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Wilby, Jennifer Margaret. "Hierarchy theory and epidemiology : a narrative critique." Thesis, University of Hull, 2007. http://hydra.hull.ac.uk/resources/hull:13819.
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Integrating approaches from systems thinking with the methods and tools from the discipline of epidemiology, at the level of the management of international health policy and emerging (and reemerging) infectious disease (EID), the subject of this thesis, is a novel approach. The aim of integrating these approaches in this thesis was to provide additional insights into the management of EID, alongside the aims of enriching the practice of both systems and epidemiology. This thesis proposed that applying a systemic approach using systems thinking (and specifically the systems approach that addresses problematical situations from a hierarchical perspective) in combination with existing epidemiological knowledge, could provide an enriched description for the modelling, planning, intervention, and response in an analysis of international guidance in public health policy-making. This research was undertaken using a multi-disciplinary multi-paradigm approach of combining the systematic review process with critical systems thinking to explore a functionalist and interpretive approach to hierarchical systems thinking. There are several outcomes from this research: 1) The compilation of a comprehensive narrative of published work on hierarchy theory and those areas of epidemiology relevant to this study; 2) a process for critical systematic review; 3) a narrative review and critical systems thinking analysis of functionalist and interpretive hierarchical approaches in complex systems; and 4) a critical reflection on the usefulness of combining these hierarchical systems approaches with methods and data from other disciplines; in this case, epidemiology and the study of EID. This research has shown that there are contributing risk factors in the emergence of infectious disease not addressed in current policy making procedures for EID. The implications of this are important in reviewing current EID policies. Further work in this area is suggested to investigate whether the functionalist and interpretive hierarchical analysis is feasible in other complex systems, and in further investigating the philosophy, principles and practice of this multi-disciplinary approach.
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Parker, Harry. "Veterans First Contracting Program Preference Hierarchy: Effect on Veteran-Owned Small Business." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2750.
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U.S. Department of Veterans Affairs (DVA) leaders created a Veterans First Contracting Program (VFCP) under Public Law 109-461 to provide procurement opportunities for veteran-owned small businesses (VOSBs) and service-disabled veteran-owned small businesses (SDVOSBs). However, DVA leaders established a preference hierarchy that increased opportunities for SDVOSBs and decreased opportunities for VOSBs. Research was lacking regarding the effects of the preference policy on VOSBs as a distinct small business category. The purpose of this phenomenological study was to explore and understand the experiences of 20 VOSB owners actively enrolled in the VFCP from Maryland, Virginia, and District of Columbia. Through the lens of distributive justice theory, this study examined the perceptions of VOSB owners about seeking access to VFCP procurement opportunities. These perceptions were examined within a framework of fairness. Qualitative data was collected through semistructured interviews resulting in coding and thematic analysis according to Moustakas modified van Kaam method. Findings uncovered 3 major themes: (a) VOSBs perceived a benefit to VFCP enrollment, (b) preference afforded SDVOSBs affects VOSBs motivation and VFCP competition structure (c) VOSBs perceived an unfair opportunity distribution between SDVOSBs and VOSBs. The study informs government leaders of the need to improve VOSB standing as a small business group. Implications for positive social change may be realized with a policy adjustment designed to strengthen VOSB access to federal procurement opportunities because increased competition has the potential to promote DVA cost savings.
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Fallatah, Rodwan Hashim Mohammed. "The applicability of Maslow's Hierarchy of Needs model to Saudi organisations." Thesis, University of Kent, 2015. https://kar.kent.ac.uk/53835/.
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One of the most influential and often quoted content theories of human motivation is Abraham Maslow’s Hierarchy of Needs. Maslow’s theory is based on an assumption that all humans are motivated by a hierarchy of needs that are fundamental and universal. While many studies have attested to the wide relevance and applicability of this model, some other legitimate studies have argued that the theory is limited in terms of its universal applicability because of its Anglo-Saxon monoculture orientation. In view of these differing points of view, this thesis investigates and tests the extent to which Maslow’s Hierarchy of Needs model is applicable or relevant to a Saudi organisational context. The empirical study was undertaken at two Saudia Arabian universities. One of the universities has a devout religious orientation while the other is, relatively, moderately religious in its outlook. The research utilised Porter’s Needs Satisfaction Questionnaire to collect the data. The data then underwent a quantitative (e.g. Q-Sort) analysis and a qualitative (thematic) analysis, yielding a number of findings related to the research questions and objectives. The findings suggest that Maslow’s theory of motivation is not universally applicable. The research generates a hierarchy of needs that is not the same as that proposed by Maslow’s theory. Furthermore, the findings reveal differences in the order of these needs across gender and religion. Therefore, this research has generated a new, refined order of motivational drivers in the Saudi organisational context, which reflects contextual influences of gender and religion.
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Kristof, Gary Michael. "Planning Business Improvement using Analytic Hierarchy Process (AHP) and Design Structure Matrix (DSM)." Thesis, Montana State University, 2005. http://etd.lib.montana.edu/etd/2005/kristof/KristofG1205.pdf.
