Relevant bibliographies by topics / Organisation – Performances

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organisation – Performances'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Organisation – Performances"

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Aria Widjaja, Muhammad Yusuf, Mukhamad Yasid, and Abdurrahman Misno. "Pengaruh Budaya Organisasi dan Gaya Kepemimpinan Transformasional-Transaksional terhadap Kinerja Karyawan melalui Komitmen Organisasi dan Kepuasan Kerja pada Yayasan Nurul Hayat." BISMA (Bisnis dan Manajemen) 11, no. 1 (October 31, 2018): 77. http://dx.doi.org/10.26740/bisma.v11n1.p77-103.

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Cultural organisation as a system formed by the company management, has the same characteristics than other organisations. It is due to the leader has authority to change the old paradigm to a new transformation. The purposes are employees have a high commitment in organisation, satisfaction at work, and also to improve the performance of the given contribution. The purpose is to examine the Influence of Cultural Organisation and a leader style which is Transformational-Transactional sign to Employee Performance, High Commitment in Organisation, and also the satisfaction at work.. This study applies Structural Equation Modeling (SEM) with 5% alpha significance. Data is obtained from 116 employees “Nurul Hayat” Foundation with proportional sampling technique by using questionnaires, interviews and documentation. At P-Value (> 0,05) and T-Value (> 1,96) indicate that, Culture Organisation has positive and significant influence on employee performance, organisation commitment and job satisfaction. The leadership style has positive and significant influences on job satisfaction and organisation commitment. The leadership style has positive and insignificant effects on employee performances. Organisation commitment has positive and insignificant effects on employee performances. Job satisfaction has positive and significant effects on employee performances.
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Carlucci, Daniela, and Giovanni Schiuma. "Assessing and Managing Organizational Climate in Healthcare Organizations." International Journal of Information Systems in the Service Sector 4, no. 4 (October 2012): 49–61. http://dx.doi.org/10.4018/jisss.2012100103.

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During the past two decades a renewed interest about the role of intangible resources in determining performances of public services organisations has risen. This is particularly valid for HealthCare (HC) services, as they are knowledge intensive services and their performance are closely related, as the vast majority of their outputs, to intangible resources. Recently, scholars have examined the relevance of organisational climate for gathering outstanding performance in HC services. Literature suggests that organisational climate is a multifaceted concept deeply rooted in the intangible domain of an organisation. Several intangible resources intervene to shape organisational climate. Following this, the study shows how Intellectual Capital (IC) provides a useful and fresh frame for analysing intangible components of organisational climate and planning initiatives for their effective management. Especially, the examination of organisational climate through IC lens is proposed both as diagnosing tool for identifying elements which are hindering productivity, effectiveness and quality of HC services, and as tool for supporting managers in designing management initiatives aimed to enhance organisational performances by leveraging organisational climate. The study is based on the Action Research (AR) methodology and illustrates the results of an AR project, carried out at a public hospital.
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Caputo, Francesco, Alexeis Garcia-Perez, Valentina Cillo, and Elisa Giacosa. "A knowledge-based view of people and technology: directions for a value co-creation-based learning organisation." Journal of Knowledge Management 23, no. 7 (September 9, 2019): 1314–34. http://dx.doi.org/10.1108/jkm-10-2018-0645.

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Purpose This paper aims to investigate the potential of knowledge management (KM) as a discipline in helping understand and manage social and economic complexity. The paper highlights some of the potential relationships between KM in organisations and their economic performance. Finally, the authors assess the role of human resources and technological infrastructures in the relationship between organisation’s approach to KM and their performance. Design/methodology/approach The hypotheses are tested via a survey on a sample of managerial-level employees of information technology organisations located in the city of Brno in Czech Republic. The data collected are analysed using structural equation modelling (SEM) to study the relationship between KM; the workforce’s willingness and ability to collaborate and co-create value; and the organisations’ economic performance. Findings The research found that there is a direct and positive relationship between an organisation’s approach to KM and its economic performance. This study also shows that the workforce’s behaviour and the technological infrastructure of the organisation have a direct effect on business performance. Finally, the authors proposed that a link between human resource management and technology orientation must be established and supported by a KM strategy. Originality/value This paper offers a new perspective to the approach to KM in organisations. Reflections and empirical results underline the need for organisations to invest in the implementation of KM strategies that involve both the human resources and technological infrastructure as a way to improve the impact of knowledge on the companies’ economic performances.
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Cornelis, Thomas, Patrice Dubois, Jean-François Omhover, and Alain Fercoq. "Organisation Design Seen through Systematic Design." Proceedings of the Design Society: International Conference on Engineering Design 1, no. 1 (July 2019): 1553–62. http://dx.doi.org/10.1017/dsi.2019.161.

