Дисертації: "Managerial organisation"

1

Makin, P. J. "Career development, personality, and commitment to the organisation." Thesis, University of Bradford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376690.

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2

Postiglioni, Renato. "Sales forecasting within a cosmetic organisation : a managerial approach." Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/21980.

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Thesis (MBA)--Stellenbosch University, 2006.
Although most businesses require accurate sales forecasts in order to survive and to be successful, very little attention has been devoted to examine how sales forecasting processes should be managed, and the behavioural factors associated with the management of forecasting. Sales forecasting activities and research have by and large concentrated on the techniques or on the systems used, rather than on the forecasting management philosophy, which considers the organisational, procedural, and personnel aspects of the process. Both forecasting modelling and IT systems form the basis for the forecasting process, but the third element, namely the organisation, is potentially the most important one. Researchers have argued that improvements in this area could have a greater impact on the level of forecasting accuracy than improvements with regard to other aspects. After developing predetermined forecasting standards and principles, an audit on the author's organisation was conducted. This revealed that no formal forecasting --- existed, and that a number of business practices were in effect contaminating procedures and possibly affecting the integrity of the data. Very little forecasting knowledge existed, sales were predicted very sporadically, and simple averaging techniques were adopted. Life cycles of products, trends, seasonality or any other cyclical activity were never modelled. This obviously resulted in a very poor level of forecast accuracy, affecting a number of business activities. A decision was made to research the topic of forecasting management, develop a best practice model, and apply it to the organisation. The best practice model was based predominantly on the research work of Armstrong and Mentzer. This model requires the forecasting process to be developed in two specific phases, namely a strategic phase, in which the forecast is aligned to the organisation, the internal processes and the people, and the operational phase, in which more tangible aspects of the forecasting process are identified and constructed. This new forecasting approach and a dedicated forecasting software programme were successfully implemented, improving the overall accuracy level of the forecast.

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3

Zheng, Yumai. "Internal Communication from a Managerial Perspective." Thesis, Halmstad University, School of Social and Health Sciences (HOS), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-2283.

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The objective of this thesis is to conduct a research on Eleiko Sport AB’s internal communication from a managerial perspective. The focus of this analysis is to look at how the management and organisation are structured in Eleiko, how the members of the management team view and perceive internal communication, how the internal communication within this small organisation is organised, and which communication channels are being used and why.

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4

Tamangani, Zivanayi. "The relationship between forms of organisation and managerial work : a study of service organisations in Zimbabwe." Thesis, University of Surrey, 1995. http://epubs.surrey.ac.uk/844402/.

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This study explores the link between forms of organisation and managerial work and seeks to answer questions which have hitherto been neglected in studies of managerial work: To what extent is what managers are expected to do and their intended functions influenced by organisational context in terms of institutional arrangements for the management of managers' work? To what extent are managers' work activities influenced by organisational context? The study adopts a comparative case study of unit managers in four organisations - two each from the hotel and retail sectors in Zimbabwe - using depth interviews, structured observation and activity sampling. The study shows that the configuration of institutional arrangements for the management of work, divided into planning/decision-making, allocation of work, motivation, coordination and control influences the management division of labour, in particular, the extent to which management and business responsibilities are divided between high and lower-level managers. Decentralised organisations devolve greater operational and business responsibilities to unit managers compared with a focus upon internal systems and processes in centralised organisations. The role expectations surrounding unit managers' jobs and work activities are shown to exhibit some generic characteristics relating to staff and information administration; a neglect of future developmental work aspects and a tendency to spend time on non-managerial work. The key effect of organisational form on unit managers' roles is to emphasise output or performance in decentralised organisation in contrast to processes and procedures in centralised organisations. The industry sector differences show an emphasis on service quality and self administration in hotels compared with customer and merchandise administration in retail operations. Overall, therefore, form of organisation is shown to impact primarily upon the formal management division of labour but in its effect on managers' role expectations and work activities is modified and refracted by commonalities in unit managerial work, industry sector and individual factors.

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5

Thorne, M. L. "Engendering culture : The dynamics of organisation culture, gender and managerial behaviour." Thesis, University of Bath, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.383608.

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6

Thekiso, Thabo Abel. "Management performance measurement of business educated managers in the North West and Vaal triangle areas / Thekiso T.A." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7613.

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The age of industrialisation in the nineteenth century and the subsequent emergence of large corporations called for new approaches to the way in which organisations are managed. Business today operates in a world of constant change. Technology and society are changing more rapidly than ever before. The workplace has become increasingly diverse, as pressure is mounting for the previously disadvantaged and women to ascend the echelons of organisations. Concern for the environment has forced companies to think about how their actions affect the quality of the air, land, and water. Competition is more fierce than ever, because companies from all over the world now try to sell their products and services to the same customers. All these changes not only require of those who manage these organisations to be in procession of relevant professional skills, but it also require of them to be competent in conducting their business of managing. The aim of the study was to construct a conceptual framework to measure the identified skills for management competence. The study builds a conceptual framework using identified skills and also presents the interrelationships between the skills. The primary theoretical background and concepts about skills for managerial competence for this study, range from the historical perspective of MBA education as it is the cutting edge of business education to management models identified from the literature. The extensive review of the literature and three different management models and the key common managerial competencies led to the development of an initial model based on the literature wherein the required skills for managerial competence were identified as self awareness skills (SA), self directed career planning skills (SP), general interactive skills (IS), planning and control skills (PC), organising skills (OS), leading skills (LS), and managing change skills (MC). The empirical study which followed was conducted among a sample of 395 business administration students from the three campuses of the North West University business school in Mafikeng and the Potchefstroom Business School. The empirical study based on the seven skills for managerial competence yielded results that measured the strength of each managerial skill and the interrelationship among different skills. The results were analysed by the process of factor analysis and it was clear from the analysis that there are a number of unreliable factors which led to a number of questions having to be discarded. As a result the original model had to be restructured to develop an alternative managerial skill model. After the initial model was restructured, the results wherein thirteen factors loaded heavily on the factor were realised. Of the thirteen factors, factor 1 had nineteen factors that loaded heavy and had to be restructured again in order to make sense of the data. Once a further restructuring was done the results were that factor 1 had three sub factors that loaded heavy on the factor which led to the conclusion that the alternative managerial skill model comprised thirteen factors wherein factor 1 had three sub factors. The value of the study lies in the fact that managerial models identified in the literature are orthodox in nature, and they do not progress further to explore skills for managerial competence. Given the orthodox nature of models identified in the literature, this study purports to suggest a framework that could be adapted to measure skills for management competence. This study further contributes to the discipline of organisational leadership and management, particularly with regard to practices regarding leader and manager development within the context of a dynamic, changing organisational environment.
Thesis (Ph.D. (Business Management))--North-West University, Potchefstroom Campus, 2012.

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7

Lundqvist, Elin, Jiewen Cheng, and Elshani Kreshnik Fatos. "Occupational Burnout - An Organizational Challenge & Managerial Responsibility : A qualitative study on leadership and managerial factors’ impact on burnout. Case study conducted on four compulsory schools in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44312.

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Abstract Background Occupational Burnout is one of the greatest challenges affecting the labour markets today. It is mainly caused by prolonged stress exposure due to the psychosocial work environment and is nowadays the fastest growing cause of long-term sick leave in Sweden. It therefor affects both the society, organisation and individual. It is thus a managerial concern to manage and structure the organisations in a sustainable way that maximises the use of human resources, rather than burning them out. Purpose The aim of the thesis is to investigate the high level of sick-leave or burnout due to organisational and managerial factors in the Swedish educational sector, by focusing on the role leadership, organisational and psychosocial work environment plays in preventing/causing employees’ burnout. The authors attempt to contribute knowledge on why theory may not match reality in this case, as statistics of sickleave due to stressrelated illness remains high. Methods In this qualitative study principals, administrators, and teachers of four public compulsory schools in Jönköping and Öckerö are interviewed. Using semi-structured interviews, data is gathered, coded and analysed in relation to modern research literature on the topic of burnout as well as Swedish Work Environment Authority guidelines, to spot key elements of positive and negative factors which have affected the stress situations of the schools’ employees. Several factors from organizational and leadership perspective are examined to assist organizations to avoid or prevent burnout. Results Prevalence of high burnout rates in schools in the cases studied, was associated with recent large reorganization of employees and administration; weak and inefficient leadership which did not strive to build relationships and open communication with teachers; low integration between sectors and working groups; lack of support and monitoring of stressed employees; low ability of employees to contribute to their workplace environments; the shortage of budgets issued by municipality. Conclusions 1.The reason sick leave related to stress and burnout is high in the cases studied, is that implementation of research and policy guidelines is lacking behind in schools which suffer from employee stress related issues. As well as the current management model of the public sector may not benefit to prevent employee burnout. 2. It is possible to avoid employee burnout through adjusting the management and organizational structure, as adaptations toward dealing with employees’ stress are showing a positive sign on preventing the development of burnout.

