Relevant bibliographies by topics / Adhocraties

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  1. Journal articles
  2. Dissertations / Theses
  3. Book chapters
  4. Conference papers

Academic literature on the topic 'Adhocraties'

Author: Grafiati
Published: 4 June 2021
Last updated: 13 February 2022

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Journal articles on the topic "Adhocraties"

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Akhunzhanova, Inna N., Aleksander P. Lunev, Yulia N. Tomashevskaya, Aleksander V. Koshkarov, and Sanan S. Gamidov. "Adchocratic approach to management in the higher education system: Case of the Astrakhan State University." Vestnik of Saint Petersburg University. Management 19, no. 2 (2020): 180–202. http://dx.doi.org/10.21638/11701/spbu08.2020.203.

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Currently, state institutions of higher education are under pressure from business, the population and the state, which leads to the creation of conditions for dynamic changes in the internal environment of universities. This contradiction between the internal and external environment of universities in the conditions of dynamically changing markets at the post-industrial stage has a negative impact on institutional efficiency, and in these conditions, with the acceleration of instability, a third managerial structure begins to appear that can satisfy the demand for innovations organizations to hybrid universities, which combine a professional, administrative bureaucracy and adhocracy, with no severe restrictions in its structure. In this regard, the authors adapted the features of adhocratic organizations to the conditions of higher education, considered the possibility of applying an adhocratic approach to building the structure and design of an organization on the example of the Astrakhan State University, and identified a number of factors that limit the spread of adhocracy in Russian universities. The main results of the study and the following conclusions were obtained: the organization of training should be carried out on the principles of teamwork for the implementation of complex innovative projects, for which it is necessary to create and develop an appropriate facilities and resources; socialization is one of the key practical models for preparing students in the context of project-based learning and an adhocratic approach; any adhocratic system is a self-learning system, the formation of which requires the creation of appropriate conditions for training and development of university staff; the transition from a professional university to an adhocratic one must be carried out gradually, combining both forms of bureaucracy and adhocracy.
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Konieczny, Piotr. "Adhocratic Governance in the Internet Age: A Case of Wikipedia." Journal of Information Technology & Politics 7, no. 4 (October 11, 2010): 263–83. http://dx.doi.org/10.1080/19331681.2010.489408.

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Toker, Kerem, Yasin Cakirel, and Dilaysu Cinar. "An investigation on a production company via the scope of Mintzberg’s adhocratic organization structure." International Journal of Research in Business and Social Science (2147- 4478) 2, no. 1 (January 3, 2013): 22–30. http://dx.doi.org/10.20525/ijrbs.v2i1.

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Today, the importance of innovation for enterprises, increase each passing day. As a result of globalization, enterprises are under intense competitive pressure. They have to make innovation for increasing to market share or for protecting to it at least. Non- innovative firms lose their customers and their existence is face to threat from other innovative actors in the market. Therefore firms have to design their organization structure that encourage to innovation. Mintzberg’s adhocratic organization structure was investigated in this article. Thus, its aim of this study leads to resemblance and diversity between theory and practice via of the theoretical knowledge. As a result of study; high degree of similarity between the application and Mintzberg’s theory, which is related to adhocratic organization structure, has been identified.
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Irwansyah, Irwansyah. "Adhocracy as a Model for Organizing Government Institution in Simplifying Indonesian Bureaucracy." Jurnal Borneo Administrator 17, no. 2 (August 31, 2021): 241–58. http://dx.doi.org/10.24258/jba.v17i2.832.

