOGY." Case Western Reserve University School of Graduate Studies / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=case1596820612674035.
Повний текст джерелаBailey, Janet L. "Computer-Supported Collaborative Work and Its Application to Software Engineering in a Case Environment." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc279296/.
Повний текст джерелаEden, Grace. "The contextual evaluation framework : a prototype evaluation technique for e-Research." Thesis, University of Oxford, 2011. http://ora.ox.ac.uk/objects/uuid:e816cf1a-3514-400c-9f2f-e022b56710d9.
Повний текст джерелаKelley, Kevin D. "An ergonomic evaluation and analysis for identifying cumulative trauma exposures in the office workplace." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999kelley.pdf.
Повний текст джерелаRosenfield, Adam (Adam Isaac). "Driving change : how workplace benefits can nudge solo car commuters toward sustainable modes." Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/117826.
Повний текст джерелаThesis: S.M. in Transportation, Massachusetts Institute of Technology, Department of Civil and Environmental Engineering, 2018.
This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Cataloged student-submitted from PDF version of thesis.
Includes bibliographical references (pages 223-229).
This thesis investigates the role that employer benefits can play in encouraging commuters to use sustainable modes of transportation, motivated by the increasing cost of parking provision at urban workplaces and the broader potential for travel demand management strategies to mitigate traffic congestion and pollution. In this research, case studies are conducted at two urban employers in Greater Boston. At the Massachusetts Institute of Technology (MIT) and at Partners HealthCare, employee transportation benefits were recently enhanced to encourage alternatives to driving. MIT, concerned about an upcoming reduction in parking supply, announced in 2016 that it would provide its more than ten thousand staff with a fully-subsidized local transit pass. In an agreement with the transit agency, MIT only pays for transit trips taken, thereby avoiding the expense of monthly passes for non-riders while providing universality of coverage. For drivers, MIT eliminated annual parking permits in favor of daily, pay-as-you-park pricing to encourage multi-modality. The net result was an eight percent reduction in parking demand in the first year, at a net cost to MIT of about $200 per employee. Transit agency revenue increased as ridership among MIT employees rose approximately ten percent. Partners HealthCare was motivated to reduce its employee parking demand in the midst of consolidating fourteen administrative worksites to a new facility in Somerville, MA, and faced cityƯimposed parking restrictions. Like MIT, it introduced daily parking pricing, but tied the rates to employee income as an equity measure. Unlike MIT, it did not offer a universal transit pass, but increased monthly pass subsidies. With the new facility located along the MBTA Orange Line, there was a marked increase in transit ridership among employees who used to work in the suburbs, and today parking demand is well below anticipated levels. The thesis supplements these case studies with a randomized controlled experiment on two thouƯsand MIT car commuters, investigating how behavioral 'nudges' can further encourage reductions in driving. While no statistically significant reductions in parking were observed during the experiment, the combination of token monetary rewards and informational nudges appeared most effective at shifting travel behavior. This research illustrates the potential for travel demand management strategies to influence commuter mode choice, but reinforces the importance of carefully considering implementation deƯtails such as cost salience and user experience. Long-term success appears dependent on building a constituency of support for such strategies among employer, commuter and government stakeholders.
by Adam Rosenfield.
M.C.P.
S.M. in Transportation
Keen, Julia. "Retention of women architectural engineers in industry." Diss., Manhattan, Kan. : Kansas State University, 2010. http://hdl.handle.net/2097/3748.
Повний текст джерелаWong, Wai-keung, and 汪偉強. "Project management of building services engineering in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31251742.
Повний текст джерелаBélanger, Jacques. "Job control and the institutionalisation of labour relations in the workplace : a study of two engineering firms in England." Thesis, University of Warwick, 1985. http://wrap.warwick.ac.uk/4035/.
Повний текст джерелаPaez, Omar. "Financial Assessment of Health and Safety Programs in the Workplace." University of Cincinnati / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1383909213.
Повний текст джерелаFRID, JOHANNA, and FRIDA NORDANÅS. "Creating a Values-Aligned Workplace : How to Work with Company Values in Growing Consulting Firms." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-229658.
Повний текст джерелаLooft, John Maurice. "Adaptation and validation of an analytical localized muscle fatigue model for workplace tasks." Diss., University of Iowa, 2014. https://ir.uiowa.edu/etd/1482.
Повний текст джерелаAlmquist, Isabelle, Ellen Lindblom, and Alfred Birging. "Workplace Electric Vehicle Solar Smart Charging based on Solar Irradiance Forecasting." Thesis, Uppsala universitet, Institutionen för teknikvetenskaper, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-323319.