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AbstractOrganizations seeking to improve their performance, like Corporate Social Responsibility targets, face a key organisational design challenge. Designing the key components of the organization and their layout will have major impact on performances, and needs thus a robust design process. Organisation theory provides several models and methods to answer that need. Yet this design process has not been confronted to design methods literature, such as systematic design. The aim of this paper is to provide a synthesis of multiple theoretical elements coming from organization sciences, confronted with a classical engineering design model, to reveal similarities, differences and lacks of current literature on organization design. Our analysis of the available literature on organisation theory, organisation design and change management showed that this design process is close to systematic design, but we also highlighted several breaks in the design process, such as the lack of functional approach.
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Barta, Ágnes. "A vezetői elégedettség vizsgálata egy mezőgazdasági szervezetben." Acta Agraria Debreceniensis, no. 1 (March 27, 2002): 77–81. http://dx.doi.org/10.34101/actaagrar/1/3523.

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Human resource managers are able to plan and organise activities which influence their own and other peoples’ performance, and also make necessary corrections on the basis of those performances. Managerial skills, experience, type of abilities and competencies each play a definitive role in organisational decisions. On the other hand, the second determinative factor of managerial performance is the organisation in witch they work.The goal of my survey was to analyse contentment of different level managers at Szerencsi Agricultural Rt.
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Greenan, Nathalie, and Dominique Guellec. "Organisation du travail, technologie et performances : une étude empirique." Économie & prévision 113, no. 2 (1994): 39–56. http://dx.doi.org/10.3406/ecop.1994.5666.

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Ponikvar, Nina, and Melita Rant. "FIRM SPECIFIC DETERMINANTS OF MARKUP ‐ THE CASE OF SLOVENIAN MANUFACTURING FIRMS." Journal of Business Economics and Management 8, no. 3 (September 30, 2007): 203–12. http://dx.doi.org/10.3846/16111699.2007.9636170.

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Investigations of firms’ pricing decisions and performances have been twofold. While within the industrial organisation framework stress is placed on industry‐specific factors and the market power of firms within industries, various organisational theories emphasise the role of ‘soft’ factors in the determination of firms’ performance. The main thesis of our paper is that the size of a firm's markup can mostly be explained by the firm's productivity, capital and labour costs, as well as the firm's market power and organisational structure characteristics, when the external environment and industry membership is controlled for. Our objective is thus to explain firm‐level markups by a set of firm‐specific factors. The empirical analysis of markup determinants is based on a sample of Slovenian manufacturing firms (NACE 15–37) in the 1994–2003 period, applying panel data regression GLS model and ANOVA analyses. We find that, besides market share and cost factors, organisational structure change occurring after some threshold significantly increases markups.
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Saha, Nibedita. "Organisational agility and KM strategy: Are they effective tools for achieving sustainable organisational excellence?" New Trends and Issues Proceedings on Humanities and Social Sciences 4, no. 10 (January 12, 2018): 110–17. http://dx.doi.org/10.18844/prosoc.v4i10.3084.

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This paper deliberates the influence of organisational agility (OA) on knowledge management (KM), which enables organisations to survive and achieve their competitive advantage through developing and integrating the KM strategy and sustainable knowledge transfer capability. Currently, the conception of agility has become widespread in organisational performance and in the knowledge development process. How organisations define an agile knowledge development process, how we know that an organisation’s KM strategy is agile and how we can assume that an organisation can achieve and sustain their excellence through OA and KM strategy are the questions addressed in this paper. It presents the concept of OA of KM and provides an approach for the significance of this agility, with a knowledge development approach that appraises the agility as an amalgamation function. It combines the competence of individual and organisational presentation and other complementary aspects. Keywords: Competencies, competitive advantage, efficiency, effectiveness, knowledge management, organisational agility, strategy, organisational performance.
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Kôkichi, Shimizu. "Ecarts entre les performances scolaires des élèves et organisation de l’écoles." Les dossiers des sciences de l'éducation, no. 27 (April 1, 2012): 117–32. http://dx.doi.org/10.4000/dse.503.

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Nicolescu, Ovidiu, and Ciprian Nicolescu. "New Approach – Quadrangle of Knowledge Based Sustainability." International conference KNOWLEDGE-BASED ORGANIZATION 23, no. 1 (June 20, 2017): 411–17. http://dx.doi.org/10.1515/kbo-2017-0068.