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The Presidential Regulation instigated this research to simplify the Bureaucracy with only two positions in government organisations. Accountability, position, work complexity, authority, coordination mechanism, organizing, and work system can induce several problems when this regulation is implemented. This research aims to critically explore the model for organizing government institutions in simplifying Bureaucracy. This research employed PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses). This research shows that the adhocratic organisation model as the antithesis of Bureaucracy by creating several task groups coordinated by the highest functionary position, reconfiguring the management of functionary position, and applicating business process are recommendations to anticipate problems emerging from simplifying Bureaucracy. But, not all government functions can be made adhocratic, and it is also crucial to understand that the management and leaders need to departmentalise in simplifying Bureaucracy meticulously.
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Fernández Ferreras, Francisco, ANA MORENO ROMERO, and GABRIELA TOPA CANTISANO. "ADHOCRACIA ORGANIZATIVA Y PRODUCTIVIDAD: PROPIEDADES PSICOMÉTRICAS DEL ORGANIZATIONAL ADHOCRATIC LEVEL FOOTPRINT (OALF)." DYNA MANAGEMENT 4, no. 1 (2016): [13 p.]. http://dx.doi.org/10.6036/mn7738.

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Gorbunova, Yulia N., Konstantin V. Trubitsyn, Natalia V. Solovova, and Olga Yu Kalmykova. "STUDY OF THE ORGANIZATIONAL CULTURE OF THE CUSTOMS AUTHORITIES OF THE REGION (BASED ON MATERIALS FROM THE SAMARA CUSTOMS)." Vestnik of Samara University. Economics and Management 11, no. 3 (November 4, 2020): 139–55. http://dx.doi.org/10.18287/2542-0461-2020-11-3-139-155.

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The organizational culture of customs authorities is understood by the authors as a set of norms, rules, customs and traditions that are supported by customs authorities and set a general framework for the behavior of officials. To determine the key characteristics and analyze the dynamics of the organizational culture of the customs authorities, the methodology of Robert E. Quinn and Kim S. Cameron Organizational Culture Assessment Instrument (OCAI) was used. This methodology is based on the framework construction of competing values corresponding to four types of culture: clan, adhocratic, market, bureaucratic. According to the results of the survey, currently the bureaucratic type of organizational culture prevails in the Samara customs, the values of the other types of cultures are approximately equal to each other. At the same time, there are significant differences between the prevailing and preferred type of organizational culture. In the preferred state, the adhocratic type of culture predominates, bureaucracy is in second place in importance, then the clan and the market type of culture. At the second stage of the study, using the method of analyzing hierarchies, an expert assessment of the formation of the preferred – adhocratic type of organizational culture of customs authorities was carried out. The factor analysis of the identified types of organizational cultures of the customs authority made it possible to determine which type of organizational culture contains the potential for increasing the effectiveness of personnel management. To solve this problem, a mathematical tool was used – the method of analyzing hierarchies. The data obtained as a result of the application of the OCAI methodology and the hierarchy analysis method in the study of organizational culture made it possible to solve the problems of defining the type and strength of the culture dominant in the customs authorities, to establish profiles for the existing and intended organizational culture and to determine the scenario for further changes in the organizational culture of the customs authorities. contributing to improving the efficiency of personnel management.
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Akhunzhanova, I. N., A. P. Lunev, Yu N. Tomashevskaya, A. V. Koshkarov, and S. S. Gamidov. "Adhocracy as a Modern Form of Organization of Russian Universities Activities." Management Science 9, no. 4 (January 30, 2020): 85–97. http://dx.doi.org/10.26794/2404-022x-2019-9-4-85-97.

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Currently, state institutions of higher education are under business pressure, public and public authorities, that leads to the creation of conditions for dynamic changes in the external and internal environment of universities. In this regard, this paper is devoted to the issues of the Russian universities transformation from a professional bureaucracy into an adhocratic structure, which allows you to flexibly respond to the challenges of the external environment, to solve new challenges facing universities. The methodological base of the study includes theories of organization management in relation to higher education. The authors consider in sufficient detail the theoretical aspects of the differences between professional and innovative organizations, their structure, design parameters, coordination mechanisms, and situational factors. As a result of the study, important conclusions were drawn regarding the mission of the modern university; features of the transition from a professional type of organization to an adhocratic one; the main distinguishing features of adhocracy from other management systems are formulated. The practical significance of the article lies in the fact that the higher education system has been proposed a new structure characteristic of the innovative form of organization. The results of the study may be of interest to government bodies that shape and implement national educational policies.
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Kupriyanov, I. V. "Administration of Scientific Systems in the Science and Technology Policy." Vestnik Povolzhskogo instituta upravleniya 20, no. 5 (2020): 93–99. http://dx.doi.org/10.22394/1682-2358-2020-5-93-99.