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8

Ables, Sharneigh. "The influence of organisational culture on organisational commitment amongst managerial and supervisory staff at a beverage bottling organisation in the Western Cape." University of the Western cape, 2016. http://hdl.handle.net/11394/5554.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
At present organisations are faced with considerable changes in the business environment due to globalisation illustrated through specialisation and individualisation in the workplace (Rastegar & Aghayan, 2012). To stay abreast of these changes, organisations attempt to gain competitive advantage within the competitive business environments they operate. The competitive advantage referred to is, enhancing the organisation's culture, so as to ensure the employees in the workplace stay committed (Acar, 2012). Dwivedi, Kaushik and Luxmi (2014) further add that organisation culture is a fundamental element to any activity in the organisation. The authors also purport that a good organisational culture, which yields self-actualisation needs such as capability development, empowerment, achievement and recognition leads to a greater level of commitment between employees. The inverse, that is, poor organisational culture, leads to lower levels of commitment with consequences such as increased employee turnover and lower productivity rates (Dwivedi et al., 2014). The purpose of this study was to examine the influence of organisational culture (sub-dimensions being, mission, involvement, adaptability and consistency) on organisational commitment (sub-dimensions being, affective commitment, normative commitment and continuance commitment). The sample was chosen by means of convenience sampling. Two hundred and thirty – six supervisory and managerial staff who were employed at a beverage company in the Western Cape partook in the study. Three questionnaires were utilised to collect the data namely, a self - developed biographical questionnaire, containing six items which was used to collect information pertaining to the demographics of the sample. The second questionnaire utilised was the Denison Organisational Culture Survey, which contained 60 items and the final questionnaire administered was Allen and Meyer's (1990) Organisational Commitment Questionnaire, which contained 24 items. The data was computed using the Statistical Programme for the Social Sciences (SPSS) software version 23 using a multiple regression technique, yielding the following results: The results indicated that a significant proportion of the variance in organisational commitment was explained by mission, involvement, adaptability and consistency. The most statistical significance predictors of organisational commitment were mission and consistency, however, mission contributed to the highest variance. Additionally, the results indicated that a significant proportion of the variance in affective commitment was explained by mission, involvement, adaptability and consistency amongst staff. Involvement, adaptability and mission were found to be significant predictors of affective commitment with involvement accounting for the highest variance. Furthermore, the results showed that a significant proportion of the variance in normative commitment was explained by mission, involvement, adaptability and consistency. Moreover, the most significant predictor of normative commitment was found to be consistency. Further findings found that a significant proportion of the variance in continuance commitment was explained by mission, involvement, adaptability and consistency amongst staff. Moreover, the results indicated that the most significant predictor of continuance commitment was mission. Lastly, limitations for the current study were presented and recommendations for future research and for the organisation were offered.

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9

Reilly, Michael T. "Corporate values, managerial behaviour and planned culture change - British Telecommunications plc 1991-1994." Thesis, University of Brighton, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.323406.

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10

Pettersen, Jostein. "Translating Lean Production : From Managerial Discourse to Organizational Practice." Licentiate thesis, Linköping : Department of Management and Engineering, Linköping University, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-18424.

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11

Trespalacios, Argain Brenda Alicia, and Mariami Meladze. "Exploring Managerial Perceptions of Stakeholders : Case Study of a Project-Based Non-Profit Organisation." Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-144564.

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For the past couple of decades, third sector organisations have registered a fast growth over the world with a focus on social, economic and political concerns whilst holding a presence in public matters. This study is mainly focused on non-profit organisations (NPOs). Organisations supporting social concerns on a not-for-profit (NFP) basis. Nowadays, NPOs are a social trend where people with different backgrounds and purposes aim to get involved in. Their participation is to either assist a community or a cause (as a contributor), or to obtain assistance when being part of a community (as a beneficiary). Nonetheless, the challenges as well as the opportunities faced by NPOs are widely acknowledged in both practice and theory, with a special focus on the different organisation’s participants involved, that is, stakeholders. In order to “do the right project” whilst “doing the project right” (Williams & Samser, 2010, p. 38), NPOs need the support and collaboration of stakeholders to obtain funds, operate, meet a community needs, and survive in the market. Aiming to find out how are relationships between stakeholders and NPOs managers stablished and maintained, the study analyses the managerial approaches undertaken by the organisation’s employees towards stakeholders. Further, in order to identify the characteristics of entrepreneurial project-based NPOs, the study explores the organisation requirements to properly develop within the mentioned sector. By hence, the NPO concept is analysed within the entrepreneurial context to understand and recognise the stakeholder management practices employed in such scenario. There is limited literature drawing on stakeholder management within NPOs. However, there is even less research done studying the link between NPOs and entrepreneurship. For the purpose of this study, which is to contribute to the general body of knowledge by analysing stakeholder management in an NPO within the entrepreneurship field, this study has selected a Swedish NPO as a main focus. With grounds on the existing literature discussing stakeholder classification and participation in the mentioned type of organisations, this study identifies the different groups of stakeholders and their different meanings to the organisation. At the same time, the lack of research in entrepreneurial project-based NPOs is highlighted, encouraging further research in related areas. This research is based on a single case study of an NPO operating in Sweden, given the particularity and uniqueness of the phenomenon studied. Qualitative data is collected through the implementation of unstructured and semi-structured interviews with top management team (TMT) members and managers in the NPO selected as study focus, a total of five people contacted out of twelve employees. Then data is analysed and the study findings are presented and linked to existing literature. Further, the suggestion of five propositions for further research are presented. Finally, the study conclusions are outlined, along with the managerial and theoretical implications, and the study limitations.

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12

Mustapha, Nurol'ain. "The relationship between managerial work and forms of organisation : a case study of Malaysia." Thesis, University of Surrey, 1996. http://epubs.surrey.ac.uk/844204/.

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Managerial work in its real-life organisational context was examined in the study. Case studies approach, using interviews and structured observations, was adopted. The data collected were analysed in terms of their role expectations, role performance, and the relationship between role expectations and role performance, on the one hand, and forms of organisations, on the other. Based on the expectations of others of the managers' jobs, the study identified 13 areas of work domain of managers performing the work as 'Line Manager' (LM), 'Personnel Manager' (PER), 'Specialist' (SP) and 'Multi-Function Manager' (MLF) in three different forms of organisations (centralised, partially decentralised and decentralised 'Clan'). The findings of the study show that; 1. The structure of an organisation has more impact on the work as constituted than on the work as practised. 2. At the aggregate level, irrespective of job types and organisational structure, managers were expected to place strong emphasis in carrying out activities related to staff administration and, on a moderate scale, general work administration. 3. Managers, in all forms of organisation, were seen to spend more time interacting with members of the same organisations and, in most instances, informal, face-to-face meetings. 4. Managers, in all forms of organisation, perform the more substantial aspects of their role expectations. Nonetheless, managers in centralised organisations appeared to respond more to the expectations of their superiors than subordinates. Meanwhile, managers in partially decentralised and decentralised 'Clan' organisations appeared to give broadly equal weightage to expectations originating from both groups. 5. Managers working in centralised form of organisation, were expected to place strong emphasis on the administration of the different aspects of their jobs, whilst, managers working in decentralised 'Clan' organisation were expected to place more emphasis on the development aspects of their jobs.

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Salleh, Azhari bin Md. "A methodology for the selection of overall strategic performance measures for manufacturing business." Thesis, Loughborough University, 1995. https://dspace.lboro.ac.uk/2134/7064.

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This research has identified the performance measures congruent with each model during a business life cycle. Questionnaire surveys have also been carried out to complement and validate the theoretical models. The results of the survey generally confirm the expected measures derived from the theoretical models. The learning process for these newer industrial business organisations can be greatly reduced if the expertise and experience of the established manufacturing business organisations is made readily available. This is the motivation for this research and the methodology which has been developed. The research also proposes use of a knowledge based expert decision support system to encapsulate the methodology, and the wealth of expert knowledge in the domain of performance measures. A prototype knowledge based expert decision support system has been developed to test the concept. It is hoped that this research has achieved its aim to provide a new contribution in the manufacturing business organisation strategy domain and to the improvement of managerial productivity and effectiveness through better use of performance measures.

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14

Maryn, M. "Management of organisation in conditions of uncertainty." Thesis, Sumy State University, 2021. https://essuir.sumdu.edu.ua/handle/123456789/86998.

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15

Umashev, Claudine Francoise. "Design and implementation criteria for the effectiveness of the balanced scorecard in a public sector organisation." Thesis, Queensland University of Technology, 2002.

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Gårlin, Karl, and Mathias Kostet. "Change Through Transformation : An exploratory case study on leadership in contrasting organisational contexts of IKEA Sweden." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123230.

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As corporations have to adapt to an ever-faster spinning global environment they often turn to projects as a facilitator to positive change. With the increase in temporary projects more line managers are faced with leading projects in the permanent organisation, a task that can be widely different from leadership in the permanent organisation. Our purpose is to expand the theoretical and practical knowledge on how managers view the contrast on leadership in the temporary organisation in comparison with the permanent organisation in our case company IKEA and how organisational culture influence this leadership. Which lead us to our research question, How do managers at IKEA compare their leadership styles between being a line manager in comparison with a manager in a temporary organisation? In order to answer the research questions we conducted a qualitative method study, using semi-structured interviews as a tool we interviewed nine senior managers at IKEA who have significant experience from leadership in both organisational contexts. The managers also answered a leadership test for us to better understand their leadership; furthermore we interviewed an HR-experienced manager for context. To interpret the data, an exhaustive theoretical frame of reference was constructed with regards to our purpose, built mainly of leadership theory, organisational culture and differences organisational contexts. After presenting our data based on our main themes, a thematic analysis was conducted on the data gathered that summarized and discussed the important findings discovered in our transcripted interview material. The themes constructed were “leading to succeed”, “communication is key”, “focus on the individual”, “supportive surroundings” and “strength through unity”. Further, a framework is assembled and presented, highlighting the contrasts between the organisational contexts in regards to our constructed thematic frameworks. In our conclusions we found that the basis of our participants transformative leadership does not change between the organisational contexts, it only slightly adapts to organisational routines that differ. Furthermore we establish a connection between IKEA’s transformative organisational culture and leadership in the organisation, which are analogous in their cornerstones. The theoretical contributions complements previous research within leadership in temporary organisations, with the additions of organisational culture and the managerial perspective. And our practical contributions assist IKEA and similar companies in their understanding of their managers’ views on the fundamental contrasts in leadership in the different organisational contexts.