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Many management system engineering ideas and theories have evolved to help businesses grow and achieve their goals. Applying these ideas and theories to a business system is a strategic planning issue and results in a bewildering array of strategic alternatives for business system improvement. Choosing the appropriate alternatives is a complex and difficult decision. The most appropriate strategic alternative must be executable. To be executable the strategic alternative must not only be technically feasible, but must also overcome social and cultural obstructions. This research presents a planning approach to select the most appropriate strategic alternative and to plan its implementation. The planning approach is built on a planning framework synthesized from previous research. This framework involves the following planning functions: 1. Determine business strategic alternatives 2. Acquire business knowledge 3. Shape business for strategic advantage 4. Implement plan - operational engagement The planning approach uses Analytic Hierarchy Process (AHP), Project Management Tools (PMT) and Design Structure Matrix (DSM) to implement these functions and plan business improvements. This research demonstrates that rational hierarchies appropriate for strategic alternatives analysis using AHP can be constructed. Business scenarios are used to show that AHP method prioritizes alternative strategies differently under different business circumstances. In addition, the data generated by the AHP can be aggregated into statements of work and input into DSM to generate a project plan to implement organizational design changes and achieve strategic intent.
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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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<p> 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.</p>
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Frielingsdorf, Klaus. "Contractor evaluation and selection for projects using the analytic hierarchy process." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52747.
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Thesis (MBA)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT: Changes in the global salt market have presented Walvis Bay Salt Refiners with an opportunity to increase its current sales by approximately 40%. Following several pre-feasibility studies, the expansion project plan was created. The construction of new ponds, canals and sluices were to be performed by a subcontractor as selected through a tender process. The scope of the work comprised approximately 70% of the total project cost and it also represented the most critical part of the expansion project. Thomas Saaty’s Analytic Hierarchy Process, was used as a group decision support system for the selection of the most suitable subcontractor. The weighted average mean method was used to aggregate individual scores. A sensitivity analysis was performed following the final outcome to gain a deeper understanding of the problem, obtain a measure of margin between subcontractor scores and to check for the correctness of numbers.<br>AFRIKAANSE OPSOMMING: Veranderinge in die wêreld soutmark het vir Walvis Bay Salt Refiners 'n geleentheid gebied om sy verkope met ʼn beraamde 40% te verhoog. Na verskeie voorondersoeke is 'n volledige projekplan opgestel. Die vervaardiging van damwalle, kanale en sluise sou deur 'n kontrakteur gedoen word wat deur ʼn tenderprosedure gekeur sou word. Die omvang van hierdie gedeelte van die uitbreidingsprojek verteenwoordig ongeveer 70% van die totale projekkostes en is terselfdelyk die mees sensitiewe gedeelte van die projek. Thomas Saaty se Analytic Hierarchy Process is gebruik as die groepbesluitnemingsondersteuningstelsel om die mees geskikte kontrakteur te kies. Die geweegde gemiddelde is gebruik om die individuele oordele saam te voeg. Sensitiwiteits analise is uitgevoer nadat die finale uitslag bepaal is om sodoende beter insig in die probleem te ontwikkel, om ʼn beter onderskeiding tussen die kontrakteur puntetellings te kry en om die juistheid van die syfers na te gaan.
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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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Vanhatalo, Jussi. "Process structure trees decomposing a business process model into a hierarchy of single entry single exit fragments." Berlin dissertation.de, 2009. http://d-nb.info/1000407012/04.
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Tchape, Philippe, and Colin Wilcox. "Social Media and the impact of business hierarchy on knowledge sharing within an organization: Case of SoftX." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-51875.
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In a rapidly growing global economy businesses must effectively manage their assets to remain competitive and promote company growth. Many companies are only now beginning to realize that employee knowledge is a valuable asset to their business and also needs to be managed. Organizations are exploring different ways to improve the sharing of knowledge within a business and how to keep employee’s with key knowledge within the business. This study investigates social media and the impact of business hierarchy on knowledge sharing within an organization. The use of social media, in our particular case, wikis, within an organization is investigated as part of the broader term Enterprise 2.0. This study is based on the theoretical understanding of wikis as tools that enable internalization, externalization and objectification of knowledge. This study investigates what may be the contributing factors that affect an employee’s use of a centralized wiki for knowledge sharing. This study focuses on the employees of a British software development and training company, SoftX, and used a mixed method research strategy based on the use of online surveys and face-to-face interviews. We used an online tool, SurveyMonkey, to register and correlate responses to our survey. In total, 99 responses were received and semi-structured, face-to-face interviews were conducted with five employees. Correlations were used in establishing foundation for the analysis of the variables. Finally, the causality between the assumed factors affecting the use of the SoftX wiki is tested using multiple linear regression analysis. Several important factors presented themselves as a result of our study at SoftX which could explain the apparent lack of use of their wiki as a means of knowledge sharing within the business. The analysis demonstrates that the use of the SoftX's wiki by employees was influenced by organizational, personal and technological factors.
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Korpi, Martin. "Migration, wage inequality, and the urban hierarchy : empirical studies in international and domestic population movements, wage dispersion and income: Sweden, 1993-2003." Doctoral thesis, Handelshögskolan i Stockholm, Samhällsekonomi (S), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-1482.
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Kan, Nelson. "The need hierarchy of small/medium Chinese trading/mfg. firms and its implications on the strategy of local Chinese banks /." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12315977.
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Gardner, Stephen Wayne. "Analytic hierarchy analysis of leadership skills in education as rated by selected education, community, and business members in northwest Florida." [Pensacola, Fla.] : University of West Florida, 2005. http://purl.fcla.edu/fcla/etd/WFE0000047.
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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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Goaied, Amna, and Christian Sjöland. "Biodiversity and Business : Multiple Case-Studies on Biodiversity Strategy in Sweden." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-160476.