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The slowdown of the global pace of science and technology progress and the urgency of searching for new methods and forms of organizing state science and technology policy for all countries aspiring to technological, economic and political leadership are analyzed. On the basis of the concept of adhocratic organizations, as well as existing administration models of scientific systems, an attempt is made to determine the most optimal and probable vector of development of the state science and technology policy in the Russian Federation.
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Bellini, Carlo Gabriel Porto, Rita de Cássia de Faria Pereira, and João Luiz Becker. "Organizational structure and enterprise systems implementation." Information Technology & People 29, no. 3 (August 1, 2016): 527–55. http://dx.doi.org/10.1108/itp-04-2014-0076.

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Purpose – The purpose of this paper is to discuss the structural design of customer teams (CuTes) working with external teams to implement customized information systems (IS). Design consists of theoretically based measures and a first set of real-world, empirical values. Design/methodology/approach – A search in the organizational literature suggested that the adhocracy is the preferred structure for CuTes. Adhocracy-like measures were then developed and applied to a high-performance CuTe to reveal a first benchmark for a team’s adhocratic design. Findings – High-performance CuTes do not necessarily implement the adhocratic principles to the highest degree. Research limitations/implications – It is still open whether all the structural measures described here are necessary and sufficient to describe the adhocracy-like structural design of CuTes. Practical implications – The CuTe is highlighted as the key incumbent of cooperation with the technology supplier and consultants in terms of project authority and responsibility. A psychometric instrument and real-world values are proposed as a reference for the structural design of high-performance CuTes. Social implications – The performance of IS projects is a social concern, since IS products should be aimed at serving people better both inside and outside the organization. Professionals who work in CuTes to develop better IS should receive institutional recognition and management attention. Originality/value – This study seems to be the first to discuss the structure of CuTes in customized IS projects from a theoretical and applied perspective.
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Fernández Ferreras, Francisco, ANA MORENO ROMERO, and GABRIELA TOPA CANTISANO. "ORGANIZATIONAL ADHOCRATIC LEVEL FOOTPRINT (OALF) COMO HERRAMIENTA PARA LA MEDIDA DEL NIVEL DE ADHOCRACIA ORGANIZATIVA." DYNA INGENIERIA E INDUSTRIA 91, no. 1 (2016): 605. http://dx.doi.org/10.6036/8155.

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Dissertations / Theses on the topic "Adhocraties"

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Angers, Sébastien. "La structure organisationnelle du Bureau des changements climatiques du Québec." Master's thesis, Université Laval, 2006. http://hdl.handle.net/20.500.11794/18548.

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Beganovic, Kasim, and Diyar Faraj. "Kunskapsintensiva företag i praktiken : en fallstudie av två företag i konsultbranschen." Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-17628.