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17

Morton, Susan Christine. "Characteristics of a managerial tool for harnessing the power of the informal organisation to improve product development performance." Thesis, Loughborough University, 2004. https://dspace.lboro.ac.uk/2134/34545.

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Considerable resource has been expended in restructuring organisations to optimise product development performance. Researchers and practitioners have concentrated on changing formal organisational structures often to make them more project-focused and have introduced formal processes and procedures for developing new products. The problem of structuring product development, especially in terms of the trade-off between individual project performance and organisational learning, has been identified and individual company specific solutions have appeared. What has not been generated is a wider approach to these problems that allows any company to identify the issues involved and to establish an effective organisation for product development. Through its explicit recognition and exploitation of informal organisational networks, this research fills a gap in the literature and offers a novel perspective on alternate mechanisms to significantly improve product development performance.

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18

Kotsias, Stylianos. "Managerial accountability reforms in the context of the Greek public sector : patterns of continuity and change in organisational life : the case of the Hellenic Railway Organisation (OSE)." Thesis, Heriot-Watt University, 2010. http://hdl.handle.net/10399/2369.

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The present study aims to depict the continuity and change in the patterns of interaction and accountability in the Hellenic Railway Organisation (OSE), as these are influenced by the application of managerial accountability reform, in the context of the Greek public sector. In particularly the present study focuses upon the effects on inner organisational patterns of interaction and accountability from the use of strategic and operational plans, in the effort of the Greek State to keep the company’s executive officer accountable for his/her decisions and actions. Critical to the present analysis is the role of the European Union in the reformation process in the Greek railway industry. Structuration Theory was used to provide a theoretical framework to guide the empirical research. In the course of the thesis it emerges that the power of subordinates to control the reformation process and to hold superordinates accountable for their actions and decisions was critical to the creation of meaningful and accountable relations between organisational actors and their outer organisational context. The dialectic of control is seen by the present study as the key factor that allows an organisational system to maintain a level of managerial and operational independence from elements of the institutional environment, with contradictory and conflicting interests, which aim to influence managerial and operational strategies. Managerial and operational independence of organisational systems, from their institutional environment, is seen as a precondition in order for organisational actors to develop relationships of trust and responsibility and to re-rationalise and modernise the patterns of organisational action and accountability. The inability of the OSE to efficiently apply its modernisation project is seen as the outcome of organisational actors’ inability to maintain a level of independence from the institutional environment and to formulate meaningful and accountable relationships. For that reason operational plans and performance objectives have failed to be coupled in the ongoing relationship between organisational actors in the OSE and their institutional environment. The disaggregation of the OSE into a holding company and company’s current dreadful financial and operational conditions are seen as the unintended consequences of the organisational action.

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Breed, Josef Adriaan. "Die leierskapsrol en -bevoegdhede van die skoolhoof en die bedryfsleier : 'n vergelykende studie / J.A. Breed." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1777.

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20

Miller, Daniel, and Simon Schaller. "A Leader’s Challenge – Are Environmental Frindliness and Business Compatible? : An investigation of eco-friendly managerial behaviour in Swedish and German small and midsize enterprises." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19446.

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Due to the global warming, the increase in greenhouse gases and the resulting threat for the environment, not only private households have to rethink their behaviour towards the environment, but also companies and organisations have a responsibility towards their environment. Therefore, we investigated several small and midsize enterprises in order to understand their way of implementing strategies of eco-friendliness and thus contributing to the ‘green revolution’ which is apparently in progress. The managers and company leaders provided us with their personal experiences in implementing environmental certificates and Environmental Management Systems. We learned that the trigger point for the implementation of certificates or management systems is often a stakeholder demand. Therefore, our theoretical framework presents our personal understanding of leadership, an example of the relationship of leadership and eco-friendliness, the conflicts of interest within different roles leaders are often captured in, the presentation of personally chosen environmental certificates and stakeholder theory.

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21

Koleva, Valentina. "La Direction Marketing stratégique comme vecteur de resserrement du lien marketing - stratégie dans l'organisation : l'étude du cas LaSer-Cofinoga." Thesis, Bordeaux 4, 2011. http://www.theses.fr/2011BOR40025/document.

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Cette recherche doctorale a pour objectif de clarifier les apports de la fonction marketing à la stratégie générale de l’entreprise. Il s’agit de comprendre comment se réalise le lien entre les deux fonctions – marketing et stratégie, dans le contexte spécifique d’une entreprise ayant créé une direction de marketing stratégique. En nous fondant sur la théorie du lien marketing-stratégie et sur les apports des sciences cognitives, nous avons proposé un cadre théorique intégratif basé sur la notion de représentation. D’un point de vue méthodologique, la cohérence entre la problématique, les données auxquelles nous avons accès et la nature du phénomène étudié, nous ont conduit à privilégier une démarche de recherche qualitative. Nous avons choisi l’étude de cas unique comme méthode de collecte des données et nous nous sommes appuyés sur l’observation participante comme démarche d’accès au terrain. Notre recherche a mis en relief l’émergence successive de trois types de représentations du lien marketing-stratégie, les facteurs qui influencent leur transformation et leurs conséquences. Finalement, la lecture transversale de nos résultats nous permet d’enrichir le cadre théorique initial par la prise en considération de variables liées à l’architecture des activités marketing, à la culture d’entreprise, à l’apprentissage organisationnel ou encore au rôle des dirigeants
This doctoral research aims to clarify the contribution of the marketing function to corporate strategy. We want to uncover the link between these two fields - marketing and strategy, in the specific context of a company having a strategic marketing department. We bring together the theory of marketing-strategy interface and the contributions of cognitive science, in order to propose an integrative theoretical framework centered on the notion of managerial cognition. From a methodological point of view, the consistency between our research question, the available data and the nature of the phenomenon, led us to adopt a qualitative research approach. We chose a single case study combined with a participant observation as a method of data collection and analysis. Our research has highlighted the emergence of three successive types of mental models of marketing-strategy interface, the factor that influence their transformation and their consequences. To conclude, our results allows us to enrich the initial theoretical framework by some emergent themes relative to the architecture of marketing activities, the corporate culture, the organizational learning and the role of the marketing manager

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22

Mmope, Phumzile Pheladi. "The role of senior managers at the North-West University in internal communication and employee engagement / P.P. Mmope." Thesis, North-West University, 2010. http://hdl.handle.net/10394/3138.

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The rationale that effective internal communication plays a crucial role in aligning employees to organisational goals, and in so doing, inculcate employee engagement and help an organisation to succeed, is remodelling internal communication management within organisations. At the core of the preceding rationale lies the fundamental realisation and acknowledgement that effective internal communication is not the function of the communication department, but in effect a basic prerequisite that must be understood, embraced and practiced by all levels of management. Managers without effective internal communication and employee engagement cannot execute the responsibility of strategic alignment. The challenge is now to ensure that the internal communication process is approached as a properly structured and efficiently managed system, rather than a collection of fragmented messages that often cause confusion among employees and compel disengagement. This study explores to what extent the senior managers at the North-West University understand their fundamental role in facilitating effective internal communication and employee engagement. An extensive literature study revealed that there is a correlation between effective internal communication and understanding of organisational strategy and objectives among employees. In addition, a strong correlation between effective internal communication, employee engagement, employee performance and organisational profitability has been identified in literature. The empirical findings were obtained by means of a qualitative research method in the form of semi-structured interviews with senior and middle managers. The semi-structured interviews explored and described how the managers perceive the nature of their role in facilitating and sustaining effective internal communication and employee engagement. In comparing the actual role of senior managers at the University in internal communication and employee engagement with the ideal state related to D'Aprix's (1996) manager's communication model, as well as the principles of a convergence model of communication, information richness of communication channels, a leadership communication framework and the impact of highest scoring manager activities and attributes, it was concluded that this communication role is still misunderstood by senior managers and not properly structured and executed. Consequently, internal communication is not adequately fulfilling its strategic potential as a means to establish positive relationships, diffuse information, motivate, and align employees' actions and behaviour to the set goals of the University. It is suggested that future studies measure and determine whether the engagement levels of employees at the North-West University have increased as a result of managers fulfilling their internal communication role effectively. Another study could also assess and measure the effectiveness of internal communication channels, with the view to develop an internal communication channel guide or toolkit for managers at the North-West University. The key drivers of employee engagement and related effect on the North-West University's performance could also be explored and measured in future research studies.
Thesis (M.A. (Communication Studies))--North-West University, Potchefstroom Campus, 2010.