Повний текст джерелаLutz, Benjamin David. "Into the Workplace: Exploring the Learning Experiences of Newcomer Engineers during the School-to-Work Transition." Diss., Virginia Tech, 2017. http://hdl.handle.net/10919/78276.
Повний текст джерелаPh. D.
WALLACE, SCOTT DOUGLAS. "APPLICATION OF AN INTEGRATIVE MODEL FOR ASSESSING THE COMPATIBILITY OF WORK FACTORS IN THE WORKPLACE." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin984571708.
Повний текст джерелаHaegerstrand, Anna, and Emelia Knutsson. "The Attractive Workplace : Are the Site Offices Meeting the Employees´Needs?" Thesis, KTH, Fastigheter och byggande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-254846.
Повний текст джерелаTidigare forskning har visat en möjlig koppling mellan inomhusklimat och dess påverkan påden anställdas prestation. Olika faktorer kan påverka prestationen; fysiska parametrar; såsomventilation och luftkvalitet, ljudnivå, termiskt klimat, ljus och tillgång till dagsljus samt nivånav flexibilitet på jobbet, möbler och andra faktorer. Därför syftar denna studie till att undersökakvalitén av arbetsmiljön inomhus på platskontor hos Company AB i Sverige. Vidare, hur denfysiska och psykiska miljön spelar en stor roll gällande hur attraktiv en arbetsplats är. Dennastudie kommer bara fokusera på fyra fysiska parametrar som påverkar den fysiskafunktionaliteten av ett kontor; luftkvalitet, ljud, temperatur och ljus. Följande forskningsfrågorhar ställts: 1) Vilka olika typer av platskontor kan identifieras i Sverige och vilka olikautformningar används vanligast? 2) Hur väl uppfyller den faktiska inomhusmiljön påplatskontoren kraven från Arbetsmiljöverket? 3) Hur upplevs inomhusmiljön på platskontorenav människorna som jobbar i dem? 4) Vilka är de viktigaste aspekterna för att ökaattraktiviteten av platskontoren på Company AB? Studien är både kvalitativ och kvantitativoch inkluderar både mätningar, intervjuer, möten och en enkät som de främstainformationskällorna för att svara på forskningsfrågorna.Resultaten visar på att de vanligaste platskontoren är byggbodar och inhyrda lokaler. Debesökta kontoren hade olika uppbyggnad eftersom de var utformade för att passa de specifikaprojektorganisationerna. Utav de fyra parametrarna var ljudet det enda som uppfyllde kraven ide sex besökta platskontoren.De anställda upplevde de fysiska parametrarna på olika sätt. Luftkvaliteten upplevdes generelltsom tillräcklig bland kontorsplatserna men ganska dålig i mötesrummen. Flera anställda tyckteatt ljudet var en av de mest problematiska parametrarna och det visade sig möjligtvis bero påarbetsroll eller uppgift. De anställda uttryckte ett behov av en varierad utformning av kontorenmed en kombination av både öppna kontorslandskap och mindre avskilda rum vilket skullekunna öka koncentrationsförmågan och minska störande ljud. En annan problematiskparameter var temperaturen och generellt var behovet att få en mer stabil temperatur över året.Vad gäller ljussättningen så uttryckte många att de ville kunna reglera den själva.Människor upplever saker olika vilket gör att ett mer varierat och flexibelt kontor kan uppfyllafler människors behov. Om dessa behov uppfylls kan detta förbättra inte bara den fysiskaarbetsmiljön utan också den psykiska arbetsmiljön och kan därigenom öka attraktiviteten samtarbetsnöjdheten hos de anställda.
Fernández, Marco Gero. "A Framework for Agile Collaboration in Engineering." Diss., Georgia Institute of Technology, 2005. http://hdl.handle.net/1853/7630.
Повний текст джерелаRoux, Daniel Francois. "Approaches, expectations and perceptions of different generations regarding culture and leadership in the engineering department at Sishen mine." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/15056.