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Abstract In our paper we start the analysis of the performance in the knowledge based economy from two premises: a. The productivity of the new economy is much higher comparative with the previous economic systems; b. There are at least six factors which determine the deep change of knowledge business organisation performances. Based on this approach we mention several specific ways for the evaluation of the knowledge based performances formulated by certain renowned international specialists. Finally, we elaborate a new concept regarding the approach and evaluation of the performance in the knowledge based economy - quadrangle of sustainability based on knowledge.
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Dissertations / Theses on the topic "Organisation – Performances"

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Millet, Jean-Luc. "Calcul algébrique en classe de seconde : stabilité de performances et organisation de connaissances /." Limoges : Université de Limoges, Institut de recherche sur l'enseignement des mathématiques, 1995. http://catalogue.bnf.fr/ark:/12148/cb358394904.

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Greenan, Nathalie. "Changements organisationnels et performances économiques : théories, mesures et tests." Paris, EHESS, 2001. http://www.theses.fr/2001EHES0015.

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Hoijtink, Thierry. "Organisation, missions et performances qualitatives des réseaux de communication gérant l'information commerciale ascendante dans l'organisation industrielle." Grenoble 2 : ANRT, 1986. http://catalogue.bnf.fr/ark:/12148/cb37598353d.

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Hoijtink, Thierry. "Organisation, missions et performances qualitatives des réseaux de communication gérant l'information commerciale ascendante dans l'organisation industrielle." Paris 9, 1986. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=1986PA090037.

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Mise en relief des idées qui ont présidé à la mise en place et a l'orientation des organisations humaines qui, au sein de l'entreprise, sont vouées à faire remonter l'information du "terrain". Etude des liens existants entre la réussite de l'entreprise a court, moyen et long terme et la qualité de l'apport informationnel, et entre la qualité de cet apport et l'efficacité des appareils charges de collecter l'information
The purposes of this document are : to set off the ideas which grounded the establishment and the orientation of human organizations which are devoted to circulate the commercial data from the "field" throughout the firm. To examine the existing links between the firm's commercial success on the short, middle and long terms and the quality of the information, and between the quality of the information and the efficiency of the system in charge of collecting this information
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Ben, Hmida Faten. "Evaluation des performances des systèmes multi-agents." Thesis, Bordeaux 1, 2013. http://www.theses.fr/2013BOR15200/document.

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Cette thèse s’intéresse à la question de l’évaluation des Systèmes Multi-Agents (SMA). Les caractéristiques propres que possèdent ces derniers, notamment en termes d’autonomie, de distribution, de dynamique et de socialité, ont grandement contribué à l’élargissement de leurs champs d’application, mais en contrepartie, elles ont rendu leur analyse plus ardue. Ainsi, les méthodes d’évaluation dans les systèmes informatiques classiques s’avèrent insuffisantes à analyser les SMA, étant donné qu’elles ne tiennent pas compte de leurs spécificités. L’objectif de cette thèse consiste donc à proposer une approche générique pour l’évaluation des SMA en se basant sur la mesure de leurs caractéristiques fonctionnelles. A cet effet, le besoin de disposer d’informations sur l’exécution du système à évaluer est manifeste. C’est dans ce cadre qu’une nouvelle approche d’observation des SMA est proposée. Les résultats de ces observations sont exploités pour construire une abstraction du système sous forme d’un modèle, lequel est étudié pour définir les mesures de performances. L’analyse se focalise sur deux caractéristiques essentielles, à la base de la dynamique et de la socialité des SMA : la communication et l’organisation. Les expérimentations de la solution proposée portent sur deux applications multi-agents. La première est une application de diagnostic des pannes dans un environnement industriel et la seconde est une application de pilotage et de gestion de la production dans les chaînes logistiques
This thesis focuses on the issue of MultiAgent Systems (MAS) evaluation. The MAS own characteristics, namely autonomy, distribution, dynamicity and sociality, have greatly contributed to the expansion of their application scope; but in return they made their analysis more difficult. Thus, evaluation methods in classic computer systems are insufficient to analyse MAS, since they do not take into account their specificities. The objective of this thesis is to provide a generic approach for the evaluation of MAS by measuring their functional characteristics. To this end, the need for information about the execution of the system to be evaluated is evident. In this context, a new approach to observe MAS is proposed. The results of these observations are exploited to build an abstraction model of the system which is studied in order to define performance metrics. The analysis focuses on two key characteristics, at the basis on the dynamics and sociality in MAS: communication and organization. The experiments of the proposed solution are performed on two multiagent applications. The first is an application of fault diagnosis in an industrial environment and the second is an application of control and production planning in supply chains
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Duriez, Sylvain. "Contribution à l'étude de l'impact de modifications structuro-fonctionnelles sur les performances de sécurité d'un système socio-technique : application au domaine ferroviaire." Vandoeuvre-les-Nancy, INPL, 2004. http://www.theses.fr/2004INPL027N.