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Fridlender, Jean-Marc. "Le pouvoir managérial dans les sociétés de contrôle. Socialisation de la psyché dans les organisations hypermodernes." Phd thesis, Université Paris-Diderot - Paris VII, 2008. http://tel.archives-ouvertes.fr/tel-00631614.

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Notre thèse tente d'appréhender la dimension psycho-sociale du pouvoir managerial et la dynamique sociétale qu'il crée, en conjuguant les conceptions foucaldiennes et sociocliniques du pouvoir. Plus précisément, nous étudions la structure de médiation globale déployée par les organisations de grande taille dites hypermodernes, dont l'action se situe à la confluence des registres gouvernemental, idéologique et psychologique. Notre recherche décrit un mode de socialisation caractéristique qui procède d'un étayage réciproque entre fonctionnement de la psyché et fonctionnement de l'organisation, induit par ses dispositifs de pouvoir manageriaux. Nous identifions une systémique hégémonique de normalisation comportementale basée sur le contrôle du processus de subjectivation. Ce faisant, nous esquissons une phénoménologie du régime de pouvoir managerial en tant que biopouvoir typique des sociétés de contrôle. Nous instruisons la condition psychique et subjective de l'individu-sujet contemporain, nous interrogeons sa portée politique au regard de la forme d'autonomie, la possibilité d'émancipation et la gouvernementalité engendrées. Notre problématisation, de manière non déterministe, considère le risque totalitaire d'un tel biopouvoir à la systémique globalisante. Notre approche socioclinique transdisciplinaire complémentariste articule une série de schèmes théoriques issus de corpus variés, pour ainsi élaborer différents niveaux d'analyse et une multi-problématisation de notre objet d'étude. Sur le plan empirique, notre travail s'est focalisé sur un décryptage de la puissance discriminante du dispositif de pouvoir managerial sous l'angle du contrôle du gouvernement de soi.

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Kreiling, Laura. "Intermediaries in innovation ecosystems. Delineating practices and context of European Knowledge Transfer Organisations University technology transfer organizations: Roles adopted in response to their regional innovation system stakeholders A practice-based maturity model for holistic TTO performance management: development and initial use A European clustering study with Knowledge Transfer Office DNA." Thesis, université Paris-Saclay, 2020. http://www.theses.fr/2020UPASS025.

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Cette thèse porte sur les organisations intermédiaires de transfert de connaissance et de technologies des universités vers l'industrie, au sein des écosystèmes d'innovation. Les pratiques de gestion et le contexte régional des organisations européennes de transfert de connaissances (OTC) sont étudiés afin d'enrichir la compréhension de leurs déterminants managériaux. Une approche systémique est adoptée qui aboutit à des études empiriques à de multiples niveaux.La première porte sur l'influence du contexte régional et analyse le rôle des acteurs dans les systèmes d’innovation régionaux. Sur la base d'entretiens dans des OTC régionales françaises et de la théorie des parties prenantes, un modèle théorique sur l’ambidextrie de création de valeur est développé, sept parties prenantes régionales identifiées, ainsi que six rôles organisationnels adoptés.La deuxième étude porte sur les pratiques de gestion interne et examine leur maturité par rapport à d'autres dimensions de la performance des OTC en mobilisant les capacités dynamiques et la théorie de la contingence. Il en résulte l'élaboration et l'utilisation d'un modèle de maturité holistique fondé sur les pratiques managériales des OTC. Les données d'enquête de 17 OTC européennes montrent que la maturité est la plus élevée dans le domaine des pratiques de “traduction et combinaison” et la plus faible pour “la gestion des connaissances”.La troisième étude utilise le groupe de référence et l'analyse de benchmarking pour développer une approche de regroupement de OTC européennes basée sur des indicateurs d‘activité. Un cadre est proposé sur la base duquel des clusters européens transnationaux sont créés. Il en ressort que les variables liées à la culture interne de transfert des connaissances sont principalement à l'origine de la création de groupes, suivies de la variable ”'écosystème externe” et de celle relative au budget.En conclusion, cette recherche contribue à l'émergence de nouveaux thèmes dans la littérature sur le transfert des connaissances entre l'université et l'industrie, en particulier sur l'existence et l'influence des intervenants régionaux, le rôle des capacités et des pratiques dans la performance des OTC et la capacité non seulement de créer des groupes transnationaux pour le benchmarking et le benchlearning, mais aussi la mise en évidence des variables qui déterminent la création de groupes. Cela a des répercussions managériales ainsi que sur les politiques publiques, mais également offre un terrain fertile pour la recherche future en management sur les liens entre les universités et l'industrie
This thesis research is on intermediary organisations for the transfer of knowledge and technology from academia to industry in innovation ecosystems. Managerial practices and regional context of European Knowledge Transfer Organisations (KTOs) are investigated to enrich the understanding of their managerial determinants. A systemic approach is adopted resulting in research on multiple analytical levels. Consequently, the empirical part of this thesis consists of three studies.The first is on the regional context and analyses the influence of actors in the regional innovation system. Based on interviews at French regional KTOs and stakeholder theory, a theoretical model on their value creation ambidexterity is created and seven regional stakeholders identified, as well as six organisational roles which are adopted in response.The second study is on the internal managerial practices and investigates their maturity in relation to other KTO performance dimensions using dynamic capabilities and contingency theory. It results in the development and initial use of a holistic practice-based maturity model for KTO performance management. Initial data from 17 European KTOs shows that maturity is highest in the area of ‘translation & combination’ practices and lowest for ‘knowledge management’.The third study uses reference group and benchmarking theory to develop a clustering approach for the comparison of similar European KTOs based on existing activity metrics. A framework is proposed based on which transnational European peer groups are created with a clustering approach. Variables related to the internal knowledge transfer culture primarily drove cluster creation, followed by the external ecosystem and KTO budget.In conclusion, the research findings shed light on emerging topics in the university-industry knowledge transfer literature, particularly on the existence and influence of regional stakeholders, the role of capabilities and practices in performance management and the ability to not only create transnational groups for benchmarking and bench-learning but also visibility on the variables that drive cluster creation. This has managerial and policy implications as well as provides fertile ground for future research on management at the intersection of academia and industry

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Gurd, Bruce. "Activity based costing in its organisational context /." Title page, table of contents and abstract only, 1999. http://web4.library.adelaide.edu.au/theses/09PH/09phg978.pdf.

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Effinger, Matthias R. "Managerial incentives under reputational concerns." Toulouse 1, 1999. http://www.theses.fr/1999TOU10030.

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Cette thèse traite de différentes formes de comportement sous-optimal des dirigeants ou des experts dans le cadre conceptuel de la théorie de l'information. Dans la première partie de la thèse, nous explorons les phénomènes de "panurgisme" et d’ "anti-panurgisme" dans le cas où les experts se préoccupent plus de maximiser leur réputation vis-à-vis du marché du travail que de maximiser le profit de l'entreprise. On montre que le phénomène d'anti-panurgisme existe dans un contexte de décisions séquentielles (chapitre 1), mais aussi dans un contexte de décisions simultanées (chapitre 2). Le même type de modèle est utilisé dans la seconde partie de la thèse, pour étudier les décisions d'investissement. Dans ce cas, on suppose que le résultat d'un projet est observable uniquement si la décision d'investir a été prise. On montre que les managers, s'ils sont en concurrence, font preuve soit d'un excessif conformisme (suivant les décisions des autres même s'ils ont des informations contraires), soit d'un excessif anticonformisme (si leur propre réputation dépend de la réputation des autres). On étudie l'équilibre qui résulte et ensuite les facteurs qui pourraient atténuer les distorsions dans les décisions d'investissement. Le quatrième chapitre traite des problèmes de communication stratégique à l'intérieur des entreprises et des moyens d'améliorer le processus interne de communication pour obtenir le plus d'information possible des managers
In this thesis, I analyse sub-optimal managerial behaviour. Managers rather care about the reputation with which they are perceived in the labour market than about the firm's profit. Reputation represents a manager's ability to produce profits in future. The market updates its belief on a manager's ability via Bayes rule. I show that, under many circumstances, reputation maximizing behaviour does not coincide with profit maximization. In some situations the manager's behaviour can be characterized by excessive conformism, in other settings excessive anti-conformism prevails. That is, either managers follow the actions of other managers, irrespective of their private information (herding), or they differentiate from the action taken by other managers (anti-herding). Managers tend to conform if their reputation increases with their perceived ability. They tend to differentiate if reputation depends on how good other managers are. Sometimes the manager's incentives can be directed in the right direction, if there is a possibility to control the manager's decision or if the number of firms in the market evaluating similar projects is sufficiently high. Finally, I show that the inefficiencies through strategic communication within an organization can be reduced by the right design of the internal communication

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Owens, Hayley. "Influencing accountability in organisations : a critical managerial competence." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52285.

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Business, society and academic literature have all shown an increase in the demand for greater accountability. Despite this, and although accountability is central to improved performance within the workplace, it remains an ever-expanding, complex and elusive phenomenon. Although the literature has identified four overriding factors that influence accountability namely self, peers, managers and systems, there is very little empirical research that supports this. The aim of this study is to identify which of these factors has the greatest influence when holding an individual to account for performance in an organisation. Establishing the main drivers of accountability will enable managers and leaders to make better use of accountability mechanisms in order to improve the performance of their employees, teams and organisations.
Mini Dissertation (MBA)--University of Pretoria, 2015.
zk2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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Chopin, David. "Grammaire du discours managérial à partir d’une analyse sémantique de la littérature de gestion (1910 - 2010)." Thesis, Paris, CNAM, 2017. http://www.theses.fr/2017CNAM1127/document.