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Det finns en djupt rotad allmän uppfattning om att de nya kunskapsintensiva företagen är föredömliga vad det gäller struktur samt hur man styr och kontrollerar förhållanden inom organisationen. Åsikten tycks vara att medarbetaren inom kunskapsintensiva företag får en betydligt mer framträdande roll och stor beslutsmakt över sina egna arbetsvillkor.Studiens syfte är att undersöka hur två företag inom konsultbranschen är uppbyggda rent strukturellt och hur dessa organisationer styrs. Det ska utmynna i en jämförelse mellan verksamheterna. Studien är baserad på företagen Deloitte och PricewaterhouseCooper (PwC) som är två ledande företag i konsultbranschen.Den teoretiska referensramen presenterar bland annat litteratur inom organisationshierarki och organisationskultur där en rad författare resonerar kring sin syn på struktur och styrning. Alvesson i sin tur återger istället ingående beskrivningar på begreppet kunskapsintensiva företag. Studien har utförts utifrån ett kvalitativt angreppssätt där empirin har samlats in genom personliga intervjuer med kontorscheferna på de båda företagen.Den empiriska datan som samlades in har sedan analyserats i jakten på att finna likheter och skillnader mellan fallföretagen. Analysen genomfördes också för att få en klarare bild av vilka teorier som fortfarande är relevanta i ett samhälle och en bransch som präglas av ständig rörelse och utveckling.De slutsatser som vi har kommit fram till är att styrningen inom PwC och Deloitte sker med ungefär samma verktyg, men att det ändå finns en del intressanta olikheter som skiljer de båda företagen åt. Vad det gäller strukturen fann vi även där en del olikheter som dock var skarpare ”på pappret” än i praktiken.
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Nilsson, Peter, John Ericson, and Filip Giselsson. "Skolans arbete med extra anpassningar : Ett organisatoriskt perspektiv." Thesis, Linnéuniversitetet, Institutionen för pedagogik och lärande (PEL), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-98526.

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Sommaren 2014 infördes extra anpassningar i Skollagen (2010:800). Med det ålades skolan krav på tidiga stödinsatser då en elev riskerar att inte uppfylla kunskapskraven i ett eller flera skolämnen. När Skolinspektionen (2016) två år senare granskade skolornas arbete med extra anpassningar ansågs  majoriteten av de undersökta skolorna ha brister. Sandström, Klang och Lindqvist (2019) kopplar skolans oförmåga att ge alla elever det stöd de behöver till bristande samsyn mellan skolans professioner. Syftet med detta arbete var att bidra med kunskap om hur rektorer, specialpedagoger och lärare beskriver sitt arbete med extra anpassningar, tolkat ur ett organisatoriskt perspektiv. Mer specifikt utgjorde rollfördelning, kommunikation och uttalade framgångsfaktorer i arbetet med extra anpassningar fokus för studien. Data inhämtades genom kvalitativa intervjuer i såväl fria som kommunalt styrda grund- och gymnasieskolor. Data analyserades utifrån Thomas Skrtic´s (1991) organisationsteori. I analysen synliggjordes hur rektorerna och en majoritet av specialpedagogerna antog ett maskinbyråkratiskt förhållningssätt. Rektorerna och specialpedagogerna frånkopplade sig därmed från ansvaret för de extra anpassningarna utifrån en på förhand uppgjord fördelning av arbetsuppgifter. Ansvar för utformning och genomförande av stödinsatser förlades till de undervisande lärarna vilket i sin tur medförde att rektorer och specialpedagoger saknade insyn i arbetet med extra anpassningar. Resultatet visar vidare på att enskilda lärare upplever sig ensamma med uppgiften att förverkliga stödinsatsen oavsett vilka övriga förutsättningar som råder. Studien synliggör i sin helhet låg grad av samarbeten mellan skolans professioner då det gäller extra anpassningar. Mycket tyder på att den specialpedagogiska kompetens specialpedagoger besitter inte används när skolorna utformar extra anpassningar. Rektorers distansering till stödinsatsen och stödinsatsens underordnade roll vid resursstyrning riskerar utöver det att begränsa den enskilda lärarens möjligheter att genomföra stödinsatsen. Ytterst är det elever som drabbas genom felaktig, sen, eller utebliven stödinsats, vilket står i strid med skollagens krav på inkluderande och likvärdig utbildning.
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Pollet, Maxime. "Les logiques collaboratives : Epistémologie, représentations et rationalisation dans les domaines de l'organisation du travail et de la gestion de carrière." Thesis, Angers, 2016. http://www.theses.fr/2016ANGE0046/document.