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La mondialisation ainsi que les phénomènes de compétitivité engendrent de plus en plus de contraintes économiques et législatives qui, par leur caractère complexe, mettent les entreprises à rude épreuve. Pour y faire face, ces dernières s'adaptent en modifiant les aspects structuro-fonctionnels de leur organisation. Cependant, des analyses de grandes catastrophes industrielles ont montré que ces "adaptations organisationnelles" peuvent amoindrir les performances de sécurité des systèmes. Aussi, dans le domaine des entreprises dites "à risque", chercheurs et industriels sont à la reèherche de méthodologies et de critères organisationnels permettant de maîtriser les interactions entre "aspects organisationnels" et "sécurité". Mené dans le cadre de la maintenance de l'infrastructure à la SNCF, ce travail apporte une contribution: - à l'identification de liens entre "organisation" et "sécurité" dans le domaine du transport ferroviaire, à partir d'études de documents et d'entretiens semi-directifs menés au sein d'entités en charge de la "conception des procédures", du "management de la sécurité", et de la "production/maintenance". - ensuite, au développement de modèles et de concepts fournissant aux managers une vision globale et générique permettant de comprendre et de représenter la manière dont les aspects organisationnels sont susceptibles d'affecter les performances en terme de sécurité de leur système. - et finalement, au repérage de "facteurs organisationnels" et de "mécanismes générateurs de contraintes organisationnelles" contribuant à établir une liste de critères organisationnels. Aspects qu'il est nécessaire de prendre en considération pour intégrer les aspects "sécurité" dans les phases de (re)conception des organisations. Le cadre explicatif et descriptif fourni dans ce travail met en évidence la manière dont les aspects organisationnels sont susceptibles d'altérer les performances de sécurité. Cette approche permet donc de poser des bases pour développer une méthodologie visant à anticiper et à prévenir les impacts des changements organisationnels sur les performances en terme de sécurité d'un système
Globalisation and increased competition entail more and more economical and legislative constraints. Companies have to struggle to face these constraints' complex nature by adapting and modifying the structural and functional aspects oftheir organisation. However, analyses oflarge-scale industrial disasters have shown that these "organisational adaptations" may weaken the systems' proficiency in terrns of safety. Thus, regarding hazardous industries, researchers and entrepreneurs call for methodologies and organisational criteria which would enable them to manage the interactions between "organisational aspects" and "safety". The point ofthis study of infrastructure of the French Railways was to: - Identify the links between "organisation" and "safety" in the field of railway transportation, drawing on internaI documents and semi-directive interviews with members of units in charge of "procedure design", "safety management" and "production/maintenance", - Develop standards and concepts providing managers with a global and generic picture enabling them to understand and characterize the way organisational aspects may influence their system's proficiency as regards safety. - Pinpoint the "organisational factors" and "mechanisms that generate organisational constraints" to drawa list of organisational criteria, those aspects beingcrucial to the introduction of the notion of "safety" into an organisation's reconception process. The framework of explanations and descriptions provided herein illustrates how organisational aspects may influence security capabilities. This line of attack offers bases for a methodology seeking to anticipate and prevent impacts of organisational changes on a system' s proficiency in terms of safety
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Querelle, Sarah. "Synthèse et utilisation de copolymères triblocs ABA pour l'élaboration de membranes poreuses à morphologies et performances contrôlées." Phd thesis, Université Montpellier II - Sciences et Techniques du Languedoc, 2008. http://tel.archives-ouvertes.fr/tel-00328872.