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Le « discours managérial » est aujourd’hui omniprésent dans la vie des entreprises, celles des organisations et au cœur de la vie quotidienne des individus. L’objet de notre étude, au cours de cette thèse, est de décrire les conditions d’émergence de ce nouveau type de rationalité, ainsi que ses modalités de transformation. En effet, le « discours managérial » est issu des sciences de gestion, apparues au début du XXème siècle, qui ont emprunté des principes militaires, ainsi que des notions des sciences de l’ingénieur, de la biologie, et des sciences sociales ; ces « visibilités » (terme en référence aux travaux de l’historien Alfred D. Chandler) constituent donc un « discours managérial » permettant de se représenter de manière normative l’entreprise, ses techniques et ses actions humaines afférentes. Cette rationalité avait été analysée telle une « idéologie » par Reinhard Bendix, elle est au contraire un discours pluriel et ne cessant pas d’évoluer. En référence aux travaux de Luc Boltanski et Eve Chiapello, nous décrivons comment le corps de doctrine du « discours managérial » s’est transformé entre les années 1960, les années 1990 ; nous prolongeons cette même recherche avec un nouveau corpus de littérature managériale des années 2010. Notre analyse sémantique des 100 années de littérature spécialisée met en relief les déplacements de sens, au fil du temps, du « discours managérial », tout en resituant son unité à partir d’une « grammaire » que nous mettons en évidence. Ainsi, les formes d’entreprise se transforment : General Motors était le modèle des entreprises dans les années 1960, ensuite dans les années 1990 ce fut Toyota, puis Google de nos jours. De même, les concepts évoluent : l’analyse de la « planification » devient celle des « réseaux » puis des « collaborations » ; la « délégation » devient le « leadership » puis la « libération » ; les « programmes » sont des « projets » puis des « données ». Pour autant, notre thèse démontre comment le « discours managérial » reste lui structuré autour d’une même « grammaire ». Celle-ci est composée d’une « visibilité synoptique » (i.e. la représentation d’ensemble de l’entreprise), d’une « visibilité de la mesure » (i.e. le calcul de l’activité de travail), d’une « visibilité de la délégation » (i.e. la maîtrise de l’activité d’autrui), et d’une « visibilité de la commercialisation » (i.e. la définition de l’entreprise par l’extérieur). Le « discours managérial » tient sa force de capacité d’adaptation à l’aide de sa « grammaire » définie dans cette thèse
The "managerial discourse" is today omnipresent in the life of corporation, as well as within organizations and in everyday life of individuals. The aim of this PhD is to describe the conditions of emergence of a new kind of rationality, as well as its ways of transformation. Firstly, the "managerial discourse" stems from the management sciences, which irrupted at the beginning of the 20th century, composed by part of military principles, as well as notions of engineering, biology and social sciences. What we called "visibilities" (term coined by the work of the historian Alfred D. Chandler) enable a "managerial discourse" to streamline normatively the enterprise, its techniques and its human actions related. In that way, rationality had been analyzed as an "ideology" by Reinhard Bendix, but furtherly viewed as a plurality of discourses that are continuously evolving. Prolonging the work of Luc Boltanski and Eve Chiapello, we are describing how the body of doctrine concerning "managerial discourse" has been transformed from the 1960’ to the 1990’; we have extended this analysis with a new corpus of managerial literature of the 2010’. Our semantic analysis – over 100 years of specialized literature (from pionniers to actual vision) – highlights the displacements of meaning over time while restoring its unity with the support of a what we call "grammar of the managerial discourse". Basically, the company had General Motors for model in the 1960’, then in the 1990’ it was Toyota, and Google nowadays. Similarly, concepts are reshuffled : the focus on "planning" moved into "networks" and then "collaborations"; The "delegation" moved into "leadership" and then "liberation"; focus were on "programs", after on "projects" and now on "data". However, our PhD shows how "managerial discourse" remains structured around the notion of "grammar". This consists of a "synoptic visibility" (ie the overall representation of the company), a "visibility of the measure" (ie the calculation of the work activity), a "visibility of the delegation" (ie control of the activity of others), and a "visibility of the commercialization" (ie the definition of the company from outside). The "managerial discourse" is powered firstly by its adaptability to any change, with the help of its "grammar" defined in this thesis

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Goodhew, Geoffrey. "Cognition and management: Managerial cognition and organisational performance." Thesis, University of Canterbury. Business Administration, 1998. http://hdl.handle.net/10092/4363.

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This thesis is about management. A review of the management literature revealed two under-researched areas of management - thinking and performance. Additionally, cognition has received increasing attention in management and other social sciences. This thesis addresses these issues by asking,

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30

Arrowsmith, James. "Older worker employment : managerial attitudes and organisational practice." Thesis, Manchester Metropolitan University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309884.

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St, Leon Mark Valentine. "Intellectual capital: Managerial perceptions of organisational knowledge resources." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2000. https://ro.ecu.edu.au/theses/1384.

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This study addresses the question 'To what extent does organisational type and managerial role define managers' perception of Intellectual Capital?' Our understanding of the phenomenon of Intellectual Capital is an emerging one. The most recent attempts to describe and define Intellectual Capital identify a dynamic 'action' perspective as well as a static 'perception' perspective. Intellectual Capital broadly describes the resources of knowledge available to an organisation, whether embodied in human or non-human forms, and which are capable of being transformed into and codified as productive organisational assets. The emergence, development and application of concepts of Intellectual Capital herald the arrival of the Knowledge Era. The perception of Intellectual Capital as a major organisational resource and the active management of Knowledge Resources of which it is comprised may be strategically important to the continuous generation of organisational growth and comparative advantage. Organisational type as well as managerial function may be crucial to the recognition and management of Intellectual Capital. Two hypotheses were tested using a cross-sectional design. Specifically, the research was directed at five types of senior managers (general manager, finance, human resources, information technology and marketing) in three broad types of Australian organisations: business, government and non-profit organisations. A large sample of executives drawn from a range of organisations were surveyed on their reactions to a range of concepts that, the literature suggests, are associated with the management of Knowledge Resources. To address the 'perceptual' perspective on Intellectual Capital, it was first speculated that the type of organisation in which a manager is employed (business, government, government business enterprise or non-profit) and/or a managerial role (general manager, finance, human resource, information technology or marketing manager) and/or the interaction between organisational type and managerial role will significantly explain their perception of the financial value of the Knowledge Resources that could comprise the elements of Intellectual Capital. It was established that the effect of managerial role, but not organisational type, on managers' perception of the financial value of Intellectual Capital was significant. To address the 'action' perspective on Intellectual Capital, it was hypothesised that the type of organisation in which a manager is employed (business, government, government business enterprise or non-profit) and /or managerial role (general manager, finance, human resource, information technology or marketing) and/or the interaction between organisational type and managerial role will significantly explain their active management of the Knowledge Resources identified with the emerging concept of Intellectual Capital. It was found that organisational type, but not managerial role, significantly explains managers' tendency to actively manage Knowledge Resources. Since the commencement of research of this study, in 1996, discussion about Intellectual Capital and the closely associated issue of Knowledge Management has continued unabated. The most recent literature consulted (2000) suggests that these issues continue to mount in their importance and confirm the ascendancy of knowledge as a basic productive resource. However, in the absence of an established, cohesive body of theory and documented experience, widespread 'real world' experimentation will be required if these issues are to be satisfactorily addressed. If organisations are to more effectively identify, measure and manage their Intellectual Capital, the responsibilities for initiating and executing these tasks will fall upon the managers of organisations. This study has tentatively demonstrated that the perceptions that different types of Australian managers hold of Intellectual Capital lack uniformity and that different types of Australian organisations have yet to develop suitable policies and strategies that would facilitate its management. Unless these factors are addressed, the benefits Australian organisations could obtain from the Knowledge Era may be prejudiced or retarded.

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Safy, Fatema. "La relation entre souffrance et implication au travail dans le cadre de la théorie de la conservation des ressources : le cas d'une organisation médico-sociale." Thesis, Montpellier 3, 2011. http://www.theses.fr/2011MON30108/document.