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Biodiversity loss has been stated as one of the greatest risks for the future society according to the World Economic Forum (2018, p. 5). A million species is risking extinction due to current societies’ practices according to a report published during the conduction of this study(Brondizio et al., 2019, p. 3). This situation of biodiversity has led an increasing amount of countries to enforce legislation which requires companies that work with land development to comply with no net loss goal. In Sweden, no such legislation existed with regards to biodiversity. Against this background, a group of seven companies in Sweden voluntarily chose to strive toward the goal of biodiversity net gain. According to BNG strategy, a company does not only avoid, minimise, restore and offset to reach the point where zero net loss of biodiversity is achieved, but goes farther to create a net gain. As it is not sufficient for companies to stop emissions in order to halt the loss of biodiversity, BNG practices can help mend and even reverse the negative impacts until a gain of biodiversity is attained. A greater understanding of the opportunities that companies can benefit from implementing BNG helps spread this practice across industries. No previous research within the business literature explains companies’ voluntary initiatives to embrace BNG. Therefore, this explorative study suggested the research question of what the drivers are encouraging companies to voluntarily work towards achieving biodiversity-net-gain in Sweden. Due to the lack of previous research about companies’ drivers to engage with BNG, our theoretical framework was found based on the drivers from business case for sustainability and CSR approaches as a factor to generate change. To be able to answer the research question, it was necessary to establish what BNG is and how it has developed from the concept of ecosystem services. Having an interpretivistic standpoint, this study was completed according to an inductive and deductive approach. This was in order to facilitate the exploratory nature that our qualitative and comparative study. We conducted a multiple-case study through semi-structured interviews with seven large companies in the context of Sweden. These businesses are considered as the most ambitious in working towards BNG’s goal. The findings from the primary data was complemented by secondary data about the companies, the status of current legislation in Sweden and the sustainability status in Sweden. As a result of this thesis, we found that cost and cost reduction, risk and risk reduction, sales and profit margin, reputation and brand value, attractiveness as employer, innovative capabilities, stakeholders and health and well-being of future society to all be drivers for BNG. By applying our theoretical framework in the Swedish context, the seven companies were identified to engage in a proactive corporate biodiversity behaviour. Business cases for biodiversity were identified in some of the companies.
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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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Au, Po-shu. "The evolution of multinational enterprises : a four-level hierarchy of needs model and econometric analysis of determinants of the Hong Kong SAR as an international investment location /." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk/hkuto/record.jsp?
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Kan, Nelson, and 簡以能. "The need hierarchy of small/medium Chinese trading/mfg. firms and its implications on the strategy of local Chinese banks." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263215.
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區寶樹 and Po-shu Au. "The evolution of multinational enterprises: afour-level hierarchy of needs model and econometric analysis ofdeterminants of the Hong Kong SAR as an international investmentlocation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31242820.
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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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Smuts, Francois. "Estimating the effectiveness of a mobile phone network's deferred revenue calculated through the use of a business automation and support system." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6726.
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Thesis (MComm (Logistics))--University of Stellenbosch, 2011.<br>ENGLISH ABSTRACT: Mobile phone networks form an integral part of economic and social development globally. Mobile phones have become an everyday part of life and it is hard to imagine a competitive economy without the availability of mobile communications. Emerging markets benefit most from the implementation of mobile technology and growth trends are outperforming earlier predictions. The most popular and sustainable payment model used by mobile phone networks in emerging markets is the pre paid mechanism used for the distribution of airtime. This mechanism brings about unique challenges for networks in emerging markets. In this thesis the importance of the mobile phone network pre paid value channel is introduced through an analysis of pre paid revenue. A brief introduction is given to the systems and products that contribute to the functioning of the pre paid value channel. The revenue generation process is described with regards to the pre paid sector of the market and an in-depth explanation of the importance of deferred revenue is given, how it is recorded and what role it fulfils in the generation of revenue. The complexity of the network environment, both technical and operational makes the use of a business automation and support system (BSS) a necessary tool for effective execution of tasks and processes within the network environment. These systems record information from a wide spectrum of available technical network resources and use this information to automate the flow of network products. The use of such a system for the calculation of deferred revenue is suggested. Saaty‟s Analytical Hierarchy Process (AHP) algorithm and the Elimination and Choice Expressing Reality (ELECTRE) method are used to compare the newly proposed method for the calculation of deferred revenue using a BSS.
Using Saaty's algorithm to estimate the effectiveness of deferred revenue as reported through the use of a BSS yields favourable results for the proposed method. This helps to bridge the gap in the poorly researched mobile telecommunications industry. ELECTRE is used to substantiate the findings of the model using AHP and meaningful tests are done to motivate correctness and accuracy of the results obtained throughout. Most importantly, the findings
were shared with academic and industry experts, adding meaningful resemblance to the goals set out to achieve.<br>AFRIKAANSE OPSOMMING: Mobiele foon netwerke is wêreldwyd 'n onlosmaakbare deel van ekonomiese en sosiale ontwikkeling. Mobiele fone is deel van ons alledaagse lewe en dit is moeilik om 'n kompeterende ekonomie te bedink sonder die beskikbaarheid van mobiele kommunikasie. Ontluikende markte trek die meeste voordeel uit die implementering van mobiele tegnologie en groeitendense vertoon beter as wat vroeër voorspel is. Die mees gewilde en volhoubare betaalmetode wat deur mobiele foon netwerke in ontluikende markte gebruik word, is die voorafbetalingsmeganisme wat vir die verspreiding van lugtyd gebruik word. Hierdie meganisme bring unieke uitdagings vorendag in ontluikende markte. Die tesis beskryf die belangrikheid van die mobiele foon netwerk voorafbetalingswaardekanaal deur 'n analise te maak van vooruitbetalingsinkomste. 'n Kort oorsig oor die sisteme en produkte wat bydra tot die funksionering van die vooruitbetalingswaardekanaal word verskaf. 'n Beskrywing van die inkomste-genereringsproses vir die vooruitbetaling-sektor van die mark word verskaf en 'n in-diepte verduideliking van die belangrikheid van uitgestelde inkomste, hoe dit vasgelê word en watter rol dit speel in die generering van inkomste word verduidelik. Die kompleksiteit van die netwerkomgewing, beide op 'n tegniese en operasionele vlak, maak die gebruik van 'n besigheidsoutomatisering en ondersteuningsisteem (BSS) 'n noodsaaklike instrument vir die effektiewe uitvoer van take en prosesse binne die netwerkomgewing. Hierdie sisteme stoor informasie vanuit 'n wye spektrum van beskikbare tegniese netwerkbronne en gebruik die inligting om die vloei van netwerkprodukte te outomatiseer. Die gebruik van sodanige sisteem word voorgestel vir die berekening van uitgestelde inkomste. Saaty se Analitiese Hierargie Proses-algoritme (AHP) en die Eliminasie en Realiteit-Deur-Keuse Uitdrukkingsmetode (ELECTRE) word gebruik vir die vergelyking van die voorgestelde metode vir die berekening van uitgestelde inkomste deur middel van 'n BSS.