Повний текст джерелаENGLISH ABSTRACT: People's life experiences and backgrounds shape who they are - whether they are young or old, male or female, and across all races, ethnicities and religions. Today's workplace environment represents the largest diversity of generations of any time in history, and with this diversity comes new challenges. These challenges are directly due to the different generations and associated gaps based on different approaches, expectations and perceptions regarding culture and leadership in the workplace. There are generally four different generations employed in today's workplace: Traditionalists (Builders), Baby Boomers (Yuppies), Generation X (Yiffies), and Generation Y (Millennials). According to generation theory, Traditionalists were born between 1930 and 1949, Baby Boomers between 1950 and 1969, Generation X between 1970 and 1989, and Generation Yafter 1990. Although there are very few Traditionalists in contemporary workplaces, there are still some left to consider. More important than understanding the Traditionalists, though, is the need for a better understanding of the fast-growing group of Generation Y employees who are entering the workforce. At Sishen Iron Ore Mine (Sishen) there are also four generations employed, each with different approaches, expectations, perceptions, attitudes, loyalties, frames of reference, views of authority, job strengths, work ethics, relationships, work/life balances and other beliefs. The question that arises is whether the management team of the Engineering Department at Sishen can be more effective and productive through an improved and in-depth understanding of each generation's approaches, expectations and perceptions regarding culture and leadership. The purpose of this research study is to analyse the specific correlation of the different workforce generations in the Engineering Department with the general theoretical knowledge available about each generation by focusing more specifically on approaches, expectations and perceptions. The study also includes some recent research information regarding Generation Y and the related opportunities, challenges and effective ways of managing this generation. By focusing on the research results within the multigenerational workforce and the generation gaps, the possible solutions for managing conflict can improve through a better understanding of each generation. Each generation's typical characteristics are discussed in detail by means of a thorough literature study, with the overall aim of enhancing both team and organisational success. The employees and permanent contractors at the Engineering Department number approximately 1 945. The randomly selected participants in the generations survey were from the pool of permanent employees, excluding the contractors. The information was collected by means of a short questionnaire representing the typical characteristics of each generation. A sample of 250 participants from eight different sections within the department was asked to complete the questionnaire, but unfortunately a response rate of only 34% (85 questionnaires) was recorded. The research showed that the typical characteristics of the Traditionalists and Baby Boomers could be used to represent almost the entire Engineering Department. It also revealed specific influences in the working and social environment, leadership styles, and the mine's culture that affect the different generations regarding their approaches, expectations and perceptions. The report concludes with an assessment of the strengths and weaknesses of the study, as well as a few key findings and a summary, conclusion, and recommendations.
AFRIKAANSE OPSOMMING: Alle mense word gevorm deur lewensondervindings en agtergrond wat bepaal wie hulle is - ongeag of hulle oud of jonk, manlik of vroulik is, asook oor alle rasse, etniese groepe en geloofsoortuigings heen. Hedendaagse werksomgewings word gekenmerk deur die grootste generasiediversiteit van alle tye, wat nuwe uitdagings meebring. Die uitdagings is die direkte gevolg van die verskillende generasies en gepaardgaande gapings gebaseer op verskillende benaderings, verwagtinge en persepsies aangaande kultuur en leierskap in die werksplek. Daar is tans oor die algemeen vier verskillende generasies in diens in werksplekke, naamlik Tradisionaliste, Baby Boomers, Generasie X en Generasie Y. Volgens generasieteorie is Tradisionaliste persone gebore tussen 1930 en 1949, terwyl Baby Boomers tussen 1950 en 1969, Generasie X tussen 1970 en 1989 en Generasie Y na 1990 gebore is. Hoewel daar min Tradisionaliste in die werksplek oor is, is daar nog enkeles wat in ag geneem moet word. Van groter belang is egter die behoefte om die vinnig groeiende Generasie Y wat nou tot die werksmag toetree, beter te verstaan. By Sishen Ysterertsmyn (Sishen) is daar ook vier verskillende generasies in diens, elk met verskillende benaderings, verwagtinge, persepsies, houdings, lojaliteite, verwysingsraamwerke, menings oor gesag, werksverwante sterkpunte, werk-etiek, verhoudings, lewensbalanse asook ander oortuigings. Die vraag wat ontstaan, is of die bestuurspan van die Ingenieurswese Departement by Sishenmyn meer effektief en produktief kan wees deur hul kennis en begrip van elke generasie se benaderings, verwagtinge en persepsies