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L'évolution de l'environnement du travail, de l'organisation du travail, et des modes de gestion des hommes, introduit de nouvelles pathologies de travail à côté des pathologies traditionnelles dites physiques : il s'agit de pathologies mentales. Ces dernières sont liées à des contraintes organisationnelles ou de marché comparativement aux pathologies traditionnelles rattachées aux conditions physiques et matérielles de la tâche. Dans ce contexte d'émergence de nouvelles formes de mal-être au travail, le concept de souffrance au travail, concept « fantôme » en sciences de gestion, apparaît pertinent car il interroge le fonctionnement organisationnel et le rôle de la gestion des ressources humaines. Cette recherche possède un double objectif : contribuer à une meilleure compréhension de la souffrance au travail par la production d'une définition claire de ce concept, et théoriser le lien entre souffrance et implication au travail en définissant de quelle manière ces construits s'influencent mutuellement. Notre recherche est animée par la question suivante : quelles relations existe-t-il entre souffrance et implication au travail ? Pour y répondre, nous nous appuyons sur la théorie de la conservation des ressources. Les résultats de la recherche montrent que la souffrance au travail naît d'une perte de ressources organisationnelles engendrant une érosion des ressources subjectives permettant à l'individu de se définir, et crée une forme d'implication au travail précise : le sur-engagement. Celui-ci trouve ses origines dans la souffrance au travail elle-même et est orienté par des expériences de travail négatives forçant des sentiments négatifs envers l'organisation
The evolution of the work environment, work organization, and practices of human ressource management, introduces new pathologies work alongside the traditional pathologies so-called physical pathologies : there are mental pathologies. These are related to organizational or market constraints compared to traditional pathologies related to physical and material task's conditions. In this context of new forms of ill-being at work, the concept of suffering at work, "ghost" concept in management science, appears relevant because it queries the organizational functioning and the role of human resource management. This research has two objectives: contribute to a better understanding of suffering at work in producing a clear definition of this concept, and theorize the link between suffering at work and work commitment in defining how these constructs influence each other. Our research is motivated by the question : what relationship is there between suffering at work and work commitment ? To answer, we rely on conservation of resources theory. The results of this research show that suffering at work arises from a loss of organizational ressources causing an erosion of subjective resources that allow the individual to define himself, and creates a specific form of work commitment : the over-involvement. It is rooted in the suffering at work itself and it is guided by negative experiences of work forcing of negative feelings toward the organization

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Kahn, Susan Rachel. "The role of anger in managerial effectiveness." Master's thesis, University of Cape Town, 1986. http://hdl.handle.net/11427/14397.

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Bibliography: leaves 194-227.
The aim of this study was to investigate the role of anger on managerial effectiveness. To this end, a sample of male managers in a South African financial organisation completed questionnaires on the experience of anger, the expression of anger, and Type A behaviour. Managerial effectiveness was assessed in terms of the behavioural dimensions of the organisation's assessment centre and performance appraisal, as well as a managerial achievement quotient. A factor analysis computed separately for the 11 assessment centre dimensions and the 11 performance appraisal criteria revealed three orthogonal factors in both analyses. Product moment correlation coefficients were calculated between all the variables, including the new factor scores. The performance appraisal factor labled "Emphasising Quality in Solution and Production" was significantly correlated with trait anger, and the performance appraisal factor labled "Maintaining Supportive Interpersonal Relationships" was significantly correlated with state anger , trait anger, anger expression , and Type A behaviour . The assessment centre factors labled "Making and Communication Decisions" and "Interpersonal Planning" correlated significantly with anger expression and trait anger, respectively. Finally, the managerial achievement quotient correlated positively and significantly with Type A behaviour. The conceptual and methodological issues confronted in the present research may provide new insight for future investigations regarding stress and organisational psychology.

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Rosenthal, Patrice. "Women's managerial career progression : an attributional analysis in three organisations." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320330.

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The aim of the research is to test whether an attribution approach from social/organisational psychology can illuminate the problem of women's unequal status in managemenL It has been suggested that within organisations, the process of causal attribution devalues women's performance in two ways. First, women managers compared to men may interpret their own performance less favourably, attributing its cause in ways likely to sustain lower self-confidence and expectations of success. Second, gender may affect superiors' perceptions of the reasons subordinates perform well or badly, tending to be more favourable when the subordinate is male. These perceptions would then negatively affect judgements about women's suitability for promotion. However, the support for the hypothesised gender differences and gender bias in performance attribution is based almost entirely on laboratory studies and student samples. There are numerous reasons to question its generalisability to real-world organisations. The purpose of the thesis is to move research on these issues into applied settings. The research sample was comprised of 180 managers in three diverse organisations: a local health authority, a civil engineering finn and a financial services company. Data was collected via semistructured interviews. A number of relevant hypotheses were tested, concerning 1) the existence of gender differences ancVor bias in attributions for successful and unsuccessful managerial performance and 2) whether the strength of any attributional gender effects differs across organisational settings. The results indicated support for the hypothesis that compared to men, women managers attribute their own successful performance less favourably. There were no gender differences in managers' explanations for their own unsuccessful performance. No support was found for the predicted gender bias in attribution for the performance of subordinates. Nor was there clear support for the hypothesis that the strength of attributional gender effects would be mediated by the sex-typing of organisations. The research findings and their implications for theory, research method and practice am discussed.

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Gunz, H. P. "The structure of managerial careers : Organisational and individual logics." Thesis, University of Manchester, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.371910.

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Antonczak, Laurent. "Creativity on the move : how can mobile technology enable collaborative and innovative practices ?" Thesis, Strasbourg, 2022. http://www.theses.fr/2022STRAB001.

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Cette thèse vise à mieux comprendre et définir certaines caractéristiques et conditions de la théorie et des pratiques de l'innovation en relation avec la technologie mobile. Cette dernière est considérée comme actrice potentielle et nouveau modèle pour transformer les idées en actions et pour gérer la créativité et le management organisationnel dans le domaine des industries créatives. Basée sur une approche qualitative, cette thèse met en évidence trois éléments saillants associés à la technologie mobile. Le premier est un enrichissement de la fluidité des processus d'innovation comblant un manque dans la littérature sur la technologie mobile, la gestion des organisations et des connaissances, et les pratiques collaboratives et innovatrices au sein des PME.Deuxièmement, cette thèse contribue à une nouvelle vision du concept de ba (Nonaka & Takeuchi, 1995) au delà des frontières organisationnelles, et la définition du ba mobile. Enfin, elle apporte aussi une perspective nouvelle sur les travaux de Cohendet et al. (2010) en ce qui concerne le "relâchement créatif" (‘creative slack’)et les notions associées de création et de capture de valeur pour les PME
This research aims to better understand and define some characteristics and conditions of innovation theoryand practice in relation to mobile technology. Mobile technology is seen as a potential actor and new model fortransforming ideas into action and for managing creativity and organisational management in the realm of theCreative Industries. Based on a qualitative approach, this research highlights three salient elements associatedwith mobile technology. The first is an enrichment of the fluidity of innovation processes filling a gap in theliterature on mobile technology, organisational and knowledge management, and collaborative and innovativepractices within SMEs. Secondly, this research contributes to a new vision of the concept of ba (Nonaka &Takeuchi, 1995) beyond organisational boundaries, and the definition of the ba mobile. Finally, it also providesa new perspective on the work of Cohendet et al. (2010) regarding 'creative slack' and associated notions of valuecreation and capture for SMEs

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Schoenfeld, Denise. "Organisational risk culture : differences between managerial expectations and employees' perception." Thesis, University of Gloucestershire, 2013. http://eprints.glos.ac.uk/2260/.

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Corporate real estate management has become the strategic management of the company’s real estate portfolio that also includes risk management, to protect the business against developments, which could jeopardise the continuity of the organisation. However, risk management tools just represent the infrastructural and technical precondition, but it also requires an appropriate risk culture by all employees for an effective and comprehensive risk management system. Due to diverse shortcomings identified during the literature review, the researcher intends to contribute to corporate real estate management and risk management likewise, by investigating risk culture, theoretically and practically, through an in-depth case study. The case study unit is a corporate real estate organisation of a diversified retail and wholesale company based in Germany. From an academic viewpoint, the researcher has developed a general framework consisting of different key components associated with risk culture from the literature. This represents the conceptual basis for the case study that followed, to identify managerial expectations, i.e. the target risk culture, of the case study unit’s executives, through qualitative interviews (n=11). Based on this, the researcher aims to find out any differences between these expectations and employee’s perception, i.e. the existing risk culture, through a web-based survey of all their full-time employees (n=455). The described approach also represents a proven way as a theoretical concept to investigate risk culture in organisations. In terms of practical contribution for the case study unit, the survey responses (nr=199) confirms the biggest backlog demand in clarity and transparency of risk management processes, including employees’ knowledge of the respective policy, and cross departmental exchange. Management role model, sense of responsibility and entrepreneurial thinking is confirmed by the respondents which represents a fundamental basis towards their target risk culture. However, specific differences in risk culture exist by gender, age, location, job tenure and hierarchy level that is analysed and discussed, to develop more specific measures to overcome the identified deficits.

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Shaikh, Fuad N. "Managerial leadership style in the private sector in Jordan." Thesis, University of Glasgow, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.336697.

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39

Lucke, Jennifer, and Jonas Stegmueller. "Managerial Challenges of Implementing Industry 4.0." Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48914.

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Background: Advances in new technologies like the Internet of Things, Big Data, and Cloud Computing are opening up new possibilities for manufacturing firms. The extent of these changes is expected to be far-reaching leading researchers to proclaim the fourth industrial revolution a priori. Within this development, Industry 4.0 presents the concept of how manufacturing firms want to meet these changes and benefit from newly created possibilities. However, while the technological aspects leading the introduction of Industry 4.0 have been subject to many studies, the managerial aspects on how to lead such an implementation have so far mostly been neglected. Purpose: The purpose of this paper is to investigate the managerial challenges that companies might face when implementing Industry 4.0 and to draw conclusions on how they could be met. Method: Our empirical study included a range of qualitative methods. After following a sampling strategy, semi-structured interviews were conducted with researchers, consultants, and plant managers located in Western countries. All collected data were transcribed, open coded and analysed using grounded analysis. Conclusions: While managing people to welcome and embrace new processes as well as leading projects in general has been described in the literature concerning change and project management to some extent, we broaden this knowledge by providing a new Industry 4.0 related perspective and describe possible adaptations to meet the special characteristics of the concept. Further, we elaborated on how the right mindset of top management can influence implementation efforts. On top of the managerial issues described, we added an organisational perspective to the knowledge in the field, making first attempts at describing how a structural framework supporting the implementation could look like. Finally, we investigate how current ways of working might be affected by the implementation of Industry 4.0 and how these might change.