Die gebruik van Saaty se algoritme om die effektiwiteit te bereken van uitgestelde inkomste soos gemeld deur die gebruik van 'n BSS, lewer gunstige resultate vir die voorgestelde
metode. Dit vul 'n leemte in die swak nagevorsde mobiele telekommunikasie industrie. ELECTRE word gebruik om die bevindinge van die AHP-model te substansieer en betekenisvolle toetse word deurentyd gedoen om die korrektheid en akkuraatheid van die resultate te motiveer. Die belangrikste aspek van die navorsing is dat die bevindinge gedeel is met kenners binne die akademie sowel as die industrie, wat nou aansluit by die doelstellings wat aanvanklik beoog is.
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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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Machado, Perez Luis Daniel. "Developing Policy for a Tech Program Based on Understanding Organizational Practices." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849648/.
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This thesis contributes to research that informs the studies of organizational management and organizational anthropology. It examines the internal hierarchy and organizational practices of a Tech Company and describes how findings contributed to policy recommendations aimed towards supporting a “guild” model for organizational success. The data collecting and research were undertaken while working as an employee of the Tech Program and subsequent analysis continued past the end of that phase of work. Methods included semi-structured interviews which captured the sentiments and understandings of employees within the organization, and a questionnaire which revealed sentiments and experiences from former employees. These were buttressed with participant observation engaged through a participatory action research methodology. Findings add to the work directed towards understanding the effect of Founder’s Syndrome within organizations. Additionally, this thesis contributes to a growing body of research centered on best practices for fostering positive organizational growth by creating lines of communication from front-line employees to management level employers.
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Åslund, Anna-Karin, and Mattias Brunnström. "Lika som bär? : en jämförelse mellan svenskt och kinesiskt ledarskap ur svenskt perspektiv." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7465.
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Titel: Lika som bär? – En jämförelse mellan svenskt och kinesiskt ledarskap ur svenskt perspektiv. Nivå: C-uppsats i ämnet företagsekonomi. Författare: Mattias Brunnström och Anna-Karin Åslund. Handledare: Lars Ekstrand Datum: 2010-06 Syfte: Kina är ett land med en starkt växande ekonomi och allt fler svenska företag har börjat få upp ögonen för denna nya kraftfulla marknad. En etablering i Kina kan dock försvåras avsevärt eftersom kulturen skiljer sig från den svenska i många avseenden. Denna kulturella skillnad väcker frågor gällande det ledarskap som är nödvändigt för att kunna utnyttja Kinas potential. Syftet med detta arbete är att ta reda på hur svenska ledare upplever de utmaningar avseende kulturella skillnader som det innebär att vara verksam ledare i Kina. Vi vill även ta reda på om de olikheter och likheter som existerar i litteraturen stämmer överens med verkligheten. Metod: Vi har använt oss av en kvalitativ metod. Tio frågor har utarbetats av författarna med grund i den studerade litteraturen. Frågorna har sedan skickats med e-post till respondenterna som fått cirka två veckor på sig att besvara dem. Svaren har vi bearbetat och redovisat. Resultat & Slutsats: Den kinesiska kulturen skiljer sig på många punkter från den svenska. Den svenska kulturen och det svenska arbetslivet präglas av jämlikhet. I Kina är däremot hierarki väldigt viktigt och det påverkar i allra högsta grad arbetet. Särskilt känsligt är kritik och feedback. Vikten av hierarki gör även att kinesiska medarbetare har svårt att närma sig sin chef. Förslag till fortsatt forskning: Vi tycker att det skulle vara intressant att genomföra en branschstudie som representeras av både svenska och kinesiska ledare för att få en bättre bild av hur kinesiska ledare ser på svenska ledare samtidigt som skillnader inom olika branscher belyses. Nyckelord: Kultur, ledarskap, hierarki, jämlikhet, skillnader, Sverige, Kina.<br>Title: Peas in a pod? – A comparison between Swedish and Chinese leadership from Swedish perspective. Level: Final assignment for Bachelor Degree in Business Administration. Author: Mattias Brunnström and Anna-Karin Åslund. Supervisor: Lars Ekstrand. Date: 2010-06 Aim: China is a country with a strongly growing economy and more and more Swedish companies have began to open their eyes to this powerful market. An establishment in China can be considerably complicated because the culture is different in many aspects. This cultural difference brings up questions regarding the leadership that is necessary to exploit Chinas potential. The aim of this paper is to find out how Swedish leaders experience the challenges regarding the cultural differences involved in being a leader in China. We would also like to find out if the differences and similarities that exist in the literature are accurate with reality. Method: We have used a qualitative method. Ten questions have been worked out with a foundation in the studied literature. The questions where then e-mailed to the respondents that had about two weeks to answer them. The answers have been processed and presented by us. Result & Conclusions: The Chinese culture is in many ways different from the Swedish. The Swedish culture and the Swedish work-life are characterized by equality. In China on the other hand, hierarchy is very important and it does very much affect work. Particularly sensitive is critique and feedback. The importance of hierarchy also makes it hard for Chinese workers to approach their boss. Suggestions for future research: We think it would be interesting to conduct industry studies which are represented by both Swedish and Chinese leaders to get a better picture of how Chinese leaders see the Swedish leader while differences are highlighted in different industries. Key words: Culture, leadership, hierarchy, equality, differences, Sweden, China.