ten opsigte van kultuur en leierskap te verbeter. Die doel van die studie is om te ontleed of daar 'n spesifieke ooreenstemming is tussen die verskillende generasies by die Ingenieurswese Departement en die algemene teoretiese inligting beskikbaar oor elke generasie deur meer spesifiek op benaderings, verwagtinge en persepsies te fokus. Die studie sluit ook onlangse navorsingsinligting aangaande Generasie Y in, met die gepaardgaande geleenthede, uitdagings en effektiewe maniere om die generasie te bestuur. Deur te fokus op die navorsingsresultate binne die multigenerasie-werksmag en die ooreenstemmende gapings, kan daar moontlik oplossings ontstaan om te help met konflikbestuur wat op 'n beter begrip van die generasies gegrond is. Elke generasie se tipiese eienskappe word in diepte bespreek deur middel van 'n deeglike literatuurstudie, met die oorhoofse doel om span- sowel as organisasiesukses te verhoog. Die totale aantal werknemers, insluitend permanente kontrakteurs, van die Ingenieurswese Departement is ongeveer 1 945. Die deelnemers aan die generasieopname is lukraak gekies, maar die kontrakteurs is uitgesluit. Die inligting is ingesamel met behulp van 'n kort vraelys wat die tipiese eienskappe van elke generasie verteenwoordig. Uit 'n steekproef van 250 deelnemers uit agt verskillende seksies binne die departement wat gevra is om die vraelys te voltooi, is 'n betreklik swak responskoers van 34% (85 vraelyste) behaal. Die navorsing het bevind dat die tipiese eienskappe van die Tradisionaliste en Baby Boomers tans gebruik kan word om feitlik die hele department te verteenwoordig. Dit toon verder ook dat daar spesifieke invloede in die werks- en sosiale omgewing, leierskapstyle en die myn se kultuur is wat die verskillende generasies se denkpatrone rondom benaderings, verwagtinge en persepsies vorm. Die navorsingsverslag word afgesluit met 'n bepaling van die sterk- en swakpunte van die studie, 'n paar kernbevindings en 'n opsomming, gevolgtrekking en aanbevelings.
Shawcross, Judith Karen. "Manufacturing excellent engineers." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/279677.
Повний текст джерелаMorrow, Jeffrey A. "Tracking consensus in product development teams /." Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/10694.
Повний текст джерелаAlmgren, Rikard, and Amin Harirchian. "Viability of Virtual Reality techniques in identifying environmental stressors on female employees in an IT workplace." Thesis, Malmö universitet, Fakulteten för teknik och samhälle (TS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20611.
Повний текст джерелаThe Information Technology field of today is heavily male-dominated despite work to introduce more women to the field and work to retain these female employees [2, 3, 5]. This research shows how Virtual Reality (VR) techniques can be used as a tool to identify one of the factors that could be the cause of women leaving, namely the physical environmental stressors that affect female employees who work in IT industries. The goal of this study was to evaluate the viability of a VR based approach to testing real-life factors such as environmental stressors. The study also tries to introduce more information about VR based testing and observation and what advantages it may bring as well as provide information to IT-based companies on which physical environmental stressors could cause workplace dissatisfaction among their female employees. The study was done in four steps, a literature review to gather information about the situation for female employees and the current research in the field VR, a design and creation step to generate a prototype to gauge the viability of a VR based approach to identifying stressors in a workplace, a pilot study to confirm design decisions and general viability of testing and finally a case study experiment of female employees from one IT consultancy company to collect data and evaluate the VR solution as a tool for identifying and evaluating stressors on female employees. The data from the experiment was collected by recording the user interactions with the virtual environment and by questionnaires. Two questionnaires were used, one before the VR experience and one after. This was done in order to find out how the VR experience influenced the participants and whether they were able to identify various stressors. The results of the study show that all five of the evaluated environmental stressors could be identified using the VR solution and that one could potentially find ways of reducing stress experienced by female employees by applying what was learned using a solution such as this one. The solution could also potentially be further modified to be applicable to other fields than IT.
EL-SAYED, MOHAMED A. "ADVANCING THE WORK COMPATIBILITY MODEL THROUGH THE ANALOGY WITH COMPRESSOR/TURBINE MODELS." University of Cincinnati / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1186979872.
Повний текст джерелаTurner, Susan. "Towards computer supported cooperative design." Thesis, n.p, 1999. http://library7.open.ac.uk/abstracts/page.php?thesisid=72.
Повний текст джерелаBaskaran, Laksana, and Emelie Jin. "From Conversation to Action : Perceptions and Practices of Allyship in aSwedish Workplace Context." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-296342.