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De nouvelles membranes synthétiques poreuses à morphologies et performances contrôlées ont été développées grâce à l'utilisation de copolymères à blocs. De telles macromolécules peuvent s'auto-organiser en structures de géométries bien définies et sont par ailleurs capables d'agir sur la courbure des interfaces. De nouveaux copolymères triblocs ABA, possédant un bloc central en poly(oxyéthylène) et deux blocs terminaux en poly(styrène), ont été préparés en utilisant une stratégie de synthèse originale fondée sur la combinaison de réactions de modification chimique des bouts de chaîne et d'une méthode de polymérisation radicalaire contrôlée par les nitroxydes. Les diverses morphologies formées par auto-assemblage de ces copolymères à blocs dans des films fins ont par la suite été étudiées en fonction de leur structure et de plusieurs paramètres opératoires (vitesse d'évaporation, concentration, ...etc). A partir de ces résultats, de nouvelles membranes modèles possédant des pores cylindriques organisés de dimension nanométrique calibrée et contrôlée ont été élaborées. De plus, la synthèse d'autres copolymères triblocs amphiphiles a été développée en adoptant une démarche multi-étapes intégrant une polycondensation. Ces copolymères sont constitués en leur centre d'un bloc hydrophobe en poly(éther imide) aromatique et pour leurs extrémités de blocs hydrophiles en poly(oxyéthylène). Des membranes à propriétés d'usage définies ont ensuite été conçues en maîtrisant leurs mécanismes de structuration, soit au moyen des paramètres du procédé, soit en introduisant des copolymères triblocs dans la formulation. Ces derniers ont été utilisés comme additifs afin de mettre à profit leurs propriétés d'auto-organisation interfaciale dans une solution de poly(éther imide) où se produit une séparation de phase induite par un non-solvant. Finalement, les performances de l'ensemble des membranes obtenues dans ce travail ont permis de valider les deux approches envisagées.
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Damaj, Kamar. "La transformation des organisations publiques au Liban et son impact sur leurs performances, en lien avec la satisfaction des usagers." Phd thesis, Conservatoire national des arts et metiers - CNAM, 2013. http://tel.archives-ouvertes.fr/tel-00880326.

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Cette recherche a pour objet l'étude de la problématique de la transformation organisationnelle dans le contexte des organisations publiques au Liban. Elle porte plus particulièrement sur l'amélioration de la qualité des services publics dans les organisations publiques. La qualité est le fer de lance de la stratégie de développement de la satisfaction des usagers. La question de la qualité dans la gestion publique est particulièrement aiguë aujourd'hui. Nous pouvons souligner que les organisations publiques s'orientent davantage vers la satisfaction des usagers qui devient l'un des plus importants objectifs au sein de ces organisations. Cette recherche montre que le cadre théorique et méthodologique de l'analyse socio-économique contribue à améliorer le fonctionnement des organisations. Les prescriptions que nous formulons se déclinent à partir des concepts de la " qualité des services ", de la " transformation organisationnelle ", et de la " satisfaction des usagers ". Le modèle d'intervention proposée par cette approche consiste, non plus à saisir la qualité à partir des buts à atteindre et à obtenir les transformations requises, mais à définir les conditions d'une possibilité du changement, et à conduire les transformations du management et du fonctionnement de l'organisation, dans ses infrastructures, qui permettront d'atteindre les objectifs ou la mise en œuvre d'une politique d'une plus grande satisfaction de l'usager. Notre contribution, principalement exploratoire, permet de prescrire les adaptations à réaliser sur le plan du management et du fonctionnement des organisations publiques. Notre objectif sera de faire des propositions pour la mise en place d'un système de management socio-économique visant à réduire les dysfonctionnement, à maîtriser la qualité, et à adapter sans cesse les structures d'une organisation publique.
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Deschaintre, Stephane. "Le travail dans la performance organisationnelle : proposition d'une démarche pour étudier la performance du travail." Thesis, Paris 1, 2017. http://www.theses.fr/2017PA01E004/document.

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Cette thèse porte sur la performance du travail, c’est-à-dire sur la contribution du travail à la performance des organisations. Ce sujet a reçu peu d’attention dans la littérature, et s’articule autour de deux notions complexes : le travail et la performance. Aussi, la thèse vise à répondre à une question exploratoire et à visée méthodologique : «Comment rendre compte de la performance du travail dans les organisations ?». La démarche de la thèse est interdisciplinaire. Elle associe l’ergonomie et le contrôle de gestion. La thèse développe un cadre analytique original visant à appréhender la performance du travail à travers des catégories communes en contrôle de gestion (discours, mesures, pratiques managériales) et en ergonomie (activité). Ce cadre analytique structure la méthodologie de collecte de données, qui procède principalement par entretiens semi-directifs, collecte documentaire, observations non participantes et verbalisations. La première étude de cas concerne la performance du travail des vendeurs dans des magasins détaxés d’aéroports. La seconde se concentre sur la performance du travail d’ouvriers dans une PME industrielle. Nous montrons que la mobilisation du cadre analytique permet de rendre compte de la performance du travail, en mettant en évidence des dimensions souvent implicites et peu partagées de la façon dont le travail contribue à la performance. Nous montrons aussi que les représentations des acteurs sur la performance du travail s’affranchissent en partie de celles véhiculées par les mesures. Enfin, la thèse montre que le travail et sa performance constituent un objet de recherche légitime et pertinent en contrôle de gestion
This thesis focuses on work performance, or in other words how work contributes to an organization’s performance. This topic has received little attention in the literature. However, the literature shows the complexity surrounding the notions of work and performance. Therefore, the question that this thesis seeks to answer is exploratory and methodological: "How to account for work performance within organisations?” This thesis adopts an interdisciplinary approach. It combines ergonomics and management control. The thesis develops an original, analytical framework aimed at understanding work performance using common categories in management control (discourse, measures, managerial practices) and in ergonomics (activity).The analytical framework structures the data collection methodology, which mainly relies on semi-structured interviews, documents, non-participatory observations and verbalizations. The first case study focuses on the performance of salespeople work in airports’ duty-free shops. The second case study focuses on the work performance of workers in an industrial SME.We show that using the analytical framework enables us to account for work performance and underscore the often implicit and divergent dimensions of how work contributes to organisational performance. We also highlight that the actors’ representations of work performance are partially independent of those conveyed by the measures. Finally, the thesis demonstrates that work and its performance are a legitimate and relevant research object in management control
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Girodon, Julien. "Proposition d'une approche d'amélioration des performances des organisations par le management opérationnel de leurs connaissances et compétences." Thesis, Université de Lorraine, 2015. http://www.theses.fr/2015LORR0145/document.