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Mozeris, Tomas. "Veiklos taisyklėmis grindžiamos reikalavimų specifikacijos panaudojimas projektuojant informacines sistemas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2012~D_20131031_150954-84193.
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Informacijos sistemų (IS) kūrimo procesas turi gan nusistovėjusią struktūrą, tačiau ji neužtikrina aukštos kuriamų sistemų kokybės ir optimalaus atitikimo vartotojų poreikiams. Paprastai IS kūrimas susideda iš šių etapų: reikalavimų surinkimo, analizės ir specifikavimo, projektavimo, realizavimo, testavimo, diegimo ir sistemos palaikymo. Būtent išsamus ir teisingas reikalavimų specifikacijos sudarymas užtikrina tolimesnę projekto sėkmę. Tai inicijuoja naujų metodų kūrimą, kurie akcentuoja veiklos taisyklių (VT) koncepciją. Pagal šią koncepciją IS kūrimo metu taisyklės atskiriamos nuo kitų sistemą sudarančių objektų, taip sukuriant prielaidas tikslesniam reikalavimų fiksavimui. Šio darbo tikslas išnagrinėti KTU Informacijos sistemų katedroje sukurtą veiklos taisyklėmis grindžiamos reikalavimų specifikacijos sudarymo metodą ir pagerinti tiriamo metodo pritaikomumą sistemos projektavimo stadijoje. Pagal minėtą metodą, baigus reikalavimų specifikavimo procesą, visi surinkti ir struktūrizuoti reikalavimai fiksuojami saugykloje. Analizuojant šiuos duomenis siekiama turimus reikalavimus transformuoti į UML kalbos diagramas.<br>Information system (IS) development process has a relatively consistent structure, although it does not guarantee that all user requirements are represented correctly in the final system. Typically IS development consists of the following phases: requirements capture, analysis and specification, design, development, testing, installation and system support. The complete and correct requirement specification facilitates the further success of the project, therefore it is extremely important. This simple fact is one of the reasons why new approaches, such as those based on the business rules (BR) concept, keep on emerging. According to the BR concept, the business rules are separated from other system constitutive objects, thus creating an environment for a more accurate requirement capture. The main goal of this work was to examine the business rules based requirements specification method developed at KTU Department of Information system and come up with the ways of how to use the specified requirements during the system design phase. The decision was made to create the requirements-to-UML diagrams transformation methodology, which is presented in this document. The methodology was evaluated using a partial prototype implementation showing it can be applied in practice.
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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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Swedenborg, Tobias, and Karl-Anton Brötmark. "Jämförelse av IT-system för säljrapporter : Framtagning av metod för jämförelse och med applicering i en fallstudie." Thesis, KTH, Skolan för teknik och hälsa (STH), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-183097.
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Valet av IT-system kan vara en omfattande process som trots många iblandade kan resultera i ett misslyckade, vilket kan leda till stora och oförutsedda kostnader. Om jämförelsen inte sker enligt en säker och beprövad process är risken större att valet blir fel då det snarare grundas på känsla och marknadsföring än en opartisk jämförelse. Företaget Genero Solutions erbjuder en IT-lösning för säljstyrning som bland annat tillhandahåller rapporter över fältsäljkårers besöksstatistik och ser ett behov av ett bättre rapportsystem som ger granskare av dessa rapporter större frihet vid exploatering av data. Många leverantörer av IT-system inom Business Intelligence erbjuder den här typen av rapportsystem, vilket gör det än svårare att välja vilket system som passar Genero Solutions bäst. Eftersom det finns en väldig mängd av dessa system är risken stor att valet blir fel om jämförelsen inte sker enligt en säker process, utan istället grundas på känsla och marknadsföring. Denna rapport innehåller en metod som jämför tre olika rapportsystem baserad på en etablerad jämförelsemetod för att undersöka möjligheten att åstadkomma ett vetenskapligt resultat. Jämförelsen granskar de tre Business Intelligence systemen Microsoft Powber BI, The Diver Solution och Qlik Sense och baseras på Analytic Hierarchy Process (AHP). Rapporten resulterar i motiverad metod som är lämpad för undersökningen samt en rekommendation till Genero Solutions av det rapportsystem som är bäst lämpat.<br>Selecting the right IT-system might be an extensive process which, despite many people involved, might lead to a failure which can mean high and unforeseen costs. If the comparison of systems isn’t done according to a proven method there is a higher risk that the final choice of IT-system is based on emotions and good marketing rather than a straight and fair comparison. Genero Solutions offers an IT-solution for sales control which is partly providing reports containing statistics from the sales force on field. Genero Solutions is in need of a better reporting system which gives the inspector of the reports more flexibility when exploring data. There are many providers within Business Intelligence who is offering this kind of reporting service, which makes it even harder choosing the system fitting Genero Solutions needs. This report develops a method which is based on scientific theories and the established comparison method Analytic Hierarchy Process (AHP), aiming to achieve a scientifically proved result and apply it by examine the Business Intelligence systems Microsoft Power BI, The Diver Solution and Qlik Sense The result of this report in a motivated method that is suited for this investigation and also a recommendation for which system that is best suited for Genero Solutions needs.