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L’apparition et le développement depuis les années 2010 d’organisations professionnelles et extraprofessionnelles présentées comme collaboratives font évoluer notre perception du travail et les questions et problématiques qui lui sont spécifiques. Cette évolution vient notamment questionner la pertinence des modèles organisationnels actuels, ainsi que les modèles de gestion de son parcours professionnel. En effet, les pratiques collaboratives apparaitraient aujourd’hui comme un modèle stratégique de développement, puisque susceptible de répondre favorablement à la fois aux demandes de nature économique et aux demandes de nature sociale. L’objectif de ce travail est de mettre en évidence les conditions initiales et les facteurs de maintenance susceptibles de soutenir la mise en oeuvre de tels fonctionnements collaboratifs. Pour cela notre objet sera étudié dans une perspective à la fois organisationnelle – identifier les théories et modèles organisationnels permettant de penser et mettre en oeuvre ces fonctionnements ; épistémologique et politique – mettre en évidence les valeurs et croyances sur lesquelles ces modèles se construisent et puisent leur légitimité ; psychologique – examiner la façon dont sont vécues ces injonctions par les personnes concernées pour identifier les facteurs facilitants ou limitants. Au moyen de plusieurs recueils de données (1014 offres d’emploi, 100 images représentant le collaboratif et 10 entretiens approfondis auprès de travailleurs collaboratifs), nous avons pu dégager et éclaircir le paradoxe d’un modèle organisationnel apparaissant dans la seconde moitié du XXe siècle mais ne se développant que des dizaines d’années après en réponse à une certaine configuration socio-économique. Nos résultats confirment aujourd’hui une véritable actualité du collaboratif, notamment dans sa dispersion dans de nombreux domaines professionnels et extraprofessionnels et la diffusion de certains éléments d’un discours lui étant propre dans les sphères professionnelles. Ce développement passe notamment par l’apparition de profils organisationnels et individuels hybrides, ayant intégré tout ou partie des valeurs et principes propres à ces logiques réticulaires
The development of collaborative organizations since the 2010s questions the relevance of the current organizational models, as well as the models of career management. Collaborative practices appear today as a strategic development model, because they are more likely to both answer favorably to economic and social requests. The objective of this work is to highlight the initial conditions and the factors of maintenance able to support the implementation of such functioning. We employed a three levels analysis: organizational - to identify theories and organizational models allowing to think and to implement these functioning; epistemological and political - to highlight values and beliefs on which these models build themselves and draw their legitimacy; psychological - to examine the way these orders are lived by the concerned people. By means of several datacollections (1014 job offers, 100 images representing the collaborative and 10 extensive interviews with collaborative workers) and qualitative and quantitative analysis, results collaborative topicality, in particular in its late appearance in answer to a specific economic and social environment and the broadcasting of idiosyncratic elements of speech in the professional sphere. This development can be seen in particular in the appearance of hybrid organizational and individual profiles, having integrated all or part of the values and peculiar principles to these reticular logics
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Courie, May Emma. "Une configuration adhocratique pour et par un continuum médiationnel : le cas de l'association de la comunication éducative Sino-Française (A.C.E.S.F)." Thesis, Université Paris-Saclay (ComUE), 2019. http://www.theses.fr/2019SACLV044.

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La médiation nous permet de repenser le monde complexe et hétérogène. Mais dans la littérature, il existe plusieurs perspectives de la médiation où l'on perçoit le manque de continuité entre les différentes pratiques de médiation tel que noté par un grand nombre d'auteurs (Lalonde 2001, Chini 2001, Battistoni 2012). D'où notre question de recherche sur la manière de catalyser une approche de « continuum médiationnel »La première partie de la thèse développe une revue de la littérature sur la médiation, commençant par la théorie de l'action communicationnelle d’Habermas, jusqu'à ses interprétations actuelles, qui nous ont conduits à identifier la grille analytique : Objectif, relation, processus et durée qu’on a utilisée pour inventorier les pratiques de médiation appliquées de nos jours et on a avancé nos trois questions de recherche : Structure adhocratique de Mintzberg (1) combinée avec le facteur de confiance (2) et le facteur homme-orchestre (3) comme configuration permettant le continuum médiationnel souhaité.La deuxième partie présente une méthodologie basée sur une enquête exploratoire hybride menée selon une approche abductive où nous recueillons des données à travers une enquête qualitative, des entretiens semi-directifs et des observations participatives afin d'exploiter l'Association éducative sino-française (A.C.E.S.F) comme plate-forme pour répondre aux questions de recherche.La troisième partie présente les enseignements tirés de l'étude de cas, leurs interprétations et que nous avons conclu par les contributions méthodologiques : inventaire structuré des pratiques de médiation (1) attributs du médiateurs dans un cadre interculturel (2) adéquation entre la forme de confiance et la spécificité culturelle de l'interlocuteur dans un contexte interculturel (3) et apport managérial de ce travail qui consiste en une chaîne adhocratique comme organigramme
Mediation allows us to rethink the heterogeneous world. But in the literature, there are several perspectives of mediation where we perceive the lack of continuity between the different mediation practices as noted by a large number of authors (Lalonde 2001, Chini 2001, Battistoni 2012). Hence our research question on how to catalyze a “mediation continuum” approach.The first part of the thesis develops a review of the literature on Mediation: Habermas's theory of communicational action, to its current interpretations, that led us to identify the analytical grid: Objective, Relationship, Process and Duration that we used to inventory mediation practices applied today then we putted forward our three research questions: Mintzberg adhocratic structure (1) combined with the trust factor (2) and orchestra-man factor (3) as the configuration allowing the desired “mediation continuum”.The second part lays out a methodology based on a hybrid exploratory survey conducted using an abductive approach where we collect data through a qualitative survey, semi-directive interviews and participative observations in order to exploit the organization Association educative Sino-Française (A.C.E.S.F) as a platform to answer the research questions.The third part puts forward the lessons learned from the case study, their interpretations and that we have concluded with the methodological and managerial contributions: structured mediation inventory (1) attributes to mediators in an intercultural framework (2) form of trust and the cultural specificity of the interlocutor in an intercultural context (3) and managerial input of this work that consists in a form of adhocratic chain as an organigram
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Vierling-Kovar, Emmanuelle. "Le contrat de société en participation." Phd thesis, Université de Strasbourg, 2013. http://tel.archives-ouvertes.fr/tel-00997288.

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La société en participation ne s'analyse pas comme une société classique. Elle ne se dissout pas, elle est résolue ou résiliée, comme tout contrat de partenariat. Sa force, sa réalité, demeure dans le contrat librement choisi par les participants, tant dans son élaboration que dans l'organisation même de la société, situation intermédiaire entre un contrat classique et les sociétés institution. C'est l'application du principe d'autonomie de la volonté. Dans ce cas de figure, l'affectio societatis se rapproche le plus de la notion de jus fraternitatis, du moins lors de l'élaboration des statuts, ce que certains auteurs nomment l'affectio contractus. Finalement, en raison de son caractère éminemment contractuel, à la place de société en participation, ne faudrait-il pas plutôt l'appeler contrat de société en participation ? Il s'agit dès lors de lui reconnaître son caractère de contrat à part entière, un contrat nommé du Code civil. La jurisprudence semble aller dans ce sens.
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Hagert, Charlotta, and Madeleine Jonsson. "Fisk, fågel eller mittemellan? : En studie av tre multiprojektmiljöer." Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1063.

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Bakgrund: En stor del av alla projekt inom svensk industri genomförs i en så kallad multiprojektmiljö, d.v.s. i en miljö där flera projekt pågår samtidigt. Trots detta är forskningen inom projektledning i huvudsak inriktad på det enskilda projektet. Projekt är i hög grad beroende av den omgivning den verkar inom, men organiseringen av multiprojektmiljön är endast delvis utredd. Vidare är projektledningsläran starkt fokuserad på standardisering av projektarbetet för att uppnå ökad kontroll och precision. Hur hänger det ihop med de huvudsakliga fördelarna med den projektorienterade organisationen, nämligen flexibilitet och kreativitet?

Syfte: Att beskriva och erhålla förståelse för multiprojektmiljöer med avseende på organisation och styrning.

Genomförande: Studien är baserad på fallstudier av utvecklingsenheter inom tre industriföretag. Två intervjuer på respektive företag och ett möte på varje företag vid studiens början ligger till grund för densamma.

Resultat: Multiprojektmiljön kan till stora delar beskrivas med hjälp av Mintzbergs adhocratibegrepp. Den yttre miljön kännetecknas av att vara dynamisk och komplex, vilket ger en decentraliserad och organisk organisationsstruktur. Stora projekt förekommer oberoende av vilken typ av adhocrati och dessa tenderar att vara mer strukturerade än små. Ömsesidig anpassning är den mest tillämpade koordineringsmekanismen inom multiprojektmiljön. Tyngdpunkten inom matrisorganisationen har stor inverkan på multiprojektmiljön, en tyngdpunkt som ligger mittemellan projekt- och linjeorganisationen utan att vara i balans riskerar att ge en mindre tydlig organisation. Multiprojektmiljön styrs såväl informellt som formellt, formell styrning i alltför hög grad är riskfyllt. Gemensam strategiutveckling och tydlig målsättning är viktigt för multiprojektmiljön.

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Angers, Sébastien. "La structure organisationnelle du Bureau des changements climatiques du Québec /." 2006. http://www.theses.ulaval.ca/2006/24058/24058.pdf.

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Couët, Christine. "Le leadership en tant que relation leader-employé dans une adhocratie." Thèse, 2008. http://hdl.handle.net/1866/7153.

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Cameron, Jill. "A collective case study: How regular teachers provide inclusive education for severely and profoundly deaf students in regular schools in rural New South Wales." 2005. http://hdl.handle.net/1959.13/24990.

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This thesis reports a collective case study of the school educational experiences of five severely and profoundly deaf students who were enrolled in regular schools in rural areas of New South Wales. The students ranged in age from 6 to 18 years. Three issues were examined: (1) The impact of the philosophy of inclusive education and the question of why students with high degrees of deafness and high support needs were enrolled in regular schools in rural areas; (2) The specific linguistic an educational support needs of deaf students; and (3) The ability of the regular schools and teachers to cater for the educational needs of the deaf students in those settings. The case studies revealed that to considerably varying extents in different situations, the students were afforded inclusive educational opportunities. The extent of inclusiveness of students’ educational experiences was shown to vary according to a number of variables. The variables identified included: the type and quality of communication with the deaf student, teaching style, accessibility of content, particular lesson type, and the type and extent of curriculum adaptations employed. As a result of the analysis of the data from the five cases, a number of generalistions were possible. These generalisations were that (a) students with the ability to access spoken communication auditorily were more easily included than students using manual communication; (b) reduction of linguistic and academic input occurred as a response to student inability to access class programs because of reduced linguistic capabilities, resulting in the deaf students receiving different and reduced information to the hearing students; (c) communication between a deaf student and his or her class teacher needed to be direct for the most successful inclusion to occur; (d) teaching style needed to be interactive or experiential for successful language learning and literacy development to occur; (e) curriculum adaptations needed to involve provision of visual support for lesson material to be highly effective; (f) lessons/subjects easily supported by visual means, such as mathematics or practical subjects, when taught hierarchically, going from the known to unknown in achievable steps, meant teaching style could be either transmission or interactive, for lesson activities to be considered inclusive; (g) students with poor literacy skills were unable to successfully access an intact (i.e., unaltered and complete) high school curriculum; (h) the teaching style of the class teacher impacted on the support model possible for the itinerant teacher; (i) an interactive class teaching style allowed for cooperative teaching between class teacher and itinerant teacher who could then assist the class teacher with both the linguistic and academic needs of the deaf student; (j) a transmission style of teaching resulted in various levels of withdrawal for the deaf student unless the subject matter could be represented visually; (k) when curriculum content or expected outcomes were reduced, the deaf students did not have the same access to information as their hearing counterparts and consequently could not develop concepts or understandings in the same manner; and (l) language and literacy development were most facilitated when interactive teaching opportunities were established proactively for the deaf students rather than through the reduction of content as a response to their failure to successfully engage with the complete curriculum. The conclusions suggest an alternative support proposal for deaf students in rural environments. The model of support proposed involves the targeting of specific preschools and primary schools with the provision of teachers identified to teach collaboratively and interactively. Under the proposed model several students with impaired hearing would be located within the one school with the itinerant teacher position becoming a full-time appointment in that school. Such a model would enable coenrolment, co-teaching, co-programming, creative grouping, and the provision of demonstration opportunities and support for other teachers within the school and district that had deaf students enrolled. Finally, interactive teaching, based on a clearly defined theoretical model of language acquisition, development, and learning, is recommended for students with impaired hearing in such environments. It is argued that the support of linguistic development and academic learning could be facilitated concurrently, thus ensuring that by the time students had reached high school they would possess sufficient literacy skills to access a regular high school program successfully.
PhD Doctorate
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Book chapters on the topic "Adhocraties"

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Matei, Sorin Adam, Elisa Bertino, Michael Zhu, Chuanhai Liu, Luo Si, and Brian Britt. "A Research Agenda for the Study of Entropic Social Structural Evolution, Functional Roles, Adhocratic Leadership Styles, and Credibility in Online Organizations and Knowledge Markets." In Roles, Trust, and Reputation in Social Media Knowledge Markets, 3–33. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-05467-4_1.

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Toker, Kerem, and Dilaysu Cinar. "Mintzberg’s Adhocratic Organization Structure." In Advances in Electronic Government, Digital Divide, and Regional Development, 319–33. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4639-1.ch025.

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The importance of innovation for enterprises increases each passing day. As a result of globalization, enterprises are under intense competitive pressure. They have to make innovation for increasing \ market share or for protecting it. Non-innovative firms lose their customers and their existence faces a threat from other innovative actors in the market. Therefore, firms have to design their organization structure that encourage innovation. Mintzberg’s innovative organization structure is investigated in this chapter. Mintzberg's five-part organizational structure is described briefly in this chapter, and a case study, which is related to innovative (adhocratic) organization structure, is performed. Thus, its aim is to identify the diversity between theory and practice via of the theoretical knowledge. As a result of the study, a high degree of similarity between the application and Mintzberg’s theory, which is related to innovative organization structure, is identified.
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Conference papers on the topic "Adhocraties"

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Leonova, I. S., L. N. Zakharova, and A. I. Makhalin. "Organizational culture and socio-psychological age of female personnel of medical institutions." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.496.505.

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The results of an empirical study of the socio-psychological age of female doctors of clinics that have successfully entered into the innovative format of development and clinics experiencing many years of difficulty in introducing innovations are presented. It is shown that the organizational culture of innovative clinics is characterized by a pronounced adhocratic component, and a clan-hierarchical model dominates in problematic clinics, therefore, the introduction of innovations is carried out by inconsistent administrative methods typical of this model. As a result, the personnel experiences a high level of stress, which makes them feel unwell, tired, it rejects innovations and strives to maximize the clan component of the organizational culture as a means of protection against the stress of innovative changes. The results are an «older» socio-psychological age and a low level of labour involvement, which, in general, shows the correspondence of the characteristics of the female personnel of problematic clinics to gender stereotypes. In innovative clinics, female personnel feel more alert, healthy and younger, shares, regardless of the chronological age, innovative values traditionally associated with younger ages, is personally involved in the work process and does not fall under the characteristics of gender stereotypes. It is shown that the socio-psychological age of female personnel and the value of readiness for innovation depend on the type of organizational culture. In the future, female doctors are oriented towards an innovative way of market development of their clinics, but not in the managerial paradigm that is currently being implemented by management. Successful management of the socio-psychological age and the introduction of innovation involve the abandonment of administrative methods, the prevention of the stress of organizational change and the establishment of innovative values as the basis of a new organizational culture.
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