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Ce travail de thèse, réalisé dans le cadre d’une convention CIFRE avec l’entreprise Essilor et le laboratoire ERPI de l’Université de Lorraine, propose un cadre d’évolution des organisations basée sur le management opérationnel des connaissances et des compétences. Nous avons mis en valeur les mécanismes organisationnels de partage et de mise en oeuvre des connaissances et compétences en environnement de conception, afin de proposer des modèles, méthodes et outils permettant aux acteurs et organisations d’améliorer leurs performances. Quatre aspects ont été développés dans ce travail, dont trois contributions et une évaluation de l’efficacité du cadre d’évolution proposé : • L’élaboration d’une méthode de modélisation d’entreprise basée sur le modèle conceptuel KROM et de sa déclinaison en modèles opérationnels. Cette méthode vise à expliciter les liens organisationnels des concepts de connaissance et de compétence afin de les rattacher à leurs contextes de mise en oeuvre. • La définition d’un cadre global d’évolution d’une organisation sur la base du management de ses connaissances et compétences. Ce cadre d’évolution comprend une caractérisation et une évaluation de la maturité des organisations dans leurs pratiques de gestion des connaissances et des compétences, ainsi qu’une méthode d’évolution des organisations reposant sur la proposition de scénarios d’actions d’amélioration : la méthode ACKME. • La proposition d’une approche organisationnelle de conception de Systèmes Multi-agents (SMA) appelée DOCK, permettant de spécifier des SMA adaptés aux enjeux rencontrés par les approches d’ingénierie à base de connaissances, à savoir la prise en compte et la gestion du cycle de vie de la connaissance. • Une évaluation de l’intérêt du cadre d’évolution mis en oeuvre (les trois contributions précédentes) sur la base de l’évaluation des compétences des acteurs de l’organisation. Cette évaluation repose d’une part sur la possibilité d’intégrer le cadre d’évolution dans une approche globale de pilotage du changement dans l’organisation et d’autre part, sur des expérimentations menées au sein du service Ingénierie d’Essilor
This research, carried out under a PhD “CIFRE” with the company ESSILOR and the ERPI Laboratory of the Lorraine University, proposes a framework to make organizations evolve, based on the operational management of knowledge and competences. We have enhanced the organizational mechanisms of sharing, and the use of knowledge and competences within the design environment, in order to propose models, methods and tools allowing actors and organizations to improve their performances. Four key elements have been developed in this research, including three contributions and an assessment of the efficiency of the proposed development framework: • The development of an enterprise modeling method based on the conceptual model KROM and its translation into operational models. This method aims to clarify the organizational links of the knowledge and competence concepts in order to link them to their implementation contexts. • The definition of a global framework to make an organization evolve based on the management of its knowledge and competence assets. This evolution framework includes a characterization and an assessment of the organizations’ maturity in their knowledge and competences management practices, as well as a method to make organizations change, based on the proposal of scenario of improvement actions: the ACKME method. • The proposal of an organizational approach to design Multi-agent systems (MAS) called DOCK, allowing the designer to specify MAS oriented toward the issues faced by knowledge engineering approaches, namely the recognition and management of the knowledge life cycle. • An assessment of the value of the implemented framework (the three previous contributions) based on the assessment of the competences of the actors within the organization. This evaluation is based, on one hand, on the possibility to integrate the evolution framework into a global steering approach to make the organization evolve, and on the other hand, on experiments led within the Engineering department of Essilor
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Books on the topic "Organisation – Performances"

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Holbeche, Linda. High performance organisation checklist. Horsham: Roffey Park Institute, 2003.

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Inc, ebrary, ed. Improving organisational performance. Bradford, England: Emerald Group Publishing, 2005.

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Newell, Michael John. Using the Burke-Litwin model of organisational performance to improve the performance of organisations undergoing change. Salford: University of Salford, 1993.

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Broad, E. The environmental performance of organisations. Oxford: Oxford Brookes University, 1994.

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Limited, Unilever. Unilever's organisation: Shaping for outstanding performance. [s.l.]: Unilever NV and Unilever PLC, 1996.

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Vogl, Sebastian. Strategie, Organisation und Performance im Innovationsmanagement. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-8349-4206-7.

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Wales, Great Britain Audit Commission for Local Authorities and the National Health Service in England and. Performance breakthroughs: Improving performance in public sector organisations. London: Audit Commission, 2002.

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Greiling, Dorothea. Performance measurement in Nonprofit-Organisationen. Wiesbaden: Gabler, 2009.

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Tabassum, Naeem, and Satwinder Singh. Corporate Governance and Organisational Performance. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-48527-6.

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M.C. Augustus van Nievelt. Benchmarking organisational and IT performance. Oxford: Templeton College, 1998.

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Book chapters on the topic "Organisation – Performances"

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Resta, Marina, Roberto Garelli, and Renata Paola Dameri. "Mapping Financial Performances in Italian ICT-Related Firms via Self-organizing Maps." In Lecture Notes in Information Systems and Organisation, 271–81. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-62636-9_18.

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Beckford, John. "Managing Performance." In The Intelligent Organisation, 154–67. Second edition. | Abingdon, Oxon; New York, NY: Routledge, 2020. |: Routledge, 2019. http://dx.doi.org/10.4324/9780429429200-11.

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Beckford, John. "Managing Performance." In The Intelligent Organisation, 168–84. Second edition. | Abingdon, Oxon; New York, NY: Routledge, 2020. |: Routledge, 2019. http://dx.doi.org/10.4324/9780429429200-12.

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Kappe, Doris. "High-Performance-Organisation." In High Performance Leader – Dauerhaft erfolgreich auf der Top-Ebene, 117–200. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-09019-7_5.

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Sallis, Edward, and Kate Sallis. "Performance Appraisal." In People in Organisations, 232–39. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-11610-2_26.

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Sallis, Edward, and Kate Sallis. "Performance Appraisal." In People in Organisations, 226–33. London: Macmillan Education UK, 1988. http://dx.doi.org/10.1007/978-1-349-09228-4_24.

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Pfeffer, Joachim. "Performante Organisationen." In Produkt-Entwicklung, 277–303. München: Carl Hanser Verlag GmbH & Co. KG, 2019. http://dx.doi.org/10.3139/9783446461277.009.

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Dawson, Sandra. "People: Attitudes, Motivation and Performance." In Analysing Organisations, 3–28. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24846-9_1.

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Dawson, Sandra. "Conclusion: Understanding and Managing Performance." In Analysing Organisations, 264–69. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24846-9_11.

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Dawson, Sandra. "People: Attitudes, Motivation and Performance." In Analysing Organisations, 1–26. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-22061-8_1.

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Conference papers on the topic "Organisation – Performances"

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Romanelli, Mauro. "Rethinking Public Administration through Managers as Leaders." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/2.

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Rethinking public administration helps to drive public managers as agents of change who assume behaviours coherently with a leadership identity. Public administration is rediscovering the sustainability as a key source and goal for strategic and organisational change by promoting the organisational dimension that relies on enhancing the quality of people as human resources, strengthening both the public manager as a leader and public servants as employees who are committed and motivated to public service. Managers as leaders help to drive public administration as an organisation which is able to proceed towards future as a sustainable public organisation which develops the quality of human capital and improves performances, supports public trust and enhances democratic life. Rediscovering the organisational dimension helps to develop the leadership as identity and source for ethical and transformational behaviours of a leader, and enables public managers to assume coherent values, attitudes and behaviours developing the leadership as central identity. Today, driving public administration requires effective public managers who are able to behave as ethical and transformational leaders who motivate, support and drive the employees at work.
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Sharp, J. V., J. E. Strutt, J. Busby, and E. Terry. "Measurement of Organisational Maturity in Designing Safe Offshore Installations." In ASME 2002 21st International Conference on Offshore Mechanics and Arctic Engineering. ASMEDC, 2002. http://dx.doi.org/10.1115/omae2002-28421.

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The measurement of health and safety performance is an important requirement but most performance metrics are lagging indicators, measuring lost time incidents, dangerous occurrences etc. The challenge is to develop metrics that can be applied at the design stage. It is widely recognised that most accidents are influenced by the design stage, and many can be directly attributable to deficiencies in design. This paper is concerned with a design capability maturity model’, which is complementary to the design safety performance indicator model developed to apply to the design process itself. It has been developed to measure the capability of an organisation to design a safe installation, and is based on five maturity levels, ranging from level 1 (initial or learner approach) to optimised or best practice at level 5. This maturity model was originally developed for the software industry and has now been applied to offshore safety. A similar maturity model for quality assurance is now incorporated in the latest version of ISO 9004. Eleven characteristics associated with safety have been identified, in three main groups representing formal safety demonstration, safety implementation and longer term investment in safety. A maturity level is assigned to each of these characteristics and the profile produced reflects the organisation’s overall maturity in design for safety. An important aspect of the model is that it enables an organisation to establish its current level of maturity for each of the characteristics and to identify what steps are necessary to enable the organisation to progress to a higher level. The model can be used as a self assessment tool or applied through an external independent body to the different organisations involved in design (contractor’s design team, duty holder’s team etc).
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Rowlands, David Olusina, and Mark Savill. "Gas Turbine Engine Price Estimation Using Artificial Neural Network." In ASME 2018 Power Conference collocated with the ASME 2018 12th International Conference on Energy Sustainability and the ASME 2018 Nuclear Forum. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/power2018-7141.

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Gas turbine engine prices vary widely. Any organisation planning to invest in a project involving the use of gas turbine engines, as prime mover, must perform a robust economic analysis to guide the organisations investment decisions. One major element that could greatly influence the outcome of an economic analysis, and eventual organisational decisions and planning, is gas turbine engine acquisition price. This study applies artificial neural networks to estimate gas turbine engine price. A supervised network learning strategy has been adopted to train the network from a dataset of historical records of gas turbine engine performance parameters and engine price. Numerical gradient checking has been performed to validate the computed cost function with quantified similarity obtained in the order of 10−9. The challenge of neural network overfitting has been minimized by applying a regularization technique. As such, the developed network closes reflects real world observations. To validate the network predictions, the developed neural network has been used to estimate the price of known gas turbine engine units with 95% to 99.9% accuracy.
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Morgado, João, Joao Amado, Nuno Carlos, and Maria Pinheiro. "The Development of Multi-Asset Performance Indicators for the Management of the Portuguese Road and Rail Networks." In IABSE Symposium, Guimarães 2019: Towards a Resilient Built Environment Risk and Asset Management. Zurich, Switzerland: International Association for Bridge and Structural Engineering (IABSE), 2019. http://dx.doi.org/10.2749/guimaraes.2019.1643.

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<p>In the context of Asset Management, measuring the performance of each asset or the performance of a specific group of assets plays a vital role in all asset-intensive organisations, depending on large amounts of physical equipment or assets. This paper describes the development of multi-asset performance indicators made by Infraestruturas de Portugal, S.A. (IP), a process started in 2015. IP is currently the organisation managing the most valuable stock of assets in Portugal, comprising more than 15.000 km of roads, 2.600 km of railways, more than 7.500 bridges as well as other sub- systems. Managing in an integrated way such diverse asset types became a significant challenge, raising the need to develop performance indicators so that the organisation could track and report the performance of its assets on a common basis, including both road and rail networks.</p>
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Korsakienė, Renata, Rūta Juodeikė, and Monika Bužavaitė. "Factors Impacting and Restricting Success of Organisational Changes." In Contemporary Issues in Business, Management and Education. Vilnius Gediminas Technical University, 2017. http://dx.doi.org/10.3846/cbme.2017.096.

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Social, economic and technological changes constantly change business landscape and raise an array of challenges to organisations. Organizations have to adapt to the environmental changes and maintain competitiveness and flexibility. Thus, changes aim to transform current state of organisations, to increase productivity and competitive advantage in the market. On the other hand, a number of investigations confirm that majority of organisational changes fail and do not produce an expected performance. Scientific literature suggests various management methods and links these methods to the desirable outcomes. Considering the fact that organisations are unique systems, some change management models do not capture such aspects as exceptional experience, culture, intuition of managers, etc. These issues lead to the restricted application of majority of models or methods. The opinions of scholars about definition and measurement of success diverge. The paper aims to investigate the factors impacting and restricting organisational changes. Particular emphasis is put on the