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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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Nyström, Martin, and Anna Wahlman. "Den oförutsägbare privatresenärens köpbeteende : inom flygtransportbranschen." Thesis, Linköping University, Department of Management and Economics, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-250.
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<p>Bakgrund: Flygtransportbranschen är hårt konkurrensutsatt genom stark etablering av lågprisbolag. Därtill har händelser såsom terrordådet i New York och SARS påverkat marknaden negativt; branschen har dessutom drabbats av förändrat kundbeteende, bland annat hos privatkunder, och flygbolagen finner det allt svårare att förutse kundernas köp. En medvetenhet om att resenärerna ser priset som en primär faktor vid val av flygbolag finns, men det har visat sig svårt att identifiera andra faktorer.</p><p>Syfte: Syftet med denna uppsats är att öka förståelsen för privatresenärers köpbeteende vid val av flygbolag. Vidare skall vi genom detta dra slutsatser om faktorer som påverkar kundtroheten inom flygtransportbranschen.</p><p>Genomförande: Uppsatsen bygger på kvalitativ metod, där empirisk rådata har insamlats genom 48 intervjuer med privatresenärer, fyra intervjuer med anställda på marknadsavdelningen på Scandinavian Airlines Sverige AB och en oberoende intervju med en professor vid Handelshögskolan i Stockholm.</p><p>Resultat: Våra resultat bekräftar prisets betydelse vid val av flygbolag, men utöver detta har vi kunnat se ett antal för privatresenären värdeskapande faktorer, bland annat personalens bemötande, som påverkar valet av flygbolag. För att beskriva privatresenärernas köpbeteende har vi utvecklat en anpassad behovshierarki för flygtransportbranschen baserat på Maslow, där olika värdeskapande faktorer beskrivs. Studien visar att privatresenären, i huvudsak, ser flygresan inrikes och inom Europa som en transport och efterfrågar därmed främst en enkel, smärtfri och billig resa. Vid interkontinentala flygresor får andra värden en större vikt. Studien har även visat att privatresenärernas motiv för att återkommande efterfråga ett flygbolag inte går att beskrivas på ett generellt plan. Av den anledningen har vi utvecklat lojalitetsbegreppet genom identifiering och beskrivning av sju olika typer av lojaliteter, vilka utvärderas i relation till troheten till företaget, engagemanget till köpprocessen och engagemanget till företaget.</p><br><p>Background: The commercial airline business is facing keen competition from low fares airlines. Air transport has also been effected by incidents like terrorist attacks and SARS. On top of this, the airlines are seeing a change in their customers’ behaviours, which makes it harder to foresee their purchases. The airlines know that the primary factor for choosing an airline is price, but it has proven to be difficult to identify other factors.</p><p>Purpose: The purpose of our master thesis is to increase the comprehension about leisure travellers’ buying behaviour, when choosing a specific airline. Further, we shall draw conclusions about factors that have an effect on loyalty within the commercial airline business.</p><p>Research method: The master thesis is based on an empirical study. 48 interviews have been conducted with leisure travellers, and four with staff members from the marketing department at Scandinavian Airlines Sverige AB; one independent interview with a professor at Stockholm School of Economics was also conducted.</p><p>Results: Our study confirms the importance of price when choosing a specific airline, but we have also seen that other value-based factors have an influence on the choice; among other things kind treatment from the airline staff. To be able to describe the leisure travellers’ buying behaviour, we developed a suited hierarchy of needs for the commercial airline business, based on Maslow, where you can find different value-based factors. Our results show that the leisure traveller sees the flight only as a transport, when travelling domestic or within Europe, and therefore searches for an easy way of travelling to the best price available. When travelling on intercontinental flights, customers attach more importance to other values. The study has also shown that the leisure travellers’ motives for repurchasing from the same airline cannot be described on a general level. We have therefore developed the concept of loyalty by identifying and describing seven types of loyalties. All are being evaluated in relation to the loyalty to the company, the commitment to the buying process and the commitment to the company.</p>
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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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Cheng, Liujia, and Zheren Jiang. "What drives consumers to keep the top-tier elite membership of premium hotels : Economic Needs or Spiritual Needs?" Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-448556.
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It is well recognized that due to customers’ ever-growing material and cultural needs for a better life, an increasing number of people choose to experience premium hotels on their work trips or personal travels to keep top-tier elite membership of premium hotels. Previously, most luxury consumption research showed that higher needs drive consumer behaviour, such as identifying recognition and self-esteem. However, many people still focus on achieving job tasks, increasing income, or saving money by their membership. This phenomenon brings a puzzle about whether keeping top-tier elite membership of premium hotels is driven by spiritual needs or economic needs. To address that, this study drew on Maslow’s Hierarchy of Needs Theory. It investigates the effects of spiritual needs (higher need) and economic needs (lower need) on consumer willingness to keep top-tier elite membership of premium hotels and how individual education levels moderate these effects. This study administers an online questionnaire-based survey among top-tier elite membership owners of premium hotels in mainland China. It uses the PLS-SEM technique to analyse the 150 valid questionnaires we collected. Our empirical findings indicate that spiritual needs, instead of economic needs, are the key driver to encourage consumers to maintain their top-tier elite membership of premium hotels. Furthermore, we uncover the moderating effect of individual education level and determine that the positive impact of spiritual needs on consumer willingness to keep top-tier elite membership of premium hotels is strengthened among highly educated people. Therefore, this study mainly reinforces the theoretical and practical value of Maslow’s Hierarchy of Needs in luxury consumption research and extends its application, meanwhile, advances the research on luxury consumption and particularly in top-tier elite members of premium hotels.
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Milana, Milana. "The Development of a Hybrid Knowledge-Based System for Integrated Maintenance Strategy and Operations in an Automotive Industry Environment: The Development of a Hybrid Knowledge-Based (KB) System/ Gauging Absences of Pre-Requisites (GAP)/Analytic Hierarchy Process (AHP) Methodology for Integrated Maintenance Strategy and Operations in an Automotive Industry Environment." Thesis, University of Bradford, 2018. http://hdl.handle.net/10454/17446.
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The dependency of maintenance as a manufacturing logistic function has made
the considerations of maintenance decisions complex in nature. The importance
of maintenance has escalated significantly by the increasing of automation in
manufacturing processes. This condition switches the traditional maintenance
perspective of “fire-fighter” into the business competitive driver. As a
consequence, maintenance needs to consider other related aspects of decision
making to achieve competitive advantage.
This research aims to develop a hybrid Knowledge-Based (KB)
System/GAP/AHP methodology to support the integration of maintenance
decision with business and manufacturing perspectives. It constructs over 2000
KB rules on Strategic Stage (business and manufacturing aspects) and
Maintenance Operations Stage (maintenance aspects). Each aspect contains
KB rules attached with GAP analysis to assess the gap between current and
prerequisite condition. AHP analysis is then deployed to compare those aspects
structurally in a pair-wise manner to identify the critical ones to be rectified. This
hybrid KB system is useful in reviewing the existing maintenance system
performance and provides reasonable recommendations to improve
maintenance performance with respect to business and manufacturing
perspectives. Eventually, it indicates the roadmap from the current state to the
benchmark goals for the maintenance system.
This novel methodology of KBS/GAP/AHP to support maintenance decision is
developed for a particular application in the automotive environment. The
validation is conducted in two automotive companies in Indonesia and one
published case study in an automotive company. The result confirms that the
developed KB system can provide the valid, reasonable and consistent result to
propose structured recommendation for maintenance improvement priority.
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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.<br>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.<br>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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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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Sund, Nina, Anna Larsson, and Nils Wistrand. "Kinesiska affärsetableringar i Sverige : Kartläggning över områden som förbättrar chanserna att lyckas." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:du-10739.
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Aim and starting point: The aim of the Bachelor thesis is to examine and define the paramount knowledge Chinese businessmen need in order to succeed with their establishment in Sweden. The authors also seek to answer what incentives attract Chinese businessmen to come to Sweden, as well as how Chinese establishments in Sweden can be predicted to appear in the future. Results/conclusions: The study outlines key areas in which Chinese businessmen should have knowledge in order to succeed with their establishment in Sweden. The results also gives an indication on how Chinese business establishments in Sweden will appear in the future, into which areas the Chinese mainly invest/establish in, as well as why and how these are done. On the basis of this material the authors generate proposals for educational packages which among others can be sold to Chinese businessmen. Knowledge overview: Here relevant theory connected to the area of study is presented. The knowledge overview presents the Swedish in relation to the Chinese perspective in areas such as: culture, hierarchy, relations, Face, communication, HRM, education, CSR and labour law. The knowledge overview can itself contribute to fostering an understanding of differences between Sweden and China. Method: The area of research has been accessed by a combination of methods. The study is both deductive and explorative. The main channel of information and data collection are in-depth interviews which are used as a deductive starting point, an expert investigation and as a Grounded Theory. As a complement the authors have also conducted a delphi study in which an expert panel answered questions concerning the future of Chinese establishments in Sweden. The deductive and explorative parts have been analyzed individually and have each generated a conclusion. These conclusions have then been interwoven in a synthesis that highlights and creates new knowledge.<br>Syfte och utgångspunkt: Syftet med kandidatuppsatsen är att undersöka vilka kunskaper kinesiska affärsmän främst behöver för att lyckas med sina etableringar i Sverige. Författarna söker även svar på vad som kan locka kinesiska affärsmän till Sverige, samt hur kinesiska etableringar i Sverige kan komma att te sig i framtiden. Resultat/Slutsats: Studien genererar nyckelområden inom vilka kinesiska affärsmän bör ha kunskaper för att lyckas med etableringar i Sverige. Resultatet ger även indikationer på hur kinesiska affärsetableringar i Sverige kommer att te sig i framtiden, inom vilka områden kineserna främst investerar/etablerar sig i, samt varför och hur dessa görs. Genom detta underlag genererar författarna förslag till utbildningspaket som bland annat kan säljas till kinesiska affärsmän. Kunskapsöversikt: Här presenteras relevant teori kopplad till området som undersökts i studien. Kunskapsöversikten presenterar det svenska respektive det kinesiska perspektivet inom områden som kultur, hierarki, relationer, ansikte, kommunikation, HRM, utbildning, CSR och arbetsrätt. Kunskapsöversikten kan i sig bidra till att skapa förståelse för olikheter mellan Sverige och Kina vilka kan påverka affärsrelationer. Metod: Forskningsområdet har undersökts genom en metodkombination. Studien är såväl deduktiv som explorativ. Den huvudsakliga informations- och datainsamlingskanalen är djupintervjuer som används till såväl en deduktiv utgångspunkt som expertutredning och grundad teori. Som komplement har även en delphiundersökning gjorts där en expertpanel besvarat frågor angående framtida kinesiska etableringar i Sverige. Den deduktiva och de explorativa delarna har analyserats var för sig och genererat varsin slutsats. Dessa slutsatser har sedan vävts samman i en syntes som förtydligar och skapar ny kunskap.
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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.<br>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.<br>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.<br>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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Roig, Tierno Honorat. "Análisis de áreas comerciales mediante técnicas SIG: Aplicación a la distribución comercial y centros tecnológicos." Doctoral thesis, Universitat Politècnica de València, 2013. http://hdl.handle.net/10251/32832.
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Esta Tesis centra la atención en la aplicación que los SIG pueden tener en diferentes campos de la economía como las empresas minoristas o los centros tecnológicos intensivos en conocimiento.
Los SIG pueden definirse como el conjunto de herramientas para recoger, almacenar, transformar y mostrar los datos espaciales para un conjunto particular de propósitos (Burrough, 1988). Por su parte, Barredo (1996) precisa que los SIG son sistemas digitales que, a través de un conjunto de herramientas de hardware y de software, permiten el análisis y manipulación de datos geográficos proporcionando una modelación de la realidad.
Por una parte, en el sector minorista, la apertura de un nuevo local es un factor crítico ya que comporta una serie de riesgos monetarios y de imagen muy elevados para la empresa. Por ello, resulta clave realizar un correcto análisis de la localización para las nuevas aperturas (Hernández & Bennison, 2000). El uso de los SIG ha facilitado la comprensión de la información geográfica para los gerentes que carecen de conocimientos técnicos, ayudándoles, por tanto, a tomar decisiones difíciles y de gran envergadura (Ozimec et al., 2010). Además, los SIG son capaces de gestionar la información cartográfica con datos alfanuméricos. Por ello, los SIG se están convirtiendo en una herramienta indispensable para la toma de decisiones sobre la localización de establecimientos (Mendes & Themido, 2004).
Por otra parte, los centros tecnológicos, cuando se conciben como proveedores de servicios avanzados para permitir la innovación (COTEC, 2003), también pueden ser considerados ¿minoristas¿ cuyo producto son los servicios intensivos en conocimiento o knowledge intensive business services (KIS). Por lo tanto, el concepto de trade areas también se puede aplicar a los centros tecnológicos en cuanto a su ubicación y el diseño de sus estrategias, entre otros aspectos. Así, diferentes autores destacan la importancia de la proximidad geográfica de los centros de tecnología para que puedan ofrecer un servicio eficaz y apoyar a las empresas (Barrio & García-Quevedo, 2005; Tödtling & Kaufmann, 2001). Por ello, en la investigación que se llevará a cabo en esta Tesis, también se aplicarán técnicas GIS a los centros tecnológicos, en un intento de mejorar el conocimiento sobre los determinantes de la distribución espacial entre las empresas asociadas a un centro tecnológico.<br>Roig Tierno, H. (2013). Análisis de áreas comerciales mediante técnicas SIG: Aplicación a la distribución comercial y centros tecnológicos [Tesis doctoral no publicada]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/32832<br>TESIS
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Segon, Michael John. "Institutionalising ethical cultures: an investigation of formal organisational approaches." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16179/.
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This thesis examined the institutionalisation of ethics within Australian organisations. A particular focus is the role of the strategic apex, or executive level of the organisation, in establishing the environment in which an ethical culture can develop. The literature review examined both organisational theory and existing approaches to developing organisational ethical culture using formal mechanisms such as written policies, procedures, training and development and reinforcement strategies. This revealed the polarisation of ethics literature between compliance and integrity based approaches. This is seen to be consistent with only two forms of organizations, the mechanistic and organic structures. This was identified as a major flaw in ethics literature as it does not inform organisations about appropriate ethical design for organisations that fall in between this continuum. The review of organisational theory concluded that components of organisational structure are used to discuss organisational moral responsibility and are also the components of the compliance and integrity approaches to organisational ethics. A tentative hypothesis was established that organisational ethics systems would be more effective if they are in fit with an organisation's structure. The study utilised a qualitative case based research method, argued as appropriate given the focus being strategic alignment of organisational structure and ethics frameworks. Thus was also recognised as having limitations, specifically not addressing the behavioural impact of such strategies in a significant way. The study examined the ethical frameworks of three large organisations. This included: an analysis of background to the ethics strategy, the design process, who was given responsibility for design and implementation of the framework. The major characteristics of the program was considered, how it was encultured throughout the organisation and consideration of any evaluation mechanism. This was contrasted against the organization's structural characteristics to establish whether the ethical framework was in fit with the structure of the organization. The analysis and discussion identified that senior management support was evident in all three case studies and crucial to the development of an ethical culture. Extensive written policies (codes of ethics and conduct) were identified in all three cases; however, the extent of appropriate support systems determined the degree to which these policies were effective. There was a general lack of understanding of ethical systems within the organisation with little expertise evident by those responsible for the programs in terms of appropriate strategies for enculturation. Ineffective strategies were mainly due to lack of appropriate support mechanisms (communication, training, reinforcement and reward and review) or inconsistency between support mechanisms and other organisational policies A major conclusion of the thesis is that the strategies used for enculturation of ethics, are basic organisational design variables. As such ethical frameworks need to be informed by organisational theory so as to design systems that achieve fit which leads to greater effectiveness.
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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.<br>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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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.<br>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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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.<br>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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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.<br>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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Östling, Robert. "Bounded rationality and endogenous preferences." Doctoral thesis, Handelshögskolan i Stockholm, Samhällsekonomi (S), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-454.
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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.<br>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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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.<br>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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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.
Full textAbstract:
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.