Повний текст джерелаMångfaldsarbete (eng: diversity management) har tagit allt större plats i organisatoriska sammanhang och dess metoder. Arbetet har varit motiverat av lagar och förordningar, moraliska anledningar eller för att en diversifierad arbetsstyrka har potentialen att medföra stor affärsnytta. Trots denna satsning utsätts minoriteter för social och strukturell diskriminering på sina arbetsplatser. Allierade (eng: allies) kan ha en framträdande roll för förändra detta. Det huvudsakliga syftet med denna rapport är att utforska hur ‘allyship’ uppfattas och utövas på en svensk organisation, där dess anställda har fått genomgå en utbildning om ‘allyship’. ‘Allyship’ kan kort definieras som förespråkandet av både den sociala- och karriärsrelaterade inkluderingen av en social missgynnad eller marginaliserad grupp. Samtidigt som allt fler företag och organisationer arbetar med just ‘allyship’ så har inte forskningen inom organisationsteorier kommit ikapp. Det är väldigt begränsat med litteratur kring detta ämne som grundar sig utanför USA, eller ett huvudsakligen engelsktalande land. Det påstående som återfinns inom forskningslitteraturen, att ‘allyship’ är tvärkulturellt är därmed främst baserat på teori med få empiriska bevisningar. Utifrån en fallstudie på ett svenskt filial av ett amerikanskt bolag, presenterar denna uppsats en empirisk modell för ‘allyship’ på arbetsplatsen (eng: workplace allyship). Modellen innefattar faktorer som motiverar respektive avskräcker, resulterande insatser och de utmaningar som uppstår när ‘allyship’ ska implementeras. Denna modell är baserad på genomförda intervjuer med både chefer och anställda. Fokuset har lagts på missgynnade gruppmedlemmar (eng: disadvantaged group members) och chefer. Detta är då dessa perspektiv har hittills fått begränsad plats i forskningen om ‘allyship’. Resultaten talar för att sättet ‘allyship’ uppfattas och utövas på beror starkt av organisatoriska möjliggörare och barriärer, samt den kontexten som finns. Detta innebär att det krävs lokala ansträngningar på filialen för att kontextualisera centraliserade initiativ i större utsträckning. Särskilt viktigt är det att utbildningarna och liknande insatser om ‘allyship’ blir tydligare eftersom dess innebörd förefaller sig försvinna när konceptet tas ur det amerikanska sammanhang det härstammar ifrån. Om betydelsen inte klargörs finns det en risk att uppfattningen om ‘allyship’ bidrar till att bibehålla den systematiska diskrimineringen konceptet finns till för att bekämpa. Denna insikt ligger som grund till vidare forskning om ‘allyship’ på arbetsplatsen.
Edwards, W. Keith. "Coordination infrastructure in collaborative systems." Diss., Georgia Institute of Technology, 1995. http://hdl.handle.net/1853/32963.
Повний текст джерелаGOYAL, DEVENDRA. "EVALUATING WORK-FACTOR CLASSIFICATION SYSTEM." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin990816550.
Повний текст джерелаDryselius, Alexander, and Joel Pettersson. "Motivation in the Remote Workplace : Understanding the Threats and Opportunities to Motivation During Enforced Remote Work." Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-290792.
Повний текст джерелаI kölvattnet av Covid-19-pandemin har organisationer över hela världen tvingats flytta verksamheten till de anställdas hem. Denna förändring har dramatiskt förändrat individernas egna arbetsplatskontexter. Detta väcker frågor om vilka effekter detta kommer att få på anställdas motivation. Eftersom motivation är relaterat till produktivitet såväl som välbefinnande hos individer är det avgörande att organisationer vet hur motivation kan underlättas i ett fjärranslutet (eller"distansarbetande") sammanhang för att skydda sina anställdas produktivitet och välbefinnande. Genom semistrukturerade intervjuer samlar denna studie in åsikter och erfarenheter från anställda från fem olika företag inom kunskapsintensiva sektorer. Genom att analysera detta material konstruerade vi sju återkommande teman som var relaterade till motivation. När vi tittar på dessa teman genom en teoretisk ram baserad på tidigare studier av distansarbete, Job Demands-Resources-modellen och Self-Determination-teorin drar vi slutsatsen att distansarbete påverkar motivation inom områdena medbristande social interaktion, nivån av transparens inom organisationen, utmaningar i balansen mellan arbete och privatliv, en ansvarsförskjutning mellan chefer och anställda, svårigheter att be om hjälp för att lösa problem, digitala möten och upplevelsen av lärande. Vi avslutar studien med att ge chefer och anställda en lista med praktiska riktlinjer som kan hjälpa dem att facilitera motivation i distansarbete.
Baudin, Samuel, and Marcus Fredriksson. "Industrial look and feel – The combination of aesthetics and performance in production, a case study." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-39605.
Повний текст джерелаHalton, Maurice. "L.Gardner and Sons Limited : The History of a British Industrial Firm. A study with Special Reference to Markets, Workplace Industrial Relations, and Manufacturing Engineering Technology, 1955-1986." Thesis, University of Bolton, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.511279.
Повний текст джерела