Dissertations / Theses: 'Administrative hierarchy'

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Silva, Liane Specke da. "Carreiras docente e técnico administrativa em educação: o olhar desses sujeitos coletivos e a análise de suas relações hierárquicas e de trabalho em uma Universidade Federal." Universidade do Vale do Rio dos Sinos, 2018. http://www.repositorio.jesuita.org.br/handle/UNISINOS/7497.

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A proposta dessa pesquisa é apresentar as características das carreiras de docente e de técnico administrativo em educação das Instituições Federais de Ensino Superior no Brasil, investigar se existem relações hierárquicas entre essas distintas carreiras, baseada no que dispõe a legislação, e, ainda, analisar as relações de trabalho entre esses servidores, no âmbito das IFES e, em especial, na Universidade Federal do Rio Grande do Sul (UFRGS), a partir do método do Discurso do Sujeito Coletivo (DSC).Esta pesquisa pode ser classificada como histórico-documental, visto que buscou apurar e ordenar os documentos históricos e a legislação que abrange as carreiras docente e técnico-administrativo em educação, no âmbito das universidades federais brasileiras, analisando a natureza das relações de hierarquia existentes entre ambas. Ainda, como complemento à pesquisa documental, foi realizada uma pesquisa qualitativa semiestruturada, objetivando entender quais as convergências e divergências entre o que preceitua a legislação acerca da linha hierárquica entre as carreiras e como se procede no dia a dia na prática. Foram utilizados dois critérios de análise dos dados: no que concerne à legislação a análise foi histórico-documental; com relação aos dados coletados da pesquisa foi utilizada a metodologia de análise do Discurso do Sujeito Coletivo (DSC). Como resultado da pesquisa e dos DSCs elaborados, foram construídas algumas propostas direcionadas às IFES e seus servidores, dentre elas a de maior valorização de seus recursos humanos, em especial dos TAEs, a necessidade de profissionalização e capacitação dos gestores acadêmicos, a possibilidade de técnicos-administrativos assumirem cargos de gestão nas IFES e a melhoria no ambiente organizacional, através da eliminação da partidarização, da transformação de sua estrutura interna e do desenvolvimento de um novo contexto de relações de trabalho, eliminando o corporativismo, o conservadorismo e o individualismo.
The purpose of this research is to present the characteristics of the careers of teachers and administrative technicians in education of the Federal Institutions of Higher Education in Brazil, investigate if there are hierarchical relationships between these different careers, based on what the legislation provides, and also analyze the scope of the IFES, especially for the Federal University of Rio Grande do Sul (UFRGS), using the Collective Subject Discourse (DSC) method. This research can be classified as historical-documentary, since it sought to ascertain and order the historical documents and the legislation that covers the teaching and technical-administrative careers in education, in the scope of the Brazilian federal universities, analyzing the nature of the hierarchical relationships existing between both. In addition, as a complement to documentary research, a semi– structured qualitative research was carried out to understand the convergences and divergences between what precepts the legislation about the hierarchical line between careers and how it is carried out day by day in practice. Two data analysis criteria were used: as far as the legislation was concerned, the analysis was historical-documentary; in relation to the data collected from the research, the Discourse of the Collective Subject (DSC) methodology was used. As a result of the research and the elaborated DSCs, some proposals were made directed to the IFES and its employees, among them the one of greater valorization of its human resources, in particular theTAEs, the necessity of professionalization and qualification of the academic managers, the possibility of technicians to assume managerial positions in the IFES and improve the organization at the environment by elimination of partisanization, transforming the internal structure and developing a new context of labor relations, eliminating corporatism, conservatism and individualism.

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Xefteri, Stamatina. "Les directives européennes, instrument juridique des autorités administratives nationales." Thesis, Paris 2, 2019. http://www.theses.fr/2019PA020022.

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Les directives européennes ont toujours été considérées comme un instrument juridique à la disposition des particuliers face à un État membre défaillant. L’invocabilité et l’application des directives sont analysées sous l’unique prisme des droits des justiciables. Contrairement à cette perspective, la présente étude vise à démontrer que la directive devient un moyen juridique d’intervention dans l’ordre juridique interne, dans la mesure où les autorités nationales l’invoquent et l’appliquent dans leurs rapports avec les administrés et les autres autorités nationales ou européennes. L’apparition du droit dérivé a bouleversé la hiérarchie des normes, ainsi que les obligations pesant sur les autorités administratives. Grâce à la primauté du droit de l’Union européenne et à l’impératif d’efficacité dans tous les États membres, la directive est devenue un paramètre de légalité des normes nationales: elle revendique sa place parmi les paramètres traditionnels de légalité, mais parfois elle se trouve en conflit avec eux ou elle se substitue à toute règle nationale contraire. Toutefois, la directive est, entre les mains de l’administration, non seulement une source de droit supranationale à appliquer de manière passive, mais également une norme utilisée pour servir ses propres causes, ainsi que les buts poursuivis par l’Union européenne. En effet, l’évolution de la jurisprudence européenne et administrative a abouti non seulement à un renforcement des obligations de l’administration, mais aussi à l’amplification des formes d’invocabilité au profit de l’administration et à la reconnaissance d’une autonomie du pouvoir réglementaire à l’égard du pouvoir législatif dans le respect des directives. Ces éléments révèlent le rôle particulièrement dynamique de toutes les autorités administratives agissant dans le champ d’application des directives, dans leur transposition, et exécution dans les ordres juridiques nationaux
European Union directives have always been considered as a legal instrument relied upon by individuals vis-à-vis a defaulting Member State. The right to rely on directives as well as their application are examined under the sole lens of the rights of the litigants. Contrary to this perspective, the present study aims to demonstrate that directives become a legal means of intervention in the domestic legal order, insofar as national authorities rely on and apply them in their relations with citizens and other national or European authorities. The emergence of secondary legislation has disrupted the hierarchy of norms, as well as reshaped the obligations imposed on the administrative authorities. On the basis of the primacy of European Union law and the imperative of efficiency in all Member States, the legality of national rules requires compliance with directives. Thus, directives claim their place among the conventional parameters of legality, but they also come in conflict with the latter at times or even replace any national rule to the contrary effect. However, the directive as an instrument is not only a source of supranational law in the hands of the administration to be applied passively, but also a European standard used to serve its own purposes, as well as the objectives pursued by the European Union. In fact, the evolution of European and administrative case-law has not only led to a strengthening of the obligations of the administration, but has also amplified the forms of relying on a directive to the benefit of the administration and recognized the autonomy of the administrative authorities over the legislature as far as the implementation of directives is concerned. These elements reveal the particularly dynamic role of all the administrative authorities acting within the scope of the directives, in their transposition and implementation in the national legal orders

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Zhang, Tenghao. "Understanding new venture entry and continuance among Chinese entrepreneurs." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2022. https://ro.ecu.edu.au/theses/2506.

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This doctoral thesis explores the factors that influence the decisions and intentions behind two key stages in the entrepreneurial process, namely, new venture entry and continuance, among entrepreneurs of Chinese origin and Chinese nationality. Using the push and pull framework and incorporating different theoretical perspectives, the thesis comprises three independent studies that investigate socio-economic, institutional, cultural and political determinants contributing to entrepreneurs’ entrepreneurial entry and continuance processes. The three studies explore Chinese entrepreneurs in different challenging situations to contribute to understanding the push and pull forces affecting entrepreneurial decisions and intentions. Building on the middleman minority theory, Study 1 focuses on both venture entry and entrepreneurial continuance stages by exploring Chinese immigrant entrepreneurs in the Asia-Pacific region. Study 2 draws on the underdog entrepreneurship model and examines new venture entry decisions made by internal migrant entrepreneurs in China. Study 3 applies the theory of planned behaviour (TPB) to investigate entrepreneurial continuance intentions among Chinese entrepreneurs in small and medium-sized enterprises (SMEs) during the COVID-19 pandemic. This thesis makes use of both primary and secondary data, as well as archival data, and employs a combination of qualitative and quantitative analytical approaches to show how socio-economic, institutional, cultural and political factors influence entrepreneurial decisions and intentions. The study finds evidence that push and pull factors significantly influence entrepreneurs’ venture creation and continuance decisions or intentions, but the effects vary between different entrepreneurial contexts. This thesis enhances understanding of push and pull dynamics influencing entrepreneurial activities. It also extends knowledge of the relevant theories (i.e., middleman minorities, underdog entrepreneurship, and TPB) as developed and tested in the three studies. The results will help policymakers in the immigration, entrepreneurship and innovation sectors to develop better systems to support international and internal migrant entrepreneurs as well as SME entrepreneurs and their ventures.

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Xiao, Jun. "The hierarchy of public governance : resource allocation vs bureaucratic inefficiency /." View abstract or full-text, 2007. http://library.ust.hk/cgi/db/thesis.pl?ECON%202007%20XIAO.

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Baubonne, Mickaël. "La rationalisation de l'organisation territoriale de la République." Thesis, Bordeaux, 2015. http://www.theses.fr/2015BORD0043/document.

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L’abondance des propositions de redécoupage de la carte des collectivités territoriales témoigne du décalage persistant entre leur taille et leur rôle. Leur territoire ne permet plus à certaines collectivités d’exercer efficacement leurs compétences. La première solution consisterait à redécouper le territoire des collectivités territoriales ; la seconde consisterait à modifier le rôle de chaque niveau de collectivités territoriales. Dans les deux cas, c’est l’organisation territoriale de la République qu’il faudrait réformer. Il appartient alors au juriste de déterminer si le législateur est compétent, à droit constitutionnel constant, pour mener seul ces réformes. Le droit constitutionnel, s’il ne prévoit pas toujours la compétence de l’État pour réformer l’organisation territoriale de la République, ne s’oppose pas à ce que l’État engage seul de telles réformes. Pourtant le législateur s’est montré soucieux des intérêts des collectivités territoriales existantes en évitant d’en supprimer des unités et en ne mettant pas en place une hiérarchie normative entre elles. En conséquence, les réformes menées par l’État n’ont pas permis de résorber le décalage entre la taille des collectivités et leur rôle. Cet échec ne saurait témoigner de contraintes constitutionnelles contrairement à ce qui est parfois soutenu dans le discours politique. Il révèle en revanche le poids des contraintes politiques qui s’exercent sur le législateur, notamment par le biais du cumul des mandats. La fin de cette originalité française viendra peut-être confirmer cette affirmation
The abundance of proposals aiming to redraw the map of the local authorities reflects the remaining gap between their size and their role. Some authorities cannot effectively exercise their powers anymore. The first solution would be to redraw the boundaries of the local authorities; the second one would be to change the role of each level of local authorities. In both case, it is the territorial organisation of the Republic which should be reformed. It is then up to legal experts to determine whether the legislative power is allowed by the Constitution to carry out alone those reforms. If the Constitution does not always assert the jurisdiction of the State to reform the territorial organisation of the Republic, it does not forbid the State to engage alone such reforms. However, the attitude of the legislative power was to protect the interests of the existing local authorities by avoiding to remove units and by not setting a normative hierarchy between them. Consequently, the reforms carried out by the State have failed to resorb the gap between the size and the role of the local authorities. This failure does not give proof of constitutional constraints, contrary to what is argued in the political discourse. It reveals by contrast the weight of the political constraints which the legislative power has to face with, especially because of the combination of elective offices. The end of this French peculiarity will maybe confirm this assert

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Barimany, Mina Elena. "The Hierarchy of Preferences in Jungian Psychological Type| Comparing Theory to Evidence." Thesis, The George Washington University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10264427.

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Jungian Psychological Type is the foundation of many modern theories of personality. Many aspects of the theory have yet to be explored with empirical research, one area in particular being the theory behind the hierarchy of preferences, which is important because the Types are classified by the order of their preferred functions. A latent class analysis technique was applied to the eight ranked function-attitude scores of 5,247 participants who took the Majors Personality Type IndicatorTM (PTI) and Majors Personality Type Elements™ (PTE) assessments. The superior, auxiliary, and tertiary preferences of the latent classes were examined so that the nature of the relationships amongst the three preferences could be observed. Results show that the superior/auxiliary preferences were consistently opposite in process (one rational and one irrational)—but not consistently in attitude. Not only did the superior/auxiliary/tertiary preferences exhibit complementary relationships to one another, the tertiary function was never antagonistic to the auxiliary or superior preference. Remarkably, the superior and inferior functions were antagonistic to one another in 46 out of the 47 classes that resulted from the analysis. Thus, the outcomes support Jung’s theory but also present evidence against other popular Type theories. The resulting profiles support the hypothesis that there may be more than 8 or 16 Types, which holds implications for the practical application of the Type theory as well as the classification and assessment of Psychological Type. A model for a systemic conceptualization of the hierarchy is presented and suggestions for future research are proposed.

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Ali, Ashique. "Human resource management practices and national culture : empirical evidence from Pakistan." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5323.

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Roux, Izak Johannes. "Applying the Analytic Hierarchy Process to Oil Sands Environmental Compliance Risk Management." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/164.

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Oil companies in Alberta, Canada, invested $32 billion on new oil sands projects in 2013. Despite the size of this investment, there is a demonstrable deficiency in the uniformity and understanding of environmental legislation requirements that manifest into increased project compliance risks. This descriptive study developed 2 prioritized lists of environmental regulatory compliance risks and mitigation strategies and used multi-criteria decision theory for its theoretical framework. Information from compiled lists of environmental compliance risks and mitigation strategies was used to generate a specialized pairwise survey, which was piloted by 5 subject matter experts (SMEs). The survey was validated by a sample of 16 SMEs, after which the Analytic Hierarchy Process (AHP) was used to rank a total of 33 compliance risks and 12 mitigation strategy criteria. A key finding was that the AHP is a suitable tool for ranking of compliance risks and mitigation strategies. Several working hypotheses were also tested regarding how SMEs prioritized 1 compliance risk or mitigation strategy compared to another. The AHP showed that regulatory compliance, company reputation, environmental compliance, and economics ranked the highest and that a multi criteria mitigation strategy for environmental compliance ranked the highest. The study results will inform Alberta oil sands industry leaders about the ranking and utility of specific compliance risks and mitigations strategies, enabling them to focus on actions that will generate legislative and public trust. Oil sands leaders implementing a risk management program using the risks and mitigation strategies identified in this study will contribute to environmental conservation, economic growth, and positive social change.

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Catic, Amina, and Melissa Todorovska. "Optimizing The Employer Value Proposition : A Study on Value Perceptions Amongst Passive Job-Seekers Within the Engineering Industry." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104014.

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Purpose: The purpose of this explanatory study is to extend the knowledge of how to develop an employer value proposition that conveys an attractive employer brand. Literature Review: Literature reviewed for this study includes the concepts of employer brand, employee value proposition, and different aspects of work attributes (i.e. interest value, social value, economic value, development value, and application value) that together form perceived employer attractiveness. Further literature that is reviewed includes the concepts of attitudes and the hierarchy of effects. Methodology: A mixed-method approach with a deductive logic of inquiry was adopted for this explanatory study, for which primary data of both quantitative and qualitative nature were collected from engineers, through the conduction of web-based self-completion questionnaires and semi-structured interviews. Findings: The study found that the involvement and motivation level behind the hierarchy of effects had a significant impact on the perceived value of one of the categories of the work attributes reflecting the employer's attractiveness, whilst the perceived value of the other work attributes included in the study were not expected to increase or decrease in combination with the intensity towards job search activities. It was also found that the attitudes towards the behavior of applying for a job, measured through the involvement and motivation level towards job search activities, were shifting within the target group, hence influencing their perceived employer attractiveness. Further on, the study showed a consistent high perceived value of all work attributes that were studied, in terms of what work attributes to include in the employer value proposition. Meanwhile, a multidimensional nature of the perceptions on employer attractiveness was also acknowledged, which hence could be crucial in developing an employer value proposition that stands out on the employer market.

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Katzmann, Björn, Gustav Veres, and Wahlström Elias Filhage. "Decision-making without the formal decision-maker : A study made at Menlo Innovations." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-26626.

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This thesis studies how decision-making might work in an organization without a predetermined formal decision-maker. By studying three selected areas in organizational decision making at a flat organization, the way decisions are made without a formal decision-maker is presented. The study includes an analysis of what factors drive decisions and possible effects of the flat organizational approach. This thesis focuses on decisions regarding wage-setting, recruitment, and the setting of long-term goals. The study finds several relevant conditions which contribute to making a flat organization's decision-making system possible, including organizational culture and transparency. The study indicates that cultural fit is an important aspect in maintaining a flat structure at an organization. To access data, in order to examine the principles of decisions, study at Menlo Innovations has been performed. The core of the study relies on semi-structured interviews with the employees, a virtual tour of the organization, a pre-recorded interview with Menlo representatives, and additional articles and documents. This data has helped the thesis answer how decision-making in the areas of wage-setting, recruitment, and the setting of long-term goals, might work in an organization without a predetermined formal decision-maker.

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Andersson, Julia, and Jonna Hasselgren. "Does The Perfect Team Composition Exist? : Investigating Diversity in Soft and Hard Skills in Relation to Efficiency;A Quantitative Study Within the Swedish Audit Profession." Thesis, Jönköping University, IHH, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53125.

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Background/Problematization: The audit profession and its credibility have been threatenedby audit failures and corporate collapses, and the inability to detect and deter fraud has beenproven costly to audit firms. Regarding the complexity of detection and deterrence of fraud,researchers have suggested the brainstorming session as a fundamental assignment. Where ithas been shown that the brainstorming session seldom is a function of one single individual;it is rather a team effort. Prior researchers within audit team research have investigated teamcomposition in terms of demographic factors whereas other domains of research have movedbeyond this small and narrow view and are now investigating team composition regardingdiversity in soft and hard skills. This is yet to be explored within the audit profession and theresearchers hope to fill this void and provide useful insights through this dissertation. Purpose: The purpose of this dissertation is to explain how a diverse set of soft skills and adiverse set of hard skills affect the efficiency in the brainstorming session and how thisrelationship is contingent on a tall organizational hierarchy. Methodology: The researchers have adopted a positivist research philosophy together with adeductive research approach. The quantitative method has been used to collect data where theresearchers applied the use of a questionnaire. The questionnaire was sent out to individualswithin the audit profession where the authors aimed for audit associates and senior associates.The response rate was 20 %. The data were further analysed through a Spearman CorrelationMatrix, component principal analysis, multiple linear regression analysis, and hierarchicalmoderated multiple regression analysis. Findings: The findings indicate a positive correlation between diversity in soft skills andefficiency in the brainstorming session where the tall organizational hierarchy has amoderating effect on this relationship.

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Kazper, Fahlberg, and Osunde Ositadinma. "Comparing How Managers at Different Levels in a Higher Education Institute Communicate with Their Subordinates During an Externally Forced Digitalization." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-175289.

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Communication is a key aspect of organizational success and along with technological improvements and increase in use of digital tools, it is becoming more important to understand how to undertake the change process known as digitalization. This paper researches the digitalization performed within a higher education institute in order to cope with Covid-19 and how communication was performed at different levels within the hierarchy. The aim is to identify how communication during change differs across the hierarchy and especially how this ties together with change management, role/position, and leadership. Furthermore, this will be compared against existing research and literature on communication to see whether there exist contradictions or contrasts which may be identifiable using i.e. position. The research question developed for this is: How do managers at different levels in the hierarchy of a higher education institute communicate with their staff during an externally forced digitalization? The findings show that, in practice, there are clear differences between the way managers at different levels in this institute communicate during the change process. This includes aspects such as the clearly reduced communication resulting from the more limited timeframe lower levels of management get prior to the implementation of change. It also includes certain speculative differences based on the information presented during interviews, although it is presented as speculative as the information may not present the full story. While these differences can be important to note in terms of their practical influence, it is also interesting from a theoretical perspective as new theories will need to be developed: It is also relevant for the societal aspect as e.g. differences between upper and lower managers, especially during challenging times such as digitalization, can lead to needless stress and friction if they are not understood.

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Al-Gharaibeh, Rami Salah. "The Effect of Information Structuring on Analytical Knowledge Acquisition." Kent State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=kent1184780039.

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Andersson, Viktor, and Alexandra Mets. "Cross-Cultural Business Negotiations : The Impact of Business Cultures from a Swedish Perspective." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-77717.

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With our increasingly competitive globalized economy, we are experiencing an emerging trend of firms competing on new international business markets (Bell et al. 2001; Huang 2010). In order to successfully negotiate in an international context, cultural sensitivity needs to be taken into consideration (Manrai & Manrai 2010). This study aims to examine how and to what extent professionalnegotiators’ international negotiation process is influenced by different businesscultures. The study was made by in-depth interviews of five Swedish based professional negotiators and their experiences from negotiating in France, Brazil and Singapore. The mentioned negotiation process was based on Ghuari’s(2003) international business negotiation model which consists of a pre- negotiation stage, a face-to-face negotiation stage and a post-negotiation stage. These stages have been analyzed and interconnected with several cultural variables such as cultural intelligence, adaptation, communication, hierarchy and the Hofstede (2011) parameter of collectivistic versus individualistic cultures to substantiate our two research questions: 1) How does culture intervene in the different stages of the negotiation process? And 2) How are the negotiators adjusting their negotiation strategy to better accommodate the specific culture? The empirical findings showed that there are several differences in both theFrench, Brazilian and Singaporean business culture as well as the negotiators’experiences of their need of adapting to the culture they are negotiating with. The data highlighted the importance of cultural understanding and obtaining the knowledge in a pre-negotiation stage in order to prevent unnecessary misunderstandings which could obstruct the negotiation. The major differenceswhich required the negotiators’ understanding and adaptation was the crucialfactor of building a relationship with the Singaporean delegation, the French’stough negotiation approach and the hierarchical setting in Brazil. The conclusions demonstrated the benefits of cultural adaption as well as the potential pitfall of over-adapting and the imperative preparatory work needed in the pre-negotiation stage of the negotiation.

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Tinel, Bruno. "ORIGINES ET FONCTIONS DE LA HIERARCHIE : TRENTE ANS DE DEBATS, 1968 - 1998." Phd thesis, Université Lumière - Lyon II, 2000. http://tel.archives-ouvertes.fr/tel-00935771.

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L'essor de la théorie économique de la firme depuis une trentaine d'années a donné lieu à d'intenses débats sur les origines et les fonctions de la hiérarchie et de l'autorité. Ces discussions sont abordées du point de vue de l'histoire de la pensée économique, sur la période 1968 - 1998. Jusqu'au début des années 1970, le courant dominant ne s'intéressait pas à l'organisation intra-firme. La publication, en 1972, par Alchian et Demsetz d'un article visant à expliquer l'existence de la firme à partir des coûts d'information, apparaît comme une première réponse de l'approche standard au "défi radical". À partir de 1968, l'économie politique radicale, qui est la traduction dans le champ académique du vaste mouvement protestataire anti-hiérarchique ayant traversé la société nord américaine à la fin des années 1960, a cherché à donner sa propre réponse à la question "à quoi servent les patrons ?". Les radicaux américains ont tenté de montrer que la hiérarchie ne vise pas à promouvoir l'efficience de l'organisation mais au contraire le pouvoir de l'employeur. Elle serait un moyen de "diviser pour régner" en vue de dégager de plus grands profits. D'autres auteurs du courant dominant, tels que Arrow et Williamson, s'emploieront à répondre aux radicaux et souligneront les avantages, en terme d'efficience, de l'autorité et de la hiérarchie. Les radicaux se tourneront alors, au début des années 1980, vers la micro-économie standard afin d'élaborer une théorie du pouvoir dans le cadre du paradigme dominant. Enfin, à son tour, la théorie des contrats incomplets répondra implicitement à l'approche radicale du pouvoir, au cours des années 1990, en soutenant que les relations de pouvoir sont organisées dans la firme de manière efficiente.

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Denker, Philipp. "Alternative Regulierungsansätze im Kontext der Better Regulation Agenda : eine Analyse von Konzepten, Potenzialen und Erfolgsfaktoren von Regulierung im Schatten staatlicher Hierarchie." Master's thesis, Universität Potsdam, 2008. http://opus.kobv.de/ubp/volltexte/2008/2530/.

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Der vorliegende Beitrag untersucht das Potential und die Bedingungen alternativer Regulierungsformen vor dem Hintergrund von Better Regulation in Deutschland. Nahezu alle EU- und OECD-Staaten betreiben heute umfassende politische Reformprogramme zur Modernisierung der Regulierungsarchitekturen, die unter dem Label Better Regulation subsumiert werden. Die Zielsetzung dieser Programme besteht zum einen in der wirtschaftsfreundlichen Reduktion von Regulierungskosten und zum anderen in der Effektivitätssteigerung von Regulierung durch Vermeidung unintendierter Nebeneffekte. Better Regulation ist ein Toolkit verschiedener metaregulativer Policy-Instrumente, deren programmatische Zusammensetzung vom nationalen politischen Kontext abhängt. Im Rahmen der parallel verlaufenden Reformagenden werden überdies alternative Regulierungsformen von verschiedenen Advokaten besserer Regulierung thematisiert, und als Alternative zur rein staatlichen, hierarchischen Command-and-Control-Regulierung (CaC-Regulierung) promotet, jedoch weder näher auf deren Bedingungen noch deren Konsequenzen einzugehen. Den optimistischen Vorstellungen eines evidenzbasierten Regulatory Managements folgend, erfolgt die Prüfung und Analyse alternativer Regelungsformen im Zuge der Gesetzesfolgenabschätzung (GFA; Regulatory Impact Assessment RIA). Bisher fristen alternative Regulierungsformen allerdings ein Dasein im Schatten von Standardkosten-Modell, RIA und Co. und werden von den Policy-Makern nicht systematisch in Betracht gezogen oder eingesetzt. CaC-Regulierung ist und bleibt das dominante Steuerungsinstrument des Staates. Es existieren jedoch zahlreiche diskursive Anknüpfungspunkte einschließlich zahlreicher Kritiken an der hierarchisch-regulativen Steuerung, welche die Auseinandersetzung mit alternativen Regulierungsformen begründen. Ziel dieses Papieres ist es daher, die in der Kritik stehende CaC-Regulierung Modellen alternativer Regulierungsformen entgegenzustellen, wobei alternative Regulierung mit den Konzepten Selbstregulierung, Koregulierung und regulierter Selbstregulierung eng definiert wird, und nur jene Konstellationen betrachtet werden, die kooperativ zwischen Regierung und Wirtschaft operieren. Ebenso wird der Versuch unternommen, die mannigfaltigen Konzepte und Erscheinungsformen alternativer Regulierung zu definieren und zu kategorisieren. Im Anschluss an den theoretischen Part erfolgt im nächsten Schritt die Identifikation der Einsatz- und Erfolgsbedingungen alternativer Regulierung. Dies geschieht anhand zweier empirischer Fallbeispiele aus den Politikfeldern Berufsbildungspolitik („der Ausbildungspakt der deutschen Wirtschaft“) sowie Umweltpolitik („die Mehrwegquotenverpflichtung“), wobei gezielt ein erfolgreiches und gescheitertes Beispiel alternativer Regulierung verglichen werden und Erfolgsfaktoren abgeleitet werden. Das Ergebnis ist, dass alternative Regulierung gewisse Potentiale und Anreize für staatliche wie privatwirtschaftliche Akteure bietet, aber der Einsatz dieser Steuerungsformen höchst voraussetzungsvoll ist und nur in wenigen Politikfeldern möglich und zu empfehlen ist. So besteht das Potential alternativer Regulierungsformen vor allem in der ganzheitlichen Senkung von Regulierungskosten (Befolgungs- und Vollzugskosten) und in der Erhöhung der Steuerbarkeit der Adressaten. Allerdings sind die korporativen Akteure auf beiden Seiten zum einen nicht immer hinreichend auf diese Form indirekter Steuerung vorbereitet. Zum anderen wird alternative Regulierung durch die Fragmentierung und Schwäche von Wirtschaftsverbänden sowie durch Interessengegensätze unter den Regelungsadressaten gehindert, die in Trittbrettfahrertum und dem letztlichen Scheitern selbstregulativer Verpflichtungen münden. Als entscheidende, aber anspruchsvolle Erfolgskomponente erweisen sich die politische Kommunikation und die Durchsetzbarkeit staatlicher Sanktionen sowie die Erfolgskontrolle, um die Regelungseinhaltung durch die Wirtschaft zu gewährleisten. Generell ist zu konstatieren, dass alternative Regulierungsformen dort zustande kommen, wo sich konzentrierter Widerstand auf Seiten der Adressaten gegen geplante, autoritative Steuerung abzeichnet, eine gewisse Pfadabhängigkeit bzw. eine Historie sektoraler Selbstregulierung vorliegt und eine Win-Win-Situation bei der Kooperation für Politik und Wirtschaft ersichtlich ist. In der Konsequenz zeigen die Ergebnisse, dass alternative Regulierung nicht nach einem synoptisch-rationalen Modell politischer Prozesse entsteht, sondern ein ursprünglich nicht intendiertes Produkt Garbage Can-artiger Verhandlungen mit einem hohen Konfliktniveau darstellt. Folglich ist das Resultat für die Vorstellung einer „Rational Regulatory Choice“ induzierenden Better Regulation-Agenda desillusionierend.
This paper analyses the potentials and the preconditions of alternative forms of regulation against the background of Better Regulation in Germany. Today, almost every OECD- and EU-country runs extensive regulatory reform programs to modernize its regulatory governance structures, which are summarized under the label Better Regulation. The goal of this type of agenda can be regarded, firstly, as the business-friendly reduction of overall regulatory costs and secondly as the increase of regulatory efficiency by removing unintended side-effects. Better Regulation is a toolkit consisting of several meta-regulatory instruments, whose programmatic composition and use varies with the national political context. Moreover, within these parallel proceeding reform agendas alternative forms of regulation are constantly promoted by advocates of Better Regulation and portrayed as alternative to purely governmental command-and-control approaches (CaC), though neither responding to their preconditions nor addressing their consequences. According to the optimistic notion of an evidence-based regulatory management, the examination and analysis of regulatory alternatives is supposed to be carried out within regulatory impact assessments (RIA). However, hitherto alternative forms of regulations exist unnoted in the shadow of the standard cost model, RIA and co. and they are not systematically considered and applied by policy-makers. CaC-regulation is and remains the dominant and favoured policy-instrument of the state. Yet, there are several discursive connections including broad criticism on hierarchical-regulative steering, which give reason to the deeper analysis of alternative forms of regulation. Therefore the aim of this paper is to contrast alternative regulation with the criticized CaC-technique, whereas alternative regulation is defined narrowly as the concepts of self-regulation, co-regulation and regulated self-regulation which operate as cooperative substitutes of CaC between government and business. Moreover, this paper attempts to define and to categorize the diverse concepts and natures of alternative regulation. Subsequent to the theoretical part the preconditions and critical success factors for alternative regulation are identified in the next section. For this purpose two empirical case studies from two different policies, under which one is successful and the other has failed, are examined and compared to deduce success factors. The case studies are from vocational training policy (“The Training Pact of the German Business”) and waste policy (“refill quota for beverage containers”). The result is that alternative forms of regulation offer several potential und incentives for state and business actors, but that the use of these policy instruments is highly demanding and in addition only possible and recommendable in few policies. Undoubtedly its potential lies in the holistic reduction of regulatory costs (compliance and enforcement costs) and in the enhancement of the governability of the regulated business. However, the corporate actors on both sides are not always adequately prepared for this indirect mode of steering. Furthermore, alternative regulation is hindered by the fragmentation and weakness of business associations and opposing interests among the regulated sectors and companies, which may lead to free-riding and could result in the final failure of alternative regulation. The political communication and assertiveness of public sanctions as well as the measurement of success, which ensure self-regulatory compliance, turned out to be decisive, but very demanding constituents of success. Generally speaking, alternative forms of regulation emerge in those cases and policy areas, where concentrated resistance against planned CaC-measures becomes apparent, where a certain path dependency or history of sectoral self-regulation exists, and where a win-win-situation becomes obvious for politicians and business. To sum up, this paper argues that alternative regulations don’t emerge by a synoptic-ration model of policy process, but that they present an unintended product of garbage can like policy processes, further characterized by a high level of conflict. Consequentially, this paper’s findings disillusion the (exaggeratedly) optimistic notion of a rational regulatory choice inducing Better Regulation agenda.

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Frederici, Sandra Maria. "Instituição militar e política, uma abordagem antropológica (1964-1974)." Universidade Federal de São Carlos, 2003. https://repositorio.ufscar.br/handle/ufscar/1460.

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Made available in DSpace on 2016-06-02T19:25:24Z (GMT). No. of bitstreams: 1 DissSMF.pdf: 292387 bytes, checksum: 5ac84d5400d51c86a9acec8d00be28da (MD5) Previous issue date: 2003-10-09
Financiadora de Estudos e Projetos
The purpose of this dissertation is thinking the relationship between the military institution and politics in the period between 1964-1974, by an anthropological reading of the processes occurred in the core of the military hierarchy. Therefore, its analysis deals with the military careers constructed in this period, as well as the intramilitary political arrangements, as fields able to better evidence the movements in the command sequence under the new position assumed in the political context. In this way, based on an approach that considers the army as a specific social organization, that discussion aims to treat its relation with politics through its internal articulations, all of them concerning, as a last resort, to the central dimension of the military universe: the hierarchal organization.
Essa dissertação propõe pensar o relacionamento entre a instituição militar e a política no período compreendido entre 1964-1974, através de uma leitura antropológica dos processos ocorridos no seio da hierarquia militar. Para tanto, sua análise recai sobre as carreiras militares construídas nesse período, bem como os arranjos políticos intramilitares, como campos capazes de melhor evidenciar os movimentos no interior da cadeia de comando diante da nova posição assumida no cenário político. Assim, partindo de uma abordagem que considera o Exército como uma organização social específica, tal discussão busca tratar sua relação com a política através de suas articulações internas, todas elas referidas, em última instância, à dimensão central do universo militar: a organização hierárquica.

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Gupta, Rakesh M. K. "Ranking Small Business Resistance Criteria Toward the Affordable Care Act." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1344.

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Following the enactment of the Affordable Care Act (ACA) in 2010, politicians, media, and lobbyists rendered a number of conflicting and confusing interpretations of its merits and demerits. Such interpretations intensified the skepticism and concerns of small business enterprise (SBE) owners. The purpose of this study was to develop a representative, prioritized list of SBE owners' concerns or resistance factors. The goal was to create a useful guide for SBE owners who are seeking ways to reducing the adverse financial impact of the law. With social choice theory as the theoretical framework, 50 randomly selected SBE owners across 5 distinct industry groups from Richmond, Virginia, participated in an online, cross-sectional, pairwise comparison survey. The overall results of an analytic hierarchy process indicated that the top-ranked resistance factor of SBE owners was insurance premiums, followed by quality of care and the tax burden. However, these rankings were not uniform among industry groups. With a focus on these crucial concerns, SBE owners could benefit by seeking approaches to reduce the business costs of health care. The implications for positive social change include the potential for business organizations, researchers, and policymakers to channel SBE owners' voice for a socioeconomic growth by addressing their concerns in seeking improvements from the ACA.

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Alonso, Hjärtström Livia, and Hedvig Jensmar. "Platt och jämlikt? : En fallstudie av Feministiskt Initiativ." Thesis, Södertörn University College, School of Social Sciences, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-917.

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The aim of this work is to define the party structure of Feministic Initiative (FI). We want to examine the structure of an organization that doesn’t start out with a hierarchical order. We further intend to examine the party’s leadership; whether or not it is equal, between the three spokespersons.We find it interesting as a topic from a democratic point of view as well as to see if a flat structure could work in practice. We use several theories among them Michel’s “iron law of oligarchy” and Holmberg’s and Söderlind’s theory on flat organizations. There is modest research on leadership in Swedish political science; we therefore consider it important to highlight. Shared leadership is interesting to examine, for it might be an alternative to the traditional order.We use a mixed-methodology based upon qualitative interviews and text analysis. We have interviewed the three spokespersons and examined materials like official weekly letters written by the spokespersons and the party’s constitution.The result shows that a flat structure is hard to carry out in practise and it appears that some form of hierarchical order appears in the party structure. Despite efforts towards equality the shared leadership is not totally equal.

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Olsson, Ida, and Kimmy P. Strömberg. "Motivation i organisationer : Kan Strategisk Human Resource Management användas för att säkerställa motivation hos medarbetare?" Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16590.

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Under de senaste decennierna har kraven på organisationer att snabbt kunna anpassa sig till kunderna på sina respektive marknader ökat. Anpassningsförmågan är en avgörande faktor för att en organisation ska kunna behålla sin konkurrenskraftighet. I detta balansarbete mellan kortsiktigt kostnadssparande och långsiktigt intäktsgenererande är det av vikt för organisationer att verka för att behålla sina medarbetare samt att hålla dem motiverade till arbetet. Detta kan ses som att använda sin personalresurs på bästa sätt vilket är syftet med SHRM. Vårt syfte med rapporten var att undersöka motivationsfaktorer i organisationer samt hur SHRM kan användas för att främja dessa Efter genomgång av befintlig forskning har en kvalitativ forskningsstrategi använts där empiriinsamling har skett med skriftliga intervjuer av nio respondenter, från tre olika arbetspositioner i två olika organisationer. Den insamlade empirin har sedan sammanställts och diskuterats motbefintlig forskning. Befintlig forskning delar in motivation i inre och yttre motivation där den inre är kopplad till en individs psykologiska behov och egna vilja. Den yttre motivationen är kopplad till att individen får belöningar, ofta ekonomiska, utifrån sina prestationer. Befintlig forskning påvisar att effekten av yttre motivation är kortsiktig och snabbt avtar. Istället menar forskningen att den inre motivationen är avgörande för att få resultat på lång sikt. Befintlig forskning har även belyst vikten av SHRM utifrån att på bästa sätt koppla personalresurser till organisationsmål. Samt att organisationer, när de tillämpar SHRM, bör fokusera på medarbetarnas motivation för att säkerställa konkurrenskraftighet. Rapporten har i empirin kunnat bekräfta befintlig forskning kopplat till vikten av inre motivation samt att SHRM dessutom kan främja denna genom att vara en HR-strategi som utgår ifrån att se medarbetarna som resurs för att uppnå målen vilket medför att målen blir både tydligare och enklare att uppnå vilket i sin tur leder till mer motiverad personal. Rapporten har även belyst att en viktig del i främjandet av motivation är ett väl fungerande samarbete mellan HR-avdelning och ledning. Rapportens resultat är begränsat till de respondenter och de organisationer som undersökts och kan inte användas för att dra generella slutsatser.
In recent decades, the demands on organizations to be able to quickly adapt to customers in their respective markets have increased. Adaptability is a crucial factor for the organizations ability to maintain its competitiveness. In this balancing act between shortterm cost-saving and long-term increase of revenue it is important for organizations to retain their employees and to keep them motivated. This could be seen as an organizations effort to use its human resources in the best way, which is the purpose of SHRM. The purpose of the report was to investigate motivational factors in organizations and how organizations can promote these with their SHRM-work. After reviewing existing research, a qualitative research strategy has been used where empirical data collection has taken place with written interviews of nine respondents, from three different work positions in two different organizations. The collected empirical data has then been compiled and discussed against existing research. Existing research divides motivation into inner and external motivation where the inner is linked to an individual's psychological needs and own will. The external motivation is linked to the individual receiving rewards, often financial, based on their achievements. Existing research shows that the effect of external motivation is short-term and rapid lydiminishes. Instead, research believes that inner motivation is crucial to achieving long term results. Existing research has also highlighted the importance of SHRM based on the best way to link personnel resources to organizational goals. And that organizations, when applying SHRM, should focus on employee motivation to ensure competitiveness. In the empirical data, the report has been able to confirm existing research linked to the importance of inner motivation and that SHRM can promote this by being an HR strategybased on seeing employees as a resource to achieve the goals, which means that the goals are both clearer and easier to achieve which in turn leads to more motivated employees. The report has also highlighted that an important part of promoting motivation is a well functioning collaboration between the HR department and management. The results of the report are limited to the respondents and the organizations surveyed and cannot be used to draw general conclusions.

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Olsson, Angelica, and Linda Zaar. "Att motivera på ett personligt plan : Om hur olika personlighetstyper motiverassom evenemangsvolontärer." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-14323.

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Att besöka olika typer av evenemang har blivit ett alltmer vanligt sätt att förgylla vardagen. Ofta är det ett fåtal personer som ligger bakom planeringen av ett evenemang, men för att lyckas genomföra det på ett framgångsrikt sätt krävs det mer personal, och detta ofta i form av volontärer. Då dessa ställer upp utan finansiell ersättning, är det lätt hänt att det råder en brist på motivation. Avhopp av volontärer är vanligt förekommande och kan ge evenemanget ödesdigra konsekvenser, så det ligger i arrangörens intresse att försöka få dem att stanna och detta genom att hålla dem motiverade. I denna studie har det undersökts vad som skiljer olika personlighetstyper åt när det kommer till motivation. Genom att låta ett antal studenter genomföra ett personlighetstest baserat på modellen The Big Five och sedan genomföra intervjuer med 14 av dem, har det bildats enklarare uppfattning kring hur olika individer motiveras på bästa sätt. Efter att intervjuerna analyserats med hjälp av två personlighetsklassificeringsmodeller samt två motivationsteorier, har vissa skillnader funnits. Studien har fått fram både väntade samband mellan vilken personlighetstyp respondenten klassificerats som och vad denna anser sig motiveras av, men även somliga mer oväntade resultat.
It has become more and more common to visit different kinds of events as a way to glorify the everyday life. Usually, it is only a few people working with planning an event, but to get a successful result more staff is required, and in many cases these are consisting by volunteers. Since these people are helping without any monetary compensation, it can be hard to keep the volunteers motivated, which can be a devastating consequence for the event. Therefore, it is very much in the interest of the arrangers to keep the motivation high throughout the whole event. In this study it has been examined what differs the different personality types when it comes to motivation. By letting a number of students fill out a personality test which was based on The Big Five model and then letting 14 of them go through an interview, a clearer picture has been formed about how different individuals are getting motivated the best way. When the interviews had been analyzed through two different personality models and two motivation theories, some differences have been found. This study has found some relationships between which personality the respondent has been classified as and what they consider themselves to be motivated by. Some findings have been expected while others have been more surprising.

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Kimak, Damon J. "A DESCRIPTIVE FRAMEWORK OF UNDERGRADUATE INTERNATIONAL STUDENT PROGRAMMING AT NOT-FOR-PROFIT HIGHER EDUCATION INSTITUTIONS IN OHIO." Kent State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=kent1594391794262131.

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23

Bäcklund, Erik, and Kagstedt Martin. "Reaching Generation Z : A qualitative study examining marketing communication channels for targeting Generation Z to establish brand awareness." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158466.

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Brand awareness and its establishment among consumers has been a central theme in previous research on marketing as it is proven to indirectly induce purchase. It is thus seen as crucial for marketers to establish brand awareness. However, a research gap is apparent in regard to creating brand awareness among Generation Z. More specifically, this study focuses on which communication channel that is best suited for establishing brand awareness for this generational cohort. Hence, the purpose of this study is to explicitly analyse the linkage between these variables and provide a guideline for companies targeting Generation Z. To obtain a deeper understanding, previous research has been reviewed and an extensive data collection has been conducted including two methods; interviews and a survey to obtain empirical evidence and valuable insights. The qualitative data was of main focus with the quantitative data gave more of an overview. By combining and evaluating the empirical findings in relation to previous research and theory we could identify patterns and relationships that eventually led to the conclusion and final results of this thesis. The initial results concluded from this study underlined the importance of brand awareness since it was the first step for the purpose of inducing purchases. In addition, the results also highlight the importance of building upon brand awareness to establish brand liking as it will provide for the increase of purchase intention. For establishing brand awareness when targeting Generation Z, Instagram is a means of preference and should be considered as part of a mix of various communication channels in using integrated marketing communications.

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Musaeus, Simon Wolfgang. "Prioritizing Offshore Vendor Selection Criteria for the North American Geospatial Industry." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/67.

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The U.S. market for geospatial services totaled US $2.2 billion in 2010, representing 50% of the global market. Data-processing firms subcontract labor-intensive portions of data services to offshore providers in South and East Asia and Eastern Europe. In general, half of all offshore contracts fail within the first 5 years because one or more parties consider the relationship unsuccessful. Despite the high failure rates, no study has examined the offshore vendor selection process in the geospatial industry. The purpose of this study was to determine the list of key offshore vendor selection criteria and the efficacy of the analytic hierarchy process (AHP) for ranking the criteria that North American geospatial companies consider in the offshore vendor selection process. After the selection of the initial list of factors from the literature and their validation in a pilot study, a final survey instrument was developed and administered to 15 subject matter experts (SMEs) in North America. The SMEs expressed their preferences for one criterion over another by pairwise comparisons, which served as input to the AHP procedure. The results showed that the quality of deliverables was the top ranked (out of 26) factors, instead of the price, which ranked third. Similarly, SMEs considered social and environmental consciousness on the vendor side as irrelevant. More importantly, the findings indicated that the structured AHP process provides a useful and effective methodology whose application may considerably improve the quality of the overall vendor selection process. Last, improved and stabilized business relationships leading to predictable budgets might catalyze social change, supporting stable employment. Consumers could benefit from derivative improvements in product quality and pricing.

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Brage, Elisabeth, and Kajsa Ivarsson. "Kommunikationseffekter från reklam om konsumtionslån : Skillnader utifrån generationstillhörighet." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17111.

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Bakgrund: Tidigare studier indikerar på en attitydförändring till konsumtionslån, där konsumtionslån blir en allt mer socialt accepterad lösning. Det vittnas även om att mängden konsumtionslån har ökat de senaste åren. En del av problemet som belysts, är även att aggressiv marknadsföring skulle kunna bidra till denna attitydförändring. Tidigare studier och rapporter vittnar om att ålder är en aspekt som spelar roll för hur utsatt olika grupper är, vilket gör det till ett viktigt ämne att undersöka. Med utgångspunkt i problembakgrunden formuleras frågeställningen. Syfte: Syftet med studien är att beskriva vilka kommunikationseffekter som kan urskiljas från reklam om konsumtionslån, samt vilka attityder till konsumtionslån som kan urskiljas. Huruvida generationstillhörighet påverkar kommunikationseffekter från reklam om konsumtionslån samt konsumtionslån i sig. Metod: Genom en kvalitativ metod samlades empiriska data in, detta i form av 16 intervjuer. Intervjupersonerna utgjordes av konsumenter från Generation Y, Generation X och Generation Baby boomer. Slutsats: Studien visar att det finns variationer gällande hur de olika generationerna förhåller sig till reklam gällande konsumtionslån, samt dess attityder till att ta konsumtionslån. Generation Y verkar vara mer utsatta då de inte verkar ha en lika befäst attityd till ämnet, jämfört med de äldre generationerna. Hos de intervjupersoner som medverkar i studien finns inga direkta indikationer på att konsumtionslån skulle vara en accepterad lösning, vilket inte påvisar en attitydförändring.
Background: Previous studies indicate an attitude change to consumer loans, where consumption loans become an increasingly socially accepted solution. It is also testified that the amount of consumer loans has increased in recent years. Part of the problem highlighted, is also that aggressive marketing could contribute to this attitude change. Earlier studies and reports testify that age is an aspect that plays a role in how vulnerable different groups are, which makes it an important subject to investigate. Based on the problem background, the question is formulated. Purpose: The purpose of the study is to describe which communication effects that can be distinguished from advertising on consumer loans, and which attitudes for consumer loans that can be distinguished. Whether generation affiliation affects communication effects from advertising on consumer loans and consumption loans in itself. Method: Through a qualitative method, empirical data were collected, this in the form of 16 interviews. The interviewees consisted of consumers from Generation Y, Generation X and Generation Baby boomer. Conclusion: The study shows that there are variations regarding how the different generations relate to advertising regarding consumer loans and its attitudes towards taking consumer loans. Generation Y seems to be more vulnerable as they do not seem to have an equally strong attitude to the subject, compared to the older generations. In the interviewees who participate in the study, there are no direct indications that consumption loans would be an accepted solution, which does not indicate an attitude change.

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Meyers, Reagan, and Libby Weaver. "Philanthropic Motivation : A Study of CSR in the Workplace." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151387.

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In the present study, the topic under scrutiny is how Philanthropic Corporate Social Responsibility plays a role within the workplace. This study is being presented due to the fact that CSR is often researched with the frame of reference of marketing, whereas the managerial perspective is not often considered. The research question addressed will take a managerial perspective on CSR and examine if implementing Philanthropic CSR only affects extrinsic factors, or if it also has an intrinsic effect on employee motivation. In this research, the questions undergoing discussion to support the study are 1) To what extent does CSR motivate employees? 2) What involvement level of CSR is required for employee motivation? 3) What level does CSR fit into on Maslow’s Hierarchy of Needs? This thesis focuses mainly on connecting Philanthropic CSR to Maslow’s Hierarchy of Needs. Other supporting theories that will be used include: Herzberg’s Motivation Hygiene Theory, McGregor’s X and Y Theory, Self-Determination Theory, and Motivational Crowding Theory. To conduct the research needed, the authors have conducted a deductive study through a comparative design, obtaining qualitative data by the means of semi structured skype interviews. These interviews focus on American for-profit companies that have CSR in their strategy but focus on profit. The data collected has then been analyzed through a thematic approach. The information obtained suggests that Philanthropic CSR plays a role within the workplace, however, it is not seen as an incentive by employees. Moreover, an employee must be personally involved within the company’s CSR program to fully feel the effects that the program has to offer. This is due to the emotional investments made while participating in the said philanthropy. The conclusion found from this study is that Philanthropic CSR does have an intrinsic effect on employees because of the ‘feel good feeling’ they benefit from when they do participate in the Philanthropic CSR. However, to fully understand the effects of the motivational aspects, further research must be conducted.

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Yngve, Malin, and Sandra Helgeby. "Fastighetsvärdering i koncerner : En analys av verkligt värde i finansiella rapporter." Thesis, Högskolan i Halmstad, Akademin för företagande, innovation och hållbarhet, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45314.

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År 2005 blev det obligatoriskt för samtliga börsnoterade företag att upprätta sin koncernredovisning enligt IFRS. Detta medförde en ökad jämförbarhet mellan företag från olika länder vilket har lett till en redovisningsmässig harmonisering. För de koncerner med förvaltningsfastighetsinnehav, vars syfte är att generera hyresintäkter eller värdestegring, betydde det att fastigheterna ska värderas till verkligt värde i enlighet med IAS 40. Studien syftar till att studera principen om verkligt värde gällande förvaltningsfastigheter och avgränsas till koncernföretag noterade på NASDAQ OMX Stockholm. Urvalet består av nio företag och deras finansiella rapporter för räkenskapsåren 2015-2019 vilka granskas genom en kvalitativ fallstudie. För att kunna göra en likvärdig och jämförande bedömning av dessa används en mall innehållande sex frågor. Värdering till verkligt värde är huvudregeln i koncernredovisning och det redovisade företaget ska vid värdering av verkligt värde bedöma vad marknadspriset är. Om det finns liknande tillgångar och skulder på en aktiv marknad kan denna bedömning vara enkel att utföra. För marknader som exempelvis för förvaltningsfastigheter, vilka kräver bedömningar för att komma fram till ett verkligt värde, är det desto svårare. Aktörer kan ha ofullständig information som kan bidra till olika bedömningar om tillgångar och dess framtida värde. Upplysningskraven i IAS 40 är endast principbaserade, vilket ger företagen ett tolkningsutrymme. Företagen kan därtill använda sig av olika tillvägagångssätt och en jämförelse sinsemellan företag kan vara svår att göra för intressenter. Detta har vi erfarit i vår studie då företagen har använt sig av olika tillvägagångssätt i sina värderingsmetoder och att de i sina finansiella rapporter angett olika mängd information. Studien har även visat att de har använt sig av olika parametrar i sin beaktning för värdering till verkligt värde. Företag som innehar förvaltningsfastigheter uppmuntras till att använda sig av oberoende värderingsmän, men det är inget krav. Däremot ses en risk med att endast utföra en intern värdering av fastighetsbeståndet med hänsyn till under-/övervärdering. Detta kan då betyda att fastigheten värderas för lågt för att därefter kunna säljas till ett högre pris, vilket innebär att koncernen kan redovisa ett högre resultat eller tvärtom. Om värderingen istället utförs av en extern värderare kan tillförlitligheten öka. Det kan därför anses fördelaktigt att låta oberoende värderare göra bedömningen av tillgångens verkliga värde. Det är inte alla undersökta företag som har använt sig utav oberoende värderare, utan ibland bara till en viss del, medans andra har använt sig av externa värderare för hela fastighetsbeståndet. 5 Studien har visat att företag värderar på olika sätt, både gällande värderingsmodell, beräkningar samt intern- och extern värdering därav dras vår första slutsats. Verkligt värde skiljer sig åt mellan företag som innehar förvaltningsfastigheter eftersom standarderna är principbaserade. Då samtliga företag presenterar en värdering till nivå 3 i IFRS 13:s värderingshierarki, dras slutsatsen att det inte med säkerhet går att fastställa att företag noterade på NASDAQ OMX Stockholm följer standarderna till fullo då det torde vara möjligt att värdera en del av sina fastighetsinnehav genom indata på nivå 2. Centrala begrepp: Förvaltningsfastigheter, IAS 40, IFRS 13, verkligt värde, marknadspris, värderingshierarki, extern värdering, intern värdering.
In 2005, it became mandatory for all listed companies to prepare their consolidated financialstatements in accordance with IFRS. This led to increased comparability between companiesfrom different countries, which has led to accounting harmonization. For those groups withinvestment property holdings, the purpose of which is to generate rental income or increase invalue, this means that the properties must be valued at fair value in accordance with IAS 40.The study aims to examine the principle of fair value regarding investment properties and islimited to Group companies listed on NASDAQ OMX Stockholm. The sample consists of ninecompanies and their financial reports for the financial years 2015-2019, which are examinedthrough a qualitative case study. In order to be able to make an equivalent and comparativeassessment of these, a template containing six questions is used.Valuation at fair value is the main rule in consolidated accounts and the reported company mustassess the market price when valuing fair value. If there are similar assets and liabilities in anactive market, this assessment can be easy to perform, but in markets such as investmentproperties that require many assessments to arrive at a fair value, it is all the more difficult.Actors may have incomplete information that may contribute to different assessments of assetsand their future value.The disclosure requirements in IAS 40 are only principle-based, which gives companies a roomfor interpretation. In addition, companies can use different approaches and a comparisonbetween companies can be difficult for stakeholders. We have experienced this in our study asthe companies have used different approaches in their valuation methods and that they havestated different amounts of information in their financial reports. The study has also shown thatthey have also used various parameters in their consideration for valuation at fair value.Companies that own investment properties are encouraged to use independent valuers, but thisis not a requirement. On the other hand, there is a risk of only performing an internal valuationof the property portfolio with regard to undervaluation or overvaluation. This can then meanthat the property is valued too low to be subsequently sold at a higher price, which means thatthe Group can report a higher result or vice versa. If the valuation is instead performed by an 4external valuer, the reliability may increase. It can therefore be considered advantageous to letindependent valuers make the assessment of the asset's fair value. Not all companies surveyedhave used independent valuers, but sometimes only to a certain extent, while others have usedexternal valuers for the entire property portfolio.The study has shown that companies value in different ways, both in terms of valuation model,calculations and internal and external valuation, from which our first conclusion is drawn. Fairvalue differs between companies that own investment properties because the standards areprinciple-based. As all companies present a valuation to level 3 in IFRS 13's valuationhierarchy, it is concluded that it is not possible to establish with certainty that companies, listedon NASDAQ OMX Stockholm, fully comply with the standards as it should be possible tovalue some of their property holdings through level 2 input.

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Leivald, Jennifer, and Sulin Yusuf Rasit. "Vilka yttre faktorer är av betydelse för personalengagemang enligt mellanchefer på medelstora till stora organisationer? : En kvalitativ studie." Thesis, Högskolan i Gävle, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32145.

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Syfte: Syftet med studien är att öka förståelsen för vilka yttre faktorer som är av betydelse för personalengagemang och hur dessa är av betydelse för personalengagemang enligt mellanchefer på medelstora till stora organisationer. Metod: Metodvalet för studien utgår från ett kvalitativt, socialkonstruktionistiska perspektiv med tio semistrukturerade intervjuer med mellanchefer på medelstora till stora organisationer. Det empiriska materialet har analyserats utifrån fyra olika teman för att sedan ställa de empiriska utfallen mot tidigare forskning för att på så vis öka förståelsen för vilka yttre faktorer som påverkar personalens grundläggande mänskliga behov som i sin tur är av betydelse för personalengagemang. Bidrag: Personalengagemang är resultatet av en kedjereaktion i tre steg. Där yttre faktorer behöver tillfredsställa personalens grundläggande mänskliga behov som i sin tur är av betydelse för olika inre sinnestillstånd hos personalen.Det teoretiska bidraget lyfter fram att personalens grundläggande mänskliga behov samt de tre yttre faktorerna återhämtning, ledarskap och kommunikation är av betydelse för personalengagemang. Studien kom även fram till att ytterligare två yttre faktorer, tillit och frihet under eget ansvar, kan vara av betydelse för personalengagemang. Det praktiska bidraget består i att förse beslutsfattare inom organisationer med praktiska teorier för att bättre förstå och arbeta med personalengagemang. Förslag till fortsatt forskning: Vi rekommenderar att framtida forskning utför validerande tester om de tre yttre faktorerna återhämtning, ledarskap och kommunikation utgör träffsäkra och pålitliga faktorer som är av betydelse för personalengagemang. Vi anser att det vore av intresse att vidare undersöka om de två yttre faktorerna tillit och frihet under eget ansvar har någon inverkan i att bibehålla fullt personalengagemang och om det kan finnas ett samband mellan dem och behovet av självförverkligande från Maslows (1943) behovstrappa.
Aim: The purpose of this thesis is to increase the understanding of which factors that are of importance for employee engagement and how they are of importance for employee engagement according to middle managers in medium-sized to large organizations. Method: The choice of method for this thesis is based on a qualitative, social-constructive perspective based on ten semi-structured interviews with middle managers in medium-sized to large organizations. The empirical material has been analyzed on the basis of four different themes, where the empirical outcomes were compared to previous research in order to increase understanding of which external factors affect employee’s Maslow’s Hierarchy of Needs to then affect employee engagement. Contributions: Employee engagement seems to be the result of a three-step chain reaction. Where external factors need to satisfy the basic human needs of the employees, which in turn is of importance for different inner state of mind within the employees. The theoretical contribution emphasizes that employee’s basic human needs as well as the three external factors of recovery, leadership and communication are of importance for employee engagement. The study also concluded that two additional external factors, trust and freedom under one's own responsibility, may be of importance for employee engagement. The practical contribution consists in providing decision-makers within organizations with practical theories to better understand and work with employee engagement. Suggestions for future research: We recommend future researchers to conduct validating tests to affirm if the three external factors recovery, leadership and communication constitute accurate and reliable performance indicators of employee engagement. We believe it to be of interest to further investigate whether the two external factors trust and freedom to act under one’s own supervision have any correlation with maintaining a full level of employee engagement, and whether there exists a causality between them and the need of self-realization from Maslow's Hierarchy of Needs.

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Yoo, Jusung. "La formation historique des organes d’enquête criminelle en Corée du Sud : l’influence du droit français." Thesis, Paris 10, 2012. http://www.theses.fr/2012PA100208/document.

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Chaque pays a son propre système d’enquête criminelle, ayant ses propres évolutions historiques et culturelles. Malgré les grands bouleversements de la société coréenne durant le XXe siècle : colonisation japonaise (1910-1945), division entre le nord et le sud du pays (1945), Guerre de Corée (1950-1953), mise en place d’une dictature militaire par un coup d’état(1961-1987), … la Corée est devenu un pays démocratique, continuant encore de nos jours à démocratiser sa société afin de supprimer les reliquats des systèmes passés qui sont toujours présents. L’un des points importants de cette démocratisation est la réforme du système judiciaire, afin de rendre la justice du pays plus juste et redonner confiance au peuple coréen en celle-ci. Pour comprendre la situation actuelle, il est donc nécessaire de présenter l'évolution du système d’enquête criminelle en Corée au cours de son histoire, en particulier la formation historique du parquet et de la police en tant qu’organes d’enquête. Il faut également noter l’importance, pour ce sujet, du droit japonais et du droit français. Ce système coréen d’enquête n’est pas « d’origine » coréenne, mais il s’agit d’un système fortement influencé par les droits de ces deux pays étrangers dans l’histoire juridique. Cependant, il n’est pas possible de trouver une influence directe du droit français dans l’histoire juridique coréenne, car le droit coréen n’a emprunté au droit français que sous l’influence du droit japonais(qui adopta le droit français pour la modernisation du système judiciaire à l’époque Meiji) pendant la colonisation japonaise. Ainsi, on trouve la conception traditionnelle française des institutions dans le système coréen actuel, la centralisation et la hiérarchisation. Si la police et le parquet coréens qui sont les deux organes principaux chargés de s’occuper des affaires criminelle, sont ainsi centralisés, ils ont également des rapports hiérarchisés l’une par rapport à l’autre
Each Country has its own system of criminal investigation, with its own historical and cultural evolution. Despite major changes in Korean society during the twentieth century such as Japanese colonization (1910-1945), division between the north and south of the country (1945), Korean War (1950-1953), the establishment of a military dictatorship by coup d’état(1961), and so on. Korea became a democratic country, continuing even today to democratize its society to remove remnants of past systems that are always present. One of the important points of this democratization is the reform of the judicial system to make the country more just and restore the confidence of the Korean people in it. To understand the current situation, it is necessary to present the evolution of criminal investigation system in Korea throughout its history, particularly the historical formation of the public prosecutors’ service and the national police as the criminal investigative agencies. Also we have to note the importance, for this subject, of Japanese law and French law, because the Korean criminal investigative system is a system strongly influenced by the judicial system of the both foreign countries. However, it is not possible to find a direct influence of French law in the legal history of Korea because Korean law has just borrowed the institutional concepts from French law under the influence of Japanese law (who had adopted the French law to modernize its judicial system during the Meiji period) during the Japanese colonization. Thus, there are some traditional conceptions of French institution in the current Korean system, centralization and hierarchy. The Korean police and the public prosecutors’ service, which are the two main organizations are responsible for dealing with criminal cases, are centralized and they also have hierarchical relationships between them

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Jönsson, Amanda, Anna Lennartsson, and Ebba Waldau. "Provisionsbaserad ersättning för fastighetsmäklare : “Kan provision ses som ett belöningssystem och motivationsdrivare?”." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-98089.

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Sammanfattning Kurs: Ämnesfördjupande arbete, Ekonomistryning 15 hp (2FE24E) Titel: Provisionsbaserad ersättning för fastighetsmäklare “Kan provision ses som ett belöningssystem och motivationsdrivare?” Författare: Anna Lennartsson, Amanda Jönsson & Ebba Waldau Examinator: Pia Nylinder Handledare: Cristoffer Lokatt Bakgrund och problem: En vanlig syn på yrket som fastighetsmäklare anses för många vara ett mer statusyrke än slitsamt yrke. Det finns inga specifika regler för den utbetalda provisionens storlek till en fastighetsmäklare och grundidén för provision hänvisas till att individer skall motiveras av att kunna påverka vad de får i lön och därmed utföra ett bättre arbete. För att individer skall utföra ett bättre arbete, kan ett belöningssystem vara optimalt eftersom det kan fungera till att förändra beteenden. För att kunna förändra beteende måste individen känna motivation, som tillkommer av olika belöningar. Det intressanta i studien blir därmed att undersöka om provision är motiverande och om hur fastighetsmäklare resonerar till provision som ett belöningssystem. Syfte: Syftet med denna uppsats grundar sig i att undersöka fastighetsmäklarens syn på att ha en hundraprocentig provisionsbaserad lön. Vi vill undersöka fastighetsmäklares resonemang kring provision som ett belöningssystem. Slutligen vill vi analysera hur provisionen påverkar fastighetsmäklares motivation, utifrån teori modellen Maslows behovstrappa. Metod: Studien baseras på en kvalitativ struktur och den empiriska datainsamlingen kommer från sex etablerade fastighetsmäklare runt om i Sverige. Intervjuformen som valdes var semistrukturerad intervju som genomfördes digitalt genom programvaran Zoom med samtliga respondenter. I metoden presenteras även en kort beskrivning på yrket som fastighetsmäklare. Slutsats: Sammanfattningsvis kan vi konstatera att fastighetsmäklarnas resonemang på provision som belöningssystem är olika. De anser att provision är ett belöningssystem eftersom den provisionen de får är en belöning för det utförda arbetet. Andra resonerar däremot att provision inte är ett belöningssystem för att det anser att provisionen är den inkomst som alla har rätt till efter utförd prestation. Här ligger fokuset allt mer på den icke monetära belöningen, som mer handlar om status, ranking, rekommendationer och nöjda kunder för det är detta som belönar respondenterna till en maximerad prestation. Provisionen kan därmed konstateras vara motiverande för vissa respondenter eftersom de motiveras av provisionens påverkan på dess lön beroende på deras utförda prestation. Men alla respondenter ser inte provisionen som den huvudsakliga motivationen eftersom en nöjd och återkommande kund är det som ger motivation till yrket som fastighetsmäklare. Nyckelord: Belöningssystem, provision, motivation, fastighetsmäklare, finansiella incitament, flexibelt lönesystem, rörlig ersättning och Maslows behovstrappa.
Abstract Course: Bachelor Thesis, Financial Control, 15 hp (2FE24E) Title: Commission based compensation for real estate agents "Can commission-based salary be seen as a reward system and motivator?" Authors: Anna Lennartsson, Amanda Jönsson & Ebba Waldau Examiner: Pia Nylinder Advisor: Cristoffer Lokatt Background and problem discussion: A common view of the profession as a real estate agent is considered by many to be a more status profession than a tiring profession. There are no specific rules for the size of the commission based salary paid to a real estate agent and the basic idea for commission based salary is referred to that individuals should be motivated by being able to influence what they get in salary and thereby perform a better job. For individuals to do a better job, a reward system can be optimal because it can work to change behaviours. To be able to change behaviour, the individual must feel motivated, which is added by different rewards. The interesting thing about the study will thus be to investigate whether commissions- based salary is motivating and how real estate agents’ reason for commissions as a reward system. Purpose: The purpose of this thesis is based on examining the real estate agent's view of having a one hundred percent commission-based salary. We want to examine real estate agents' reasoning about commissions-based salary as a reward system. Finally, we want to analyse how the commission-based salary affects real estate agents' motivation, based on the theory model Maslow's hierarchy of needs. Method: The study is based on a qualitative structure and the empirical data collection comes from six established real estate agents around Sweden. The interview format chosen was a semi-structured interview that was conducted digitally through the Zoom software with all respondents. The method also presents a brief description of the profession as a real estate agent. Conclusion: In summary, we can state that the real estate agents' reasoning on commission-based salary as a reward system is different. They believe that commission-based salary is a reward system because the commission-based salary they receive is a reward for the work done. Others argue, however, that commission-based salary is not a reward system because it considers the commission to be the income to which everyone is entitled after performance. Here the focus is increasingly on the non-monetary reward, which is more about status, rankings, recommendations and satisfied customers because this is what rewards the respondents to a maximized performance.The commission-based salary can thus be found to be motivating for certain respondents because they are motivated by the commission's impact on its salary depending on their performance. But not all respondents see commission-based salary as the main motivation because a satisfied and returning customer is what gives motivation to the profession as a real estate agent. Keywords: Reward system, commission-based salary, motivation, real estate agent, financial incentives, a flexible salary system, variable compensation and Maslow's hierarchy of needs.

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Costa, Ricardo Tolomei. "Utilização de uma sistemática de tomada de decisão para selecionar e priorizar um portfólio de projetos de investimento." reponame:Repositório Institucional do FGV, 2012. http://hdl.handle.net/10438/9892.

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Nos dias de hoje existe uma grande demanda e pressão na seleção e definição de prioridades das alternativas de investimento para alavancar o crescimento de longo prazo das empresas. Em paralelo a este cenário, o ambiente global está cada vez mais incerto, o que implica que as escolhas realizadas por estas empresas devem se adaptar aos novos desejos do mercado e, principalmente, devem manter o direcionamento de crescimento almejado pelas mesmas. Neste contexto conturbado, as ferramentas tradicionais utilizadas para a tomada de decisão, para selecionar e definir as prioridades são as análises econômico-financeira representadas pelo Valor Presente Líquido, a Taxa Interna de Retorno e o Payback. Apesar de estes itens serem métodos robustos e consistentes na avaliação de projetos de investimentos, eles focam apenas em um aspecto (o financeiro), e as empresas, atualmente, estão envolvidas em ambientes que precisam de uma abordagem mais ampla, contemplando outras visões e dimensões não presentes nos estudos financeiros. Ou seja, quando se faz uma análise de carteira de projetos alinhada ao planejamento estratégico, é necessário realizar uma abordagem multicritério envolvendo indicadores quantitativos e qualitativos e disponibilizando aos tomadores de decisão uma informação completa e padronizada de todos os projetos, uma vez que estas iniciativas não possuem características homogêneas, pois cada uma apresenta sua respectiva particularidade e, principalmente, está em diferentes estágios de maturidade. Aliado a estes pontos, é perceptível que o processo de seleção e priorização de projetos necessita de uma sistematização que garanta a esta decisão e a este Portfólio uma maior estabilidade e fidedignidade das informações. Neste trabalho, portanto, foi elaborada uma análise multivariada, mais especificamente, a utilização de sistemas de apoio à tomada de decisão. Foram escolhidos outros critérios além do econômico-financeiro, para suportar a seleção e priorização de projetos no atendimento dos objetivos estratégicos da organização e de seus stakeholders.
Currently, there is an enormous demand and pressure in selecting and defining priorities of investment projects to direct the long term growth in companies. In parallel to this scenario, the global environment continues to be uncertain which means that the choices executed by these companies must adapt to the new market desires and, mainly, keep the growth direction defined by them. In this hectic context, the traditional tools used to make decisions to select and define priorities are financial methods as Net Present Value, Internal Return Rates and Payback. Although these methods are robust and consistent in evaluating investment projects, these procedures are based only in one aspect which is financial, and the companies are involved in an environment that needs a broad approach considering other visions and dimensions which are not included in financial analysis, other words, when you perform a Portfolio analysis aligned with the strategic planning is necessary to head a multi-criteria approach which includes qualitative and quantitative performance indices providing to the decision makers comprehensive and standardized information for all projects, once these initiatives do not have homogeneous characteristics, as each initiative has its respective specificity, and they are in different stages of maturity. In addition to these points, it seems that the process of selecting and prioritizing projects requires a systematization to ensure to this decision and this Portfolio more stability and reliability of the information. In this study, therefore, it has been developed a multivariate analysis, more specifically, using systems to support decision making. It has been chosen criteria other than the economic-financial items, to support the selection and prioritization of projects meeting the strategic objectives of the organization and its stakeholders.

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Diouf, Djibril. "Partenariats Public-Privé au Sénégal : analyse institutionnelle, contractuelle et conflictuelle du contrôle public dans l’hydraulique urbaine et périurbaine." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1134.

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A travers cette thèse, notre objectif de départ a été de comprendre en quoi l'atteinte des objectifs sociaux des PPP dépend des mesures prises par les gestionnaires publics dans le cadre de l'exercice de leurs rôles et responsabilités en matière de contrôle.C'est pourquoi il a été question pour nous de comprendre comment les pouvoirs publics au travers des dispositifs institutionnels et contractuels ont exercé ce rôle de contrôle sur le partenaire privé. Sur la base d'une telle orientation, il a été souscrit aux méthodes qualitatives notamment à l'étude de cas pour appréhender le contrôle dans les PPP. Sur l'institutionnalisation des axes comme la prise en compte de toutes les parties prenantes, les différences d'objectifs, les rôles et responsabilités, l'absence de hiérarchie ont été tour à tour analysés. Ce qui a permis d'en faire des préalables des PPP. S'agissant de la contractualisation, il a fallu s'intéresser aux modèles de contrôle qui étaient basés sur la nécessité d'apporter des corrections au système, et sur ceux qui créent les conditions d'imputabilité. En conclusion de ce point, il apparaitra que les contrats devraient s'appuyer sur des éléments de performance. Enfin, sur le traitement des divergences entre partenaires les différences d'objectifs, de valeurs et de caractéristiques, l'opportunisme des partenaires surtout privés, la nécessité d'une alliance et d'une coopération, le pragmatisme des partenaires ont été mis en avant. Autrement dit dans les PPP, il est nécessaire de procéder au management de telles divergences
Through this PhD thesis, our initial objective was to understand the control exercised by the government on their private partners in the Public-Private Partnerships. This was necessitated by the differences in objectives of the partner institutions and their different characteristics.This is why it has been the question for us to understand how the authorities through the institutional and contractual arrangements exercised this role of control over the private partner.On the basis of such an approach, it was subscribed to qualitative methods including case study to understand the control on the PPP.On the institutionalization, axis such as the inclusion of all the stakeholders, the differences in objectives, the roles and responsibilities, the lack of hierarchy were alternately analyzed. This allowing to make them prerequisites to PPPs.With respect to contracting, we had to look at the control models which were based on the need to correct the system and on those which create the conditions of accountability. To conclude this point, it will appear that contracts should be based on elements of performance.Finally, on the treatment of the differences between partners, the differences in goals, values and characteristics, the opportunism of partners especially the private ones, the need for an alliance and cooperation, the pragmatism of partners have been highlighted. In other words in the PPP, it is necessary to manage such differences

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Cardenas, Andrea, and Malin Lindeberg. "Värdering av förvaltningsfastigheter enligt IFRS 13 : en komparativ studie av verkliga värdens precision i Sverige, Tyskland och Storbritannien." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12613.

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Börsnoterade företag inom EU ska sedan år 2005 redovisa enligt den internationella redovisningsstandarden IFRS. Det innebär att börsnoterade fastighetsbolag som huvudregel kan välja att redovisa förvaltningsfastigheter till verkligt värde enligt IAS 40. Standarden ger inga tydliga riktlinjer om hur verkligt värde ska beräknas och av tidigare forskning framgår att det har bidragit till svårigheter vid jämförelser av företags finansiella information. Detta har påverkat jämförbarheten bland europeiska fastighetsbolag genom att företag på grund av brist på generella standarder om hur värderingen ska gå till, har vänt sig till nationella GAAP för vägledning. Ytterligare vägledning har efterfrågats, vilket har resulterat i standarden IFRS 13 Värdering till verkligt värde. IFRS 13 har utvecklats i syfte att tydliggöra och definiera dels begreppet verkligt värde, dels hur värderingen ska gå till. Gemensamma internationella standarder till trots, så baseras redovisningen i olika länder på olika traditioner vilka kan påverka hur redovisningen går till i praktiken. I följande studie ingår därför fastighetsbolag från Sverige, Tyskland och Storbritannien.I denna studie undersöks fastighetsbolag vilka samtliga redovisar sina förvaltningsfastigheter till verkligt värde. Studien syftar till att undersöka värderingsprecisionen under de senaste fem åren och huruvida IFRS 13 har haft effekt på värderingen. Detta undersöks genom att studera huruvida realiserade värdeförändringar uppstår vid försäljning av tillgången. IFRS 13 anger tre olika värderingsnivåer vid beräkning av det verkliga värdet och studien syftar vidare till att undersöka till vilken nivå bedömningen klassificeras att tillhöra.Studien baseras på en kvantitativ forskningsmetod med ett deduktivt angreppssätt. De teoretiska utgångspunkterna utgår från tidigare forskning inom redovisning till verkligt värde, värderingsprinciper och harmonisering av redovisningspraxis. Våra resultat visar att de undersökta fastighetsbolagen i genomsnitt undervärderar förvaltningsfastigheter med 10,99 procent. Vidare finner vi inga signifikanta skillnader i avvikelsens storlek mellan de olika länderna, eller att IFRS 13 har haft effekt på värderingen. Våra resultat kan förklaras av försiktighet och rädsla för att övervärdera tillgångar. Vi kan däremot inte uttala oss om huruvida manipulation av redovisningen är en bidragande orsak till att värderingen ser ut som den gör. Vidare kan den pågående harmoniseringsprocessen av internationella redovisningsstandarder förklara varför vi inte finner några skillnader mellan Sverige, Tyskland och Storbritannien. Vi finner också att en klar majoritet värderar till verkligt värde med hjälp av indata på Nivå 3. Ett fåtal redovisar inte denna information, vilket är anmärkningsvärt eftersom de har en skyldighet att göra det.
Listed companies within the EU are obligated to report in accordance with the international standard IFRS since 2005. This means that listed companies as main principle, can choose fair value when reporting investment properties according to IAS 40. This standard does not give clear guidance of how fair value should be calculated and previous research argues that this has contributed to difficulties when comparing financial reports. This has affected the comparability of European real estate companies, as the absence of a general valuation standard has impelled companies to address national GAAP for guidance. There has been a demand for further guidance, which has resulted in the development of IFRS 13 Fair value measurement. The purpose of IFRS 13 is to clarify and define the meaning of fair value and how the valuation should be carried out. Despite common international standards, financial reporting in different countries is based on certain values and traditions that may affect accounting practice. Hence, the focus of this study will be companies within the real estate sector in Sweden, Germany and United Kingdom.The real estate companies in this study report their investment properties at fair value. The purpose of this study is to investigate the fair value precision over the last five years and whether IFRS 13 has had an effect on the valuation. This is examined by analyzing whether realised gains are reported when the asset is sold. Furthermore, IFRS 13 defines a value hierarchy which includes three different levels for calculating fair value and the aim of this study is to highlight at which level investment properties are reported.This study is based on a quantitative research method with a deductive approach and it is based on previous research of fair value accounting, valuation principles and the harmonization of accounting practice. Our results indicate that the examined real estate companies underestimate their reported investment properties with 10,99 percent at average. Furthermore, we do not find evidence of a significant difference in valuation precision between the examined countries, nor do we find evidence that IFRS 13 has had an effect on the precision. Our results may be explained by prudence and fear of overstating the value of the assets. However, we cannot say that this is the result of manipulation of numbers. Furthermore, the fact that we do not find any differences between Sweden, Germany and United Kingdom may be explained by a continuous harmonization process of international accounting standards. We also find that a clear majority report at fair value Level 3, though there are a few who do not disclose this information. This is remarkable, as they are obligated to do so.This thesis is written in Swedish.

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Isaksson, Julia, and Ellen Bengtsson. "Konsten att charma generation Y : en studie om ekonomistudenters behov vid val av arbetsplats." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-24051.

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För att företag ska kunna attrahera men också bevara kompetenta medarbetare, krävs det att de har något att erbjuda sin anställda. Detta ställer krav på en medvetenhet kring de preferenser anställda besitter, både sett till deras behov och motivation. Just nu är det arbetstagarens marknad som råder och företag har i utmaning att attrahera kompetentpersonal till organisationer. Syftet med denna studie är därför att undersöka, genomekonomistudenters preferenser, vad som motiverar dem till en arbetsplats samt vad de tror skulle få dem att stanna på en arbetsplats. Även studenternas behov kartläggs och ger en förståelse för arbetsgivarens ansvar för arbetstagares jobbsituation. Resultatet av vår studie är ämnat att hjälpa arbetsgivare i näringslivet att attrahera samt bevara kompetent personal eftersom de genom vår studie vet vad som motiverar studenterna samt vad deras behov på enarbetsplats är. Då syftet med uppsatsen fokuserar på berättelser och förståelse av individers upplevelser gjordes en kvalitativ studie med en deduktiv forskningsansats. Resultatet presenteras eftersemistrukturerade intervjuer med respondenter av tio ekonomistudenter från generation Y och analyseras sedan med hjälp av teoretisk bakgrund. Teorierna som används för att tolka vårt resultat var Self-determination theory (SDT), Maslow behovshierarki och Herzbergs tvåfaktorteori för att undersöka ekonomistudenters motivation och behov i relation till arbetsplatser. Studien mynnar ut i att utvecklingsmöjligheter och trivsel på arbetsplatsen var det viktigaste för samtligarespondenter, men att det samtidigt fanns en spridning av attribut som individerna föredrog. Vi kunde bland annat se att de manliga studenterna var mer materialistiska än de kvinnliga studenterna. Resultatet av studien kan ge en förståelse av vad våra respondenter föredrar vid val av eller att stanna på en arbetsplats, vilket företag kan ta till sig samt ta hänsyn till och förhoppningsvis utvecklas och förbättras tack vare sin kompetenta personal.
In order for companies to be able to attract but also retain competent employees, they must have something to offer their employees. This calls for an awareness of the preferences that employees possess, both in terms of their needs and motivation. Nowadays it is the employee’s labor market and companies are challenged to attract competent staff to their organizations. The purpose of this study is therefore to examine, through economics students ‘preferences, what motivates them to start working and what they think would make them stay at a workplace. This study will also chart the needs of the students to create a comprehension for the employer’s responsibility to its employees’ work situation. The result of this study aims to help employers in the industry to attract and also keep competent staff since they, thanks to our study, will be aware of what motivates the economics students and what their needs at a workplace are. Since the purpose of this thesis is focusing on stories and understanding we have made a qualitative study with a deductive research approach. The result will be presented through semi structured interviews with ten economics students from generation Y who are studying at University of Borås. The result will later on be interpreted using our theoretical background. The theories that are used to interpret our results are Self-determination Theory (SDT),Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory to examine economics students’ motivation and needs in relation to a workplace. The study concludes that development and comfort in the workplace was the most important for all of the respondents, but there was also a spread of the attributes of what the different individuals prefered. For instance we could see that the male students were more into materialistic attributes than the female students. The result of this study can give organizations an understanding of what economics students prefer when applying for a job and to stay at a workplace, and by that they can then assimilate the results which hopefully can help them develop and improve thanks to their competent coworkers. This thesis will be given in Swedish.

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Guigo, Denis. "Vivre dans les organisations modernes : ethnologie des hommes des usines et des bureaux." Phd thesis, Ecole Polytechnique X, 1991. http://tel.archives-ouvertes.fr/tel-00463053.

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LA THESE ANALYSE QUATRE CAS D'ORGANISATIONS MODERNES : TROIS D'ENTRE ELLES SONT DES ENTREPRISES DE PRODUCTION INDUSTRIELLE PRIVEES OU PUBLIQUE (AUTOMOBILES, SIDERURGIE, ELECTRICITE); LA QUATRIEME EST UNE ADMINISTRATION MUNICIPALE. L'UNE EST SITUEE EN FRANCE, LES TROIS AUTRES EN ARGENTINE. A TRAVERS CETTE DIVERSITE DE CAS, LA THESE TENTE DE DEGAGER LES GRANDS PRINCIPES OU LA "CARACTERISATION GENERALE" DE L'ACTIVITE HUMAINE DANS LES GRANDES ORGANISATIONS MODERNES, DE PENSER L'ESPECE HUMAINE A TRAVERS LA DIVERSITE DES GROUPES. LA DIFFERENCIATION HIERARCHIQUE DES MEMBRES DES DIFFERENTES ORGANISATIONS EST EXAMINEE AVEC ATTENTION, AINSI QUE LEURS PRATIQUES SYMBOLIQUES. LA METHODE EST CELLE DE L'OBSERVATION SUR LE TERRAIN, ET LA MANIERE DONT LE CHERCHEUR S'EST INSERE DANS L'ORGANISATION EST INDIQUEE DANS CHAQUE CAS, AINSI QUE LE CONTEXTE HISTORIQUE. EN DEFINITIVE, ON CONSTATE QUE LES ENTREPRISES ET LES ADMINISTRATIONS NE FORMENT PAS DES MONDES CLOS, ET QUE LES MEMBRES D'UNE ORGANISATION PEUVENT MOBILISER D'AUTRES FACETTES DE LEUR IDENTITE. EN SUS DE L'EXERCICE DE LA CREATIVITE DOMESTIQUEE QUI LEUR EST PROPOSE, ILS REALISENT EN SOMME UN BRICOLAGE IMAGINATIF A PARTIR DES ELEMENTS ORGANISATIONNELS - MATERIELS ET SYMBOLIQUES - QUI SONT A LEUR PORTEE. IL EST PROPOSE EN CONCLUSION DE CONSIDERER LES ORGANISATIONS MODERNES COMME DES "ORDRES DE COMMUNICATION", VU QUE LES MEDIATIONS ORGANISATIONNELLES EVOQUENT CERTAINS TRAITS DU LANGAGE, COMME L'ELABORATION D'OPPOSITIONS SIGNIFICATIVES.

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Hedlund, Clara, and Anna Marble. "Vad motiverar unga vuxna till att arbeta ideellt?" Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78396.

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Ideella organisationer har en stor betydelse för det svenska samhället. För att de ideella organisationerna ska kunna fortsätta bidra till samhället är det viktigt att organisationerna är tillräckligt attraktiva för att rekrytera och behålla ideella arbetare eftersom dessa individer är väsentliga för de ideella organisationernas överlevnad. Då de som arbetar ideellt inte får någon monetär ersättning uppstod frågan vad som motiverar dem till arbetet. Syftet med detta arbete är därför att undersöka vad som motiverar unga vuxna till att arbeta ideellt utan monetär ersättning. Studien har följt en kvalitativ forskningsmetod. Datainsamlingen har genomförts genom semistrukturerade intervjuer med 14 respondenter som har arbetat ideellt inom en studentförening på en högskola eller ett universitet i Sverige under de senaste två åren. Resultatet visar på fem utmärkande motivationsfaktorer hos respondenterna: gemenskap, möjligheten att påverka, personlig utveckling, karriärutveckling och yttre påverkan. Den insamlade datan har analyserats utifrån motivationsteorier samt tidigare forskning inom ämnet. Studiens slutsats är att de som arbetar ideellt upplever en form av icke-monetär belöning bland annat socialt nätverk, erfarenhet och personlig utveckling.
Non-profit organizations have great importance for Swedish society. In order to make it possible for non-profit organizations to continue contributing, it is important that the organizations are attractive enough to be able to recruit and keep the volunteers since they are essential for the survival of non-profit organizations. Since the non-profit volunteers execute labor without monetary compensation, the question arose regarding their motivation. The purpose of this essay is to examine what motivates young adults to work without monetary compensation. A qualitative method has been used to study this subject, using semi-structured interviews with 14 participants who have worked in a non-profit student association at a college or university in Sweden during the last two years. The results showed five distinctive motivators for the respondents: a sense of belonging, the possibility to make a difference, personal development, career development, and external influence. The collected data was analyzed based on motivation theories and previous studies within the subject. The conclusion of the study is that volunteers in non-profit organizations experience non-monetary compensation, for instance social networking, experience, and personal development.

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Lindgren, Carl-Johan, and Jesper Ivarsson. "Värdering av förvaltningsfastigheter – En kvalitativ studie ur tre perspektiv." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12963.

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Det har sedan länge konstaterats att förvaltningsfastigheter utgör en central roll i världsekonomin. Inte minst har detta uppdagats under kriser såsom den globala finanskrisen år 2008. Själva värdet på en förvaltningsfastighet är därför inte av intresse endast för fastighetsbolaget i fråga, utan även för intressenter. Sedan år 2005 ska noterade företag inom EU upprätta koncernredovisning i enlighet med IFRS vilket innebär att värdering sker till verkligt värde. År 2013 antogs IFRS 13 Värdering till verkligt värde av EU vilken med hjälp av en hierarkisk värderingsmodell på ett tydligare vis ska definiera värderingsprocessen. Värderingsarbetet sker antingen genom intern värdering eller extern värdering och granskning av denna process genomförs av revisorer. Det finns inte några formella krav på att extern värdering ska tillämpas utan detta är endast en uppmuntran.Syftet med studien är att belysa värderingsprocessen av förvaltningsfastigheter ur tre perspektiv. De perspektiv vi valt att utgå ifrån är interna värderare, externa värderare samt revisorer. Detta för att åtnjuta en så representativ bild som möjligt av själva värderingsprocessen. Studien utgår från en abduktiv forskningsansats där vi valt att genomföra semistrukturerade intervjuer, således är metoden för denna studie kvalitativ. Sju intervjuer har genomförts varav två har skett med interna värderare, två med auktoriserade externa värderare samt tre med auktoriserade revisorer. Tonvikt har lagts på revisorer då dessa antas inneha bäst kunskaper rörande IFRS för att få en så djup förståelse som möjligt för värderingsprocessen av förvaltningsfastigheter.Studien visar att på att översättningen från engelskans ”fair value” till svenskans ”verkligt värde” är olycklig och stundtals direkt missvisande. Anledningen är att det verkliga värdet inte nödvändigtvis behöver vara exakt eller just verkligt. Det är snarare en uppskattning av värdet vilket således borde benämnas rimligt värde, rättvisande värde eller alternativt marknadsvärde som dessutom är det begrepp som används inom branschen.Studien visar även på att ett formellt kunskapskrav genomsyrar branschen till följd av att värderingsprocessen är komplex och svårbegriplig. Finansiella rapporter är sällan tillfredsställande uttömmande vilket resulterar i en informationsasymmetri gentemot de intressenter som inte har eller kan åtnjuta samma kunskaper.Värderingen av förvaltningsfastigheter sker uteslutandet till indata på Nivå 3 vilken är den lägsta nivån inom värderingshierarkin i IFRS 13. Värdering till indata på Nivå 3 förklaras med att varje fastighet är unik i sitt slag. Därför menar respondenterna att det inte går att applicera ortsprismetoden, vilket innebär att fastigheten värderas till ett pris utifrån faktiska transaktioner på en aktiv marknad. Ortsprismetoden definieras enligt IFRS 13 som indata på Nivå 1 och är att ses som huvudmetod.Av studien framgår att det ryms mycket problematik vid värdering till verkligt värde och att IFRS 13 är för generellt för värdering av förvaltningsfastigheter. Trots de negativa aspekter som lyfts fram i studien är en förändring av rådande regelverk ingenting som förespråkas av respondenterna.
For a long time, it has been found that investment properties have a significant role in the world economy. This has been discovered during crises such as the global financial crisis in the year of 2008. The value of an investment property is therefore not only of interest for the real estate company in question, but also for stakeholders. Since 2005, listed companies in the EU must draw up consolidated accounts in accordance with IFRS, which means that valuation is carried at fair value. In 2013, IFRS 13 was adopted, which by means of a hierarchical valuation model should clearly define the valuation process. The valuation work takes place either through internal or external valuation and review of this process is carried out by auditors. There are no formal requirements for external valuation being used, however it is an encouragement.The purpose of the study is to highlight the valuation process of investment properties from three perspectives. The perspectives are represented by internal evaluators, external evaluators and auditors. This is meant to provide a more balanced representation of the actual valuation process. The study is based on an abductive research effort where we chose to carry out semi-structured interviews. Thus, the method of this study is qualitative. Seven interviews have been conducted, two of which have been conducted with two internal evaluators, two with external evaluators and three with auditors. The interviews conducted are meant to provide the reader with more context and a deeper understanding of the valuation process in relation to investment properties. Emphasis has been on auditors as they are believed to possess the best knowledge regarding IFRS.The study shows that the translation from the English concept “fair value” to the Swedish concept "verkligt värde" is unfortunate and sometimes directly misleading. The reason is that the fair value does not necessarily have to be exact which the Swedish concept suggests but rather an estimate of the value. The translation for the Swedish concept for fair value would be “true value” if translated back to English. For this reason, we believe that the concept of use should rather be called “rimligt värde” which is the exact translation from fair value to Swedish, or market value as it is being used in the field.The study also shows that a formal knowledge requirement pervades the industry because of the evaluation process being complex and difficult to comprehend. Financial reports are rarely satisfactory, resulting in an information asymmetry vis-à-vis some stakeholders.The valuation of investment properties is made exclusively to level 3 inputs, which is explained by the fact that each property is unique in its kind. Hence, it is not possible to apply the comparative method which by theory and prevailing rules are to be considered the main method. Despite the many deficiencies highlighted in the study, a change in the prevailing regulations is nothing advocated by the respondents. This even though the study finds that IFRS 13 is too general for valuation of investment properties.~ III ~This thesis is written in Swedish.

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Hjerpe, Östlind Victoria, and Matilda Rådström. "Diamanter eller empati : En studie om monetära och icke-monetärabelöningssystem inom offentlig sektor." Thesis, Karlstads universitet, Avdelningen för företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78943.

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Inledning: Tidigare studier visar att det måste finnas en balans mellan monetära och icke-monetära belöningar. Då den offentliga sektorn finansieras med skattemedel är dock möjligheten till monetära belöningar begränsad vilket kan ha en påverkan på belöningssystemets balans. Studiens syfte är således att undersöka eventuella skillnader mellan monetära och icke-monetära belöningssystem kopplat till motivation samt hur balansen mellan dessa uppnås inom offentlig sektor. Litteraturgenomgång: Under denna rubrik upphämtas information om olika motivationsteorier som bland annat Maslow (1943) och Herzberg (1968) har gjort. Sedan upphämtas även information om motivationsteorierna Public Service Motivation och Self Determination Theory. Det ges även en genomgång på vad belöningssystem, monetära belöningar samt icke-monetära belöningar är samt en presentation av belöningssystem inom offentlig sektor.Metod: För att besvara studiens frågeställningar används en kvalitativ ansats genom semistrukturerade intervjuer. Detta eftersom medarbetarnas upplevelser av belöningssystemet skulle undersökas. Urvalet består av ekonomer anställda i två svenska kommuner (Sunne/Torsby). Resultat: Studien visar att monetära belöningar inte har någon större påverkan på medarbetarnas motivation i deras dagliga arbete men att icke-monetära belöningar både påverkar deras prestation och effektivitet i arbetet. Bristande monetära belöningar kan dock vara en anledning till att lämna offentlig sektor. Analys, diskussion och slutsats: Slutsatsen dras att monetära belöningar är en förutsättning för att arbeta och för att inte känna missnöje och att den begränsade möjligheten till monetära belöningar inte har någon större inverkan på medarbetarnas motivation. De icke-monetära belöningar agerar däremot som motivatorer i större utsträckning och har en chans att nå medarbetarnas inre motivation.
Introduction: Former studies shows that it must be a balance between monetary and non-monetary rewards. The public service is financed with tax assets which sets an limitation of how much monetary rewards you can get, which also can affect the balance in the reward system. The study aims to explore if there are any differences between monetary and non-monetary rewards connected to motivation and how the balance between these can be achieved within the public service. Literature review: Within this heading are a few motivation theories, such as Maslow (1943) and Herzberg (1968) presented. The chapter also present information about the motivation theories Public Service Motivation and Self Determination Theory. Furthermore, explanations of the study’s central concepts reward system, monetary rewards and non-monetary rewards are given. This is followed by a presentation of previous research that examines different perspectives of public service reward systems. Method: To reciprocate the issues of the study, a qualitative approach through semi-structured interviews is applied. This because of the study’s purpose that aims to analyze the public service coworkers’ experiences of the reward system. The respondents are economists employed within two Swedish municipalities.Result: The study shows that monetary rewards have no significant impact on employees’ motivation in their daily work but that non-monetary rewards affect both their performance and efficiency in the work. However, lack of monetary rewards can be a reason to leave the public sector. Analysis, discussion and conclusion: It is concluded that monetary rewards are a prerequisite for working and not feeling dissatisfaction, and that the limited opportunity for monetary rewards has no major impact on employee’s motivation. The non-monetary rewards, on the other hand, act as motivators to a greater extent and have a chance to reach employees’ inner motivation.

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George, Rosett, and Sagal Hassan. "Upplevelser av byråkrati inom Tingsrätten." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-23171.

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Experiences of bureaucracy in courts have been a bit controversial in previous research. There are contradictions about how bureaucratised the courts are in Sweden and what the consequences are. On the other hand, is bureaucracy claimed to run the risk of unethical proposals being made and the official to prevent it, but on the other hand that the courts are not bureaucratic but rather superfluous. Another study is for bureaucracy where it is considered that unclear regulations makes the work difficult. The study is intended to investigate further what it looks like in the district Court of Sweden, in order to provide a perspective on how the officials themselves experience it, in order to increase the understanding of what the organizational form should be. Since there are contradictions, it is interesting to investigate it.

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Kao, Tzu-Hui. "University student satisfaction: an empirical analysis." Lincoln University, 2007. http://hdl.handle.net/10182/1833.

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New Zealand's tertiary education sector has experienced political reform, social changes, economic changes and globalisation in the last two decades, and the sector has become more internationally competitive. DeShields, Kara, and Kaynak (2005) recommended that management of higher education should apply a market-oriented approach to sustain a competitive advantage. Therefore, understanding and managing students' satisfaction and their perceptions of service quality is important for university management if they are to design and implement a market-oriented approach. The purpose of this research is to gain an empirical understanding of students' overall satisfaction in a university in New Zealand's higher education sector. A hierarchal model is used as a framework for the analysis. Fifteen hypotheses are formulated and tested to identify the dimensions of service quality as perceived by university students, to examine the relationship between students' overall satisfaction with influential factors such as tuition fees (price) and the university's image, and to determine the impact of students' overall satisfaction on favourable future behavioural intentions. In addition, students' perceptions of these constructs are compared using demographic factors such as gender, age, and ethnicity. The findings of the study are based on the analysis of a sample of 223 students studying at Lincoln University. Support is found for the use of a hierarchical model and the primary dimensions; Interaction Quality, Physical Environment Quality, and Outcome Quality, as broad dimensions of service quality. Ten sub-dimensions of service quality, as perceived by students, are identified. These are: Academic Staff, Administration Staff, Academic Staff Availability, Course Content, Library, Physically Appealing, Social Factors, Personal Development, Academic Development, and Career Opportunities. The results indicate that each of the primary dimensions vary in terms of their importance to overall perceived service quality, as do the sub-dimensions to the primary dimensions. In addition, the statistical results support a relationship between service quality and price; service quality, image, and satisfaction; and satisfaction and favourable future behavioural intentions. However, there is no statistical support for a relationship between price and satisfaction. The results also suggest that students' perceptions of the constructs are primarily influenced by their ethnicity and year of study. The results of the analysis contribute to the service marketing theory by providing an empirically based insight into the satisfaction and service quality constructs in the New Zealand higher education sector. The study also provides an analytical framework for understanding the effects of the three primary dimensions on service quality and the effects of service quality on constructs including price, image, satisfaction, and favourable future behavioural intentions. This study will assist management of higher education to develop and implement a market-oriented service strategy in order to achieve a high quality of service, enhance students' level of satisfaction and create favourable future behavioural intentions.

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Zarrouk, Khaled. "La transmission intergénérationnelle des connaissances dans les banques tunisiennes : Ebauche d’une comparaison avec les banques allemandes." Thesis, Paris, CNAM, 2011. http://www.theses.fr/2011CNAM0795/document.

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La transmission intergénérationnelle des connaissances au sein de la banque tunisienne au moyen de la formation sur le tas fait traditionnellement partie de la culture de branche inhérente au secteur bancaire. Ce mode de formation archaïque n’a pas disparu, et la banque tunisienne a même intégré de nouveaux modes plus modernes. La comparaison avec la situation des banques allemandes, pionnières dans le domaine de la formation professionnelle et surtout de la formation duale permet d’une part de mettre en relief l’avènement d’une entrouverture au recrutement externe de jeunes diplômés issus de l’université. Mais, également et d’autre part de montrer que l’adoption par les banques tunisiennes de ce mode de formation censé créer davantage de synergies entre les salariés contribue au contraire à dégrader davantage le climat social aussi bien entre qu’avec la hiérarchie. En effet, dans un contexte de renouvellement des générations, couplé avec une ouverture à la concurrence internationale, le management introduit de nouvelles pratiques gestionnaires, et veut modifier rapidement la culture interne tout en gardant cette transmission à des fins de codification
The intergeneration transfer of technical and professional knowledge within the Tunisian banking system thanks to the training on the job belongs to the traditional culture of the financial sector. This kind of archaic training, it hasn’t disappeared. The Tunisian banks have as well already integrated new and modern ways of training. The international comparison with German banks allows to underline the external recruiting of young graduated people from universities. Moreover, and despite the fact that the Tunisian banking system is following the German training example which is due to lead to more synergies between employees and hierarchy, we notice that the internal culture is deteriorating more and more because of the introduction of managing practises which only take into account the maximisation of the banks profit abilities. In a context of renew generation and opening to the international competition, the management introduce new management practices and want to change the internal culture with keeping this technical and professional knowledge to permitting a codification

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Huang, Shih-Yang, and 黃士洋. "The Status of Administrative Hierarchy in Democratic and Legal State-The Constitutional Limit of the Administrative Organ’s Reformational Strategy in ROC-." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/41681413559875581122.

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碩士
國立臺北大學
法學系
92
With high-grade effect, hierarchy (bureaucracy) became the most popular type of government organization in modern state. However effective it was, hierarchy doesn’t seem suitable to nowadays changeful environment. Besides, hierarchy shows a complete lack of efficiency and causes a huge amount of waste, which become much more unbearable while government’s financial straits are getting worse and worse. Considering such situation, to overcome the defect of hierarchy by reforming governmental organization has become a worldwide agitation. Many countries had raise their own programs (Such as the “New Public Management” in England and the “New Steering Model” in German) and put them into practice. However, such issue in Taiwan is discussed in a slipshod way. First of all, while we are reforming our own governmental organization, we didn’t pay much attention to what’s the real problem of hierarchy in Taiwan. Besides, we completely ignored the connection between hierarchy and constitution, which could probably form the constitutional limits to the government organization’s reform. In view of such situation in Taiwan, the purpose of this article is to find out what is the function of hierarchy in democratic and Legal State and the connection between hierarchy and constitution. In this way, we could form the constitutional limits to the government organization’s reform in Taiwan.

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Chen, Fen-ju, and 陳玢如. "The Application of Analytic Hierarchy Process to the Establishment of Performance Assessment Indicators for Administrative Managers and Staffs in Private Universities and Colleges." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/556p84.

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碩士
銘傳大學
管理研究所碩士在職專班
96
There are a total of 148 higher education institutions in Taiwan. The highly competitive market in this regard has thus driven private institutions to the difficulty in maintaining sustainable operations. The performance of administrative units at private universities, however, is closely related with the school operation performance and the education quality of teaching units. Therefore, it requires the performance assessment of school executives and other administrators to enhance the overall performance of school administrative units. Given this understanding, this research intends to build an assessment model for school administrative managers and other staffs so as to provide a useful reference for higher education institutions wishing to formulate or improve their performance assessment system. As part of the research process, first of all, this study induced the performance assessment indicators of different private universities and collected professional opinions from 12 experts in the field to ensure the indicator system. Furthermore, the Analytic Hierarchy Process (AHP) was employed to calculate the weights of the indicators at each level. This study, as a result, has summarized the following conclusions: 1.The three-level performance assessment model for administrative managers are as follows: (1) The first-level dimension includes indicators such as “work (0.166)”, “professional competence (0.256)”, “morality(0.440)”, and “endeavor(0.149)”; (2) The second-level dimension includes indicators such as “work ability (0.437)”, “job performance (0.563)”, “learning ability (0.457)”, “professional knowledge (0.543) ”, “work attitude(0.226)”, “integrity(0.451)”, “loyalty (0.324)”; (3) The third-level dimension includes indicators such as “leadership(0.222)”, “analytical ability (0.381)”, “communication and coordination ability (0.398)”, “work quality (0.342)”, “problem-solving (0.658)”, “technical skills (0.432)” and “familiarity with legal regulations(0.568)”. 2.The three-level performance assessment model for administrative staffs are as follows: (1) The first-level dimension includes indicators such as “work (0.217)”, “professional competence (0.207)”, “morality (0.418)” and “endeavor (0.158)”; (2) The second-level dimension includes indicators such as “work performance (0.310)” , “job performance (0.690)”, “learning ability (0.605)”, “professional knowledge (0.395)”, “work attitude (0.382)” and “integrity (0.4618)”; (3) The third-level dimension includes indicators such as “aggressiveness (0.554)”, “enthusiasm (0.446)”, “work quality (0.568)”, “work efficiency (0.432)”, “learning intension (0.596)” and “learning effectiveness (0.404)”.

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Tsai, Hui-Chi, and 蔡慧綺. "The Application of Delphi Technique and Analytic Hierarchy Process to Study on Job Stress And Coping Method for Part-time Administrative Director Teachers in Public Senior Vocational School." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/45727b.

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碩士
國立臺北科技大學
工業工程與管理系EMBA班
96
The purpose of this study was to construct relative weights for part-time administrative director teachers in public senior vocational school , in hope of providing for Ministry of Education and related organizations, schools and for part-time administrative director teachers and later researhers some useful suggestions in order to help to reduce for part-time administrative director teachers in public senior vocational school teachers’ job stress. In this research , a preliminary structure of indexes for part-time administrative director teachers in public senior vocational school was drafted , based on the literature review Later , 3 questionnaire surveys were conducted on experts .In the first and second surveys , Delphi Technique was applied to confirm the indexes and hierarchies of part-time administrative director teachers in public senior vocational school. In the third survey , Analytic Hierarchy Process was adopted to calculate the relative weight of each index. Through the above surveys , data collection , and statistic analyses , the following discussions was proposed. Ⅰ. The structure of " For Part-time Administrative Director Teachers in Public Senior Vocational School " are in 3 hierarchies .There is 1 evaluation indexes in the first hierarchy , 6 in the second , and 20 in the third. Ⅱ. In the first hierarchy , " working load stress " has the highest weight of 27.63% and is the most important item. Ⅲ. In the second hierarchy , " Owing to school staff diffrence of opinion,so I must eliminate the ember to disparage and promote my deskwork. " has the highest weight of 21.24% and is the most import item.

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Liou, Run-Wei, and 劉潤威. "Research on the Factors of the promotion of Coast Guard Administration Voluntary Military by Analytic Hierarchy Process." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/k73pft.

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碩士
育達科技大學
資訊管理所
107
After the implementation of the government's policy of re-engineering, flattening, and military recruitment, the patrol station implemented the manpower reduction and internal organizational changes, resulting in changes in the unit's establishment and adjustment of the command system. Most of the volunteers were in the ranks of the volunteers. After serving in the service period, they chose to retire, resulting in the loss of talents, which seriously affected the maintenance of the grassroots shore patrol force. This study uses the hierarchical analysis method and the modified Defi method questionnaire survey to explore the key factors for the retention of volunteers through the military officers who have a certain number of years of service in the military service. Firstly, through the discussion of various related literatures, the factors affecting retention are initially drawn up. Through the revision of the experts, the factors of 14 items were summarized, and the analysis of the key factors for the retention of the strategizing method was used. It was found that the factors affecting the first three considerations of the volunteers of the sea patrol department were "retirement support for life" and " The Force Management Culture and the "Military Welfare" are used as a reference for the Marine Guard. Keywords：Volunteerism, willingness to stay, hierarchical analysis, and modified Defifa.

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46

"Internal structure and the transition from a two-tier to a three-tier hierarchy." Tulane University, 1994.

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This study examines the effects of three variables, owner involvement, compensation contracts, and accounting-monitoring systems on the success of a firm's transition from a two-tier to a three-tier hierarchy. An illustrative model of the decision-making process is suggested The effects and relative importance of these three variables are studied through field studies of seven firms in the water treatment industry. The findings provide evidence that, at least for these firms, owner involvement can have a negative association with company profits, but this effect may be mitigated by the presence of well-designed accounting-monitoring systems and, to a lesser degree, by carefully constructed compensation contracts
acase@tulane.edu

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Mavanyisi, Hafusi Jonathan. "The nature of political control over the bureaucracy with preference to the Northern Province." Diss., 2002. http://hdl.handle.net/10500/696.

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This dissertation focused on the nature of political control over the bureaucracy with reference to the Northern Province (1994-1998). Bureaucracies are controlled in various ways. Mechanisms aimed at ensuring public accountability towards ministers, national assemblies, the courts or ombudsmen may be instituted. The civil service may become politicised, so that it shares the ideological enthusiasm of the government of the day. Counter-bureaucracies may be formed to create an alternative advisory service and to strengthen the hand of elected politicians. Should the bureaucracy be subjected to political control? The reality of 'government by officials' may function behind the facade of representative and democratic accountability, which is the precise reason why control over bureaucratic power is one of the most urgent problems in modern politics and public administration and why no political/administrative system has found an easy solution to this problem yet. It is against this background that answers can be found to the question of whether the bureaucracy should be subject to political control and how such control should be exercised. Research questions which could herald possible solutions to the problem, were pursued. The study describes, analyses, and evaluates political control over the bureaucracy as an integral part of public adminstration and an essential ingredient of representative democracy. The dissertation also investigated the difference between the variables of the political and the administrative systems state-related structures and institutions and the ideological grounding of state-related concepts that influence the milieu of political control over the bureaucracy. Among others, the study determined the nature of the bureaucracy, provided a picture of how bureaucracies function, and described the factors and institutions that influence the interaction between the political and the administrative systems in terms of political control.
Public Administration
M.P.A. (Public Administration)

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Lin, Chin-An, and 林晉安. "A Study on Critical Success Fators of Information System Outsourcing with Analytic Hierarchy Process - a Case of R.O.C. Coast Guard Administration." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/yurh6f.

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碩士
國防大學管理學院
資訊管理學系
98
In a computerization age, information systems become more important for each department of R.O.C. government. However, there exists an operation environment that information manpower is insufficient and requirement threshold of information technology is high. For achieving a goal of information system operation quickly, information system outsourcing is one good solution for each department of R.O.C. government. Therefore, outsourcing result of information system would impact administrative performance for each department. R.O.C. Coast Guard Administration (CGA) has been implemented over 30 information systems by outsourcing. This study tries to discuss critical success factors of information system outsourcing of CGA with AHP. We conclude critical success factors of information system outsourcing with reviewing literatures. Then, by expert questionnaires, this study builds an AHP questionnaire of information system outsourcing of CGA. After collecting AHP questionnaires, we use expert choice software to calculate weight of each critical success factor of information system outsourcing of CGA. With the calculated weights, we can understand the precedence of critical success factors of information system outsourcing of CGA. The analyzed results show that the three most important critical success factors are “good communication”, “crisis prevention and handling” and “requirement change handling”. If CGA pays much attention on the three critical success factors; it can enhance a probability of information system outsourcing.

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Cheng, Ming-ya, and 鄭名雅. "An Application to Analytic Hierarchy Process and the Study of Estimating for Laundromat Security Administration─Take Taichung College Town for an Example." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/95367844878601223202.

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碩士
逢甲大學
建築所
95
On July 16th , 2006, in Taiwan, there had been an accident of gas explosion at a self-service laundry at Banqiao in Taipei County, which caused great losses of lives and properties. The issues of fire safety control of city are revealed due to this accident. In fact, for cost-saving reason, some self-service laundries use gas as power instead of electricity. According to Regulation of Public Hazardous Substances & Flammable Pressurized Gases Establishment Standards & Safety Control Procedures, the storage amount of liquefied petroleum gas should not be over 80 kilograms for business use. However, the indefiniteness and negligence are still existed in the position of self-service laundries and the administration of self-service laundries by fire regulations. The above-mentioned reasons are the motives of this research. Based on the safety-conservation characteristics of public business, this research investigates the fire precaution planning and the security management of self-service laundries, in order to adopt a strategy for fire precaution in self-service laundries, to increase the fire precaution capability of self-service laundries, and to avoid fire occurrence. The chosen areas are vicinities of some universities in Taizhong city. The main reason for choosing these areas is that the quantities of self-service laundries over these areas are higher than other areas. The investigation method is first to get elementary data by field investigation, after that, the data are analyzed by using experts′ questionnaires and Analytic Hierarchy Process, to find out the weighing of each potential risk factors of public security environment. Furthermore, some reasonable suggestions and rules could be brought up to the security assessment of self-service laundries. Four perspectives of this research are as follows: 1. To build standard steps for installing gas devices and basic protection measures in self-service laundries. 2. To make the fire precaution plans and the security management models. 3. To find the best strategy for fire precaution for self-service laundries and to attract citizens’ attention on public security of self-service laundries. 4. To provide references of security management of self-service laundries to the government and the laundry owners.

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50

Van, Schalkwyk Andre. "Totstandkoming, ontwikkeling en funksionering van metropolitaanse munisipaliteite in Suid-Afrika, met spesifieke verwysing na die stad Tshwane metropolitaanse munisipaliteit." Diss., 2003. http://hdl.handle.net/10500/2559.

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Text in Afrikaans
This dissertation is focused on questions on how the metropolitan municipalities, with specific reference to the City of Tshwane Metropolitan Municipality (CTMM), originated and developed. Against this background, the study consists of a theoretical exploration of the nature of the metropolis as a feature, as well as specific concepts related to it, an investigation into the most important metropolitan problems and an outline of the historical complications regarding the origin of metropolitan municipalities. In addition to this, personnel matters, financial relations and systems, the integrated development plans, ward committees and the role of councillors within the context of the CTMM were also investigated.
Public Administration
M.P.A.

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Dissertations / Theses on the topic 'Administrative hierarchy'

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