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Cefai, Michael J. "The possibilities of ethical behaviour in organisations : a study of managerial selves." Thesis, University of Nottingham, 2012. http://eprints.nottingham.ac.uk/14117/.

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This thesis is a study of managerial selves and their possibilities for ethical behaviour within organisations. It explores the risks to managerial ethical behaviour and also the possibilities for doing ethics within organisations. The research investigates managers' ethical reflexivity in their managerial roles and the nature of the ethic they deploy in their daily managerial responsibilities. It also investigates the value they attach to their personal ethical dimension as individuals and the origins of their ethical values or principles. The research adopts an interdisciplinary approach, with a broad range of literature pertaining to issues of managerial ethical and moral behaviour. A review of the literature revealed two significant gaps, which are addressed by this research. First, the need for more empirical research, which specifically focuses on individual managers within organisations rather than on organisations themselves; and secondly, the need to research and to understand the individual's "self' and its ethical dimension - the "ethical self' - as arguably a determining factor for guiding and upholding an individual's ethical stance within organisations. The research is underpinned by a subjectivist ontology, an interpretative epistemology, and a qualitative methodology. This methodology is based on a notion of reciprocity, which implies a "give and take" negotiation between participants and researcher for the generation of rich data. The research is exploratory and inductive with data gathered from two separate sets of semi-structured interviews with executive managers from across a variety of organisations. All the data provide a deeper understanding into the ways managers construct their "ethical selves" and provide an insight into their ethical reflection at their place of work. The data identify as well some of the values and principles managers resort to when seeking to resolve the complexities of their managerial ethical dilemmas. This research has resulted in a range of contributions, which primarily highlights the ethical awareness and sensitivity of managers in executing their daily responsibilities. The thesis provides evidence that ethics is an important dimension of a manager's job and that ethics ultimately emanates from an individual's "self' to reach out in response to a call from an "other". The research also shows the constant danger that managerial ethical behaviour faces by an organization's functional rationality, while on the other hand it also illustrates the possibilities of managers to do ethics. This research contributes to knowledge by providing conceptual and empirical insights into the notion of ethics, as the reflexivity of the "ethical self', and finds expression in the "practical wisdom" of the "good" manager, as a principled yet pragmatic individual, ever mindful not to forfeit ethical responsibility.

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41

Muetudhana, Julia. "An exploratory study of managerial leadership in mechanistic, organic and virtual organisations." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52110.

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Thesis (MA) -- University of Stellenbosch, 2001.
ENGLISH ABSTRACT: Current time pressures, complexity, rapid change, global competition, and the merging of computer and communication technology are facilitating a trend toward the virtual workplace. As the growth in the virtual workplace accelerates, organisations face new challenges to cope with new organisational structures and managerial leadership roles. Of particular relevance to this study is that the new organisational forms necessitate new management structures, which might be different from mechanistic structures. It also implies that the prevalence of managerial leadership in different organisational structures might be different. Using the Multifactor Leadership Questionnaire (MLQ) of Bass & Avolio (1994) and Organisational Structure Questionnaire of Miller & Droge (1986), this research attempted to investigate the prevalence of leadership in mechanistic, organic and virtual structures. Hypotheses were tested to determine the relationship between leadership and structure; leadership and environment; and environment and structure. The data was collected through a field experiment. The study was aimed at middle, senior and top level management. Of the 165 questionnaires sent out, 80 middle level managers, 20 senior level managers and two top level managers completed questionnaires. The results reflect that both transformational and transactional leadership occur in organic organisations. The results also reflect that both transformational and transactional leadership occur in virtual organisations. The results of the survey also show that only some of the organic-mechanistic dimensions predicted the prevalence of leadership in these structures. A positive relationship was found between organic and virtual structures. Environment served as a poor predictor for the prevalence of transformational and transactional leadership in a dynamic or stable environment. The results also confirmed that virtual organisations do occur in dynamic environments. However, no relationship was found between environment uncertainty and either mechanistic or organic structure. Conclusions are drawn from the results obtained and recommendations are made for future research.
AFRIKAANSE OPSOMMING: 'N EKSPLORATIEWE STUDIE VAN BESTUURSLEIERSKAP BINNE MEGANISTIESE, ORGANIESE EN VIRTUELE ORGANISASIES. Huidige tydsdruk, kompleksiteit, snelle verandering, globale kompetisie en die samesmelting van rekenaar- en kommunikasietegnologie fasiliteer 'n tendens tot die onstaan van die virtuele werkplek. Met die versnelling van die groei van die virtuele werkplek kom organisasies voor nuwe uitdagings te staan om nuwe organisatoriese strukture en leierskaprolle te hanteer. Veral relevant met betrekking tot hie~die studie, is die feit dat nuwe organisatoriese vorms nuwe bestuurstrukture wat van meganistiese strukture sou kon verskil, noodsaaklik maak. Dit impliseer ook dat die voorkoms van bestuursleierskap binne verskillende organisatoriese strukture verskillend sou kon wees. Hierdie studie poog om die Multifaktor Leierskap-vraelys (Multifactor Leadership Questionnaire (MLQ)) van Bass en Avolio (1994) en die Organisatoriese Struktuur-vraelys (Organisational Structure Questionnaire) van Miller en Droge (1986) te gebruik om die voorkoms van leierskap binne meganistiese, organiese en virtuele strukture te ondersoek. Hipoteses is getoets om vas te stel wat die verband tussen leierskap, struktuur en omgewing is. Die inligting is deur middel van'n veldeksperiment ingesamel. Dit was gemik op bestuurders op middel-, senior en topbestuurdersvlak. Een honderd vyf-en-sestig vraelyste is uitgestuur en 80 middelvlakbestuurders, 20 senior bestuurders en twee topbestuurders het vrealyste voltooi. Die resultate toon dat beide transformasionale en transaksionele leierskap wei binne organiese organisasies voorkom. Die resultate reftekteer ook dat beide transformasionale en transaksionele leierskap binne virtuele organisasies voorkom. Daarbenewens toon die resultate van die opname dat slegs sommige van die organies-meganistiese dimensies die voorkoms van leierskap binne hierdie strukture voorspel het. 'n Positieve verband is tussen organiese en virtuele strukture gevind. Omgewing het as In swak voorspeller vir die voorkoms van transformasionele en transaksionele leierskap gedien. Die resultate het ook bevestig dat virtuele organisasies wei' binne dinamiese omgewings voorkom. Geen verband kon egter tussen omgewing-onsekerheid en meganistiese of organiese struktuur gevind word nie. Alfeidings is uit die verkree resultate gemaak en voorstelle ten opsigte van toekomstige navorsing word aan die hand gedoen.

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42

Yonnedi, Efa. "Impact of Privatisation on Organisational Change and Managerial Practices in Indonesia." Thesis, University of Manchester, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.509054.

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43

Yeo, Amy Chu-May. "Integrated cultures, perceived managerial competencies and organisational performance : a Malaysian context." Thesis, University of Derby, 2006. http://hdl.handle.net/10545/283397.

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Understanding `culture' has become an essential mantra of organisational activities. Managers today are facing this challenge of how to bring about changes in the way they manage, leading to sustainability and growth of organisations. The magnitude of effectiveness relies greatly on managers' skills and competencies. Hence, this study takes on a new dimension of integrating a more complex contingency linkage of cultures and competencies of managers with corporate performance, in a Malaysian context. Little is known about the synthesis of using these two components from evidence of previous research. This gap is filled in this research by embarking on two phases of empirical study. A mixed methodology was employed to triangulate the two approaches (qualitative and quantitative). This method allows researcher to be more confident of their results, provides new ways of capturing a problem to balance with conventional data-collection methods as well as counter-balances strengths and weaknesses of one approach with another. The first phase using a case study method aimed to get a feel for the key issues before embarking on a survey, which is the second phase of the study. It involved two cases based on public listed companies in Malaysia using in-depth interview with managers. The interview results revealed characteristics of strong cultures, variations in Hofstede's four dimensional cultures and perceived managerial competencies required for managers. The second phase based on positivist approach using survey instrument to collect data from a sample of 276 managers. The survey was carried out to elicit data on the perception of managers gathered from ten public listed companies (five locally controlled and five multinationals) in relation to cultures and the competency level of managers. Results of the second phase indicate that cultures, using Hofstede's (1980,1990) classifications at both national and organisational perspectives, correlate significantly with managerial competencies and organisational performance. However, findings also revealed that companies having strong cultures as indicated by high consistency drawn from the perception of managers appear to have a profound impact on managerial competencies and were predictive of organisational performance. It is also interesting to note that the factorised components of key-value and hardwork; emotional involvement and build (ie. ability to build frameworks/models/forms on the basis of information) orientations; participative decision and interpersonal respect as well as work goals have significant influence over performance. Evidence from the case studies implied that these elements reflect culture strength of organisation and therefore, contribute to positive organisational performance. The congruent effect on organisational performance was more apparent between organisational culture and managerial competencies than cross-cultural construct. By establishing an empirical linkage between cultures, managerial competencies and performance, the research provides fresh support for human capital requirements in the Malaysian's public and private enterprises.

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44

Buchana, Yasser. "The e ect of mobile BI on organisational managerial decision-making." Thesis, University of Western Cape, 2014. http://hdl.handle.net/11394/3340.

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Magister Commercii (Information Management) - MCom(IM)
Managerial decision-making has always involved the use of numerous distinct information resources. Modern managerial decision-making processes require a wealth of information that is enhanced and transformed into knowledge in order to take effective action. Mobility in business is increasingly exercising influence on core business processes of organisations. The shift to wireless technologies coupled with the rapid growth of mobile devices in business has led to a new era in business computing. Mobile Business Intelligence (Mobile BI) is a system that has been conceived to assist, accelerate and to enhance the managerial decision-making processes. This thesis focuses on the e ect of Mobile BI on managerial decision-making. This thesis was able to answer the research question and to meet the research objectives through an extensive study of literature on the two most important spheres of influence i.e Business Intelligence and Managerial decision-making. Moreover, the objectives were met through the implementation of practical empirical research. The latter was carried out through a survey research design using questionnaire method of data collection. This research produced an number of ndings. The results indicated that Mobile BI played an important influencing role in the way managers make decisions. This study found that Mobile BI improved the quality of decisions made by managers used it for decision support subsequently improving performance of the organisation. Overall, four factors were found to be the predictors of Mobile BI for managerial decision making in organisations: Perceived Ease of Use of Mobile BI, Attitudes towards Use of Mobile BI, Perceived Value of Mobile BI with Behavioural Intention to Use of Mobile BI emerging as the most important predictors of Managerial Organisational decision-making.

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45

Wortley, Mark Elliott. "Factors influencing the transfer of trained interpersonal managerial skills back into the workplace." Master's thesis, University of Cape Town, 1997. http://hdl.handle.net/11427/13902.

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Bibliography: leaves 115-127.
This study investigated variables which influence the transfer of training, in an organisational context. Transfer of training is defined as the application of knowledge and skills, learned in a training setting, to other non-training (i.e., work) contexts. It has been estimated that considerable amounts of money and effort are wasted due to trained skills not being transferred back to the workplace. This phenomenon is a well known issue in the field of organisational training and has generated research into the question of what variables in addition to the training itself influence the transfer of training. Three key categories of variables that are cited in the literature on transfer of training were used in the current study: (a) individual (i.e., the learner/trainee) characteristics, (b) training design, and (c) transfer situation (work environment) characteristics. These three categories were used as core elements in the conceptual design of the study.

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46

Diedhiou, Sitapha. "Processus de l'innovation organisationnelle et manageriale dans la dynamique de l'entreprise." Paris 9, 2003. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2003PA090037.

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47

Kangala, Hendrina. "Factors affecting the role of management accounting in manufacturing organisations in Namibia and in the Eastern Cape province of South Africa." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/8318.

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Manufacturing is one of the important sectors needed to improve the economies of Namibia and South Africa. However, the manufacturing sectors of both countries are not performing as planned. Management accounting is one of the requirements needed for a successful organisation. With the aim of reducing costs, improving decision making, profits and customer satisfaction, the main role of management accounting in manufacturing companies of Namibia and the Eastern Cape Province of South Africa is to control cost, forecast and budget, make decisions, report internally, improve profits and manage working capital. This study used an online survey to examine the factors that affect the effectiveness of management accounting in executing this role. The findings of the study revealed that management accounting is affected by the external environment, developments in technology and customer satisfaction. It also found that organisational structure, relationships with stakeholders and management accounting reporting were internal factors affecting management accounting. Specific skills like numerical and analytical skills were also identified as important to the role of management accounting. Based on contingency and role theories, this research aims to find those factors which can be controlled to improve the effectiveness of management accounting systems in manufacturing organisations, and as a result improve the success of those organisations on which these systems are contingent.

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Krausz, Pessy. "A study of the relationship between parentification and managerial behaviours in Israeli organisations." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.492064.

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This study of workplace stress in an Israeli managerial population examines, for the fIrst time, the hypothesis that parentifIcation remains an issue for parentifIed adults, and contributes to underlying stress in organisational life, particularly for managers. As a result, scales to measure this virgin territory to examine the links between parentifIcation and managerial stress were selected by extrapolating upon parentifIcation concepts present in relevant literature and observed in clinical practice. illtimately, this author created the Dialectical Model of ParentifIcation (DMP) to transpose parentifIcation dynamics to the workplace, and thus expanded upon approaches found in existing literature. ParentifIcation describes the impact upon children of being forced to assume responsibilities traditionally reserved for adults, without appropriate recognition of their efforts. This destructive role reversal leaves the children's own needs neglected and causes them to suffer short and long-term stress. However, having undertaken age inappropriate responsibilities these children also acquire valuable skills, leading to the hypothesis, explored in this study, that RarentifIcation may have some positive long-term benefIts. A cohort of 120 managers and a control group of 120 non-managers completed a questionnaire assessing parentifIcation dynamics in relation to workplace stress. Though the population examined was pri':llarily a healthy, non-pathological one, nevertheless, statistical analysis revealed that higher parentifIcation levels predicted increased stress for managers in comprehending and managing their role. This stress was also reflected in interpersonal relationships and in inappropriate expressions of anger. Notably, WOIllen suffered more stress than men. A post-quantitative data training programme (MADI), based on clinical and quantitative data and selected research scales was designed by this author to reduce management stress for those in the helping professions who are, in general, highly parentifIed. Further systematic research is necessary to assess its apparent success. This study indicates that awareness of effects of parentifIcation, and its influence on workplace stress, could enable organisations to support their employees more effectively, and in so doing, create a more productive environment.

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Eljaaidi, Nabil M. "Commitment and organisational citizenship behaviours in the Libyan banking sector : insights from managerial and non-managerial employees : an interpretivist exploration." Thesis, University of Hull, 2012. http://hydra.hull.ac.uk/resources/hull:6886.

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This study explores empirically insights into two organisational phenomena; commitment and Organisational Citizenship Behaviours (OCBs). This exploration includes identifying interpretations of them, perceptions of their antecedents, views of management attitudes towards them and awareness of connections between them and individual performance. This study argues that individual experience, perceptions and views construct various meanings of concepts. Thus, it explores how employees in the Libyan banking sector make sense of the meanings of both concepts. Accordingly, taking a subjective qualitative research approach, this study offers empirical insights of 20 managerial and 20 non-managerial employees in the workplace at the banking sector in Libya. Data was collected through semi-structured interviews, and thematic analysis was applied to construct networks of themes, sub-categories and categories. Commitment is interpreted as a performance-related concept, which represents both attitudinal and behavioural aspects. It refers to having positive emotions, feelings and values attached to the organisation as well as practising positive behaviours, such as adhering to work regulations, obeying orders, and being punctual. However, OCBs are interpreted as social collaborative, intangibly rewarded, two-edged and mutable behaviours. These behaviours could be seen as in-role or extra-role behaviours based on the perceptions, experiences and views of the individuals. This study contributes to theory and practice of both phenomena by highlighting characteristics of commitment and OCBs in the Libyan cultural context. Theoretically, it provides a different understanding from the mainstream conceptualisations of both phenomena, as similarities and differences were highlighted. It contributes to the theory by reaffirming the debate that commitment is an attitudinal-behavioural concept. Interestingly, this study gives evidence that commitment is directed towards performance, not just directed towards maintaining membership with the organisation. With regard to OCBs, this study supports the claim that such behaviours are social, collaborative interactional behaviours, which spontaneously occur among employees. It reaffirms the debate that OCBs are voluntary, discretionary and individual-related behaviours. Moreover, this study adds to the theory by highlighting that participants interpret OCBs as intangibly rewarded and two-edged behaviours, which could be directed towards the interest of organisation or towards the interest of individuals. However, these understandings of commitment and OCBs are deeply rooted in the social, cultural and organisational aspects of participants, which reaffirm the debate that different individuals, institutions and contexts interact differently and then produce and construct different meanings and different interpretations of phenomena. Further, this study provides details for researchers who are interested in refining measurements of commitment and OCBs in cross-cultural contexts by highlighting similarities and differences among different meanings of those phenomena. On the other hand, in practice, this study provides details for influencing the overall organisational performance of local, private and foreign investors in the banking sector in Libya. Accordingly, this study provides guidelines for increasing organisational performance through in-role and extra-role performance. It highlights different organisational antecedents, management attitudes and connections with individual performance, which could be used to increase both commitment and OCBs, as both are seen as performance-related phenomena. Thus, it provides guidance for better management of human resources of those banks, which supports the privatisation strategy introduced in 2005 by the Libyan government in order to increase productivity of the banking sector. This in general will help in improving the current situation in the banking sector, consistent with the recent political and social change in the country.

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Sollander, Kristina. "Organisational ambidexterity in practice : a study of managerial work in manufacturing SMEs." Licentiate thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Logistik och verksamhetsledning, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-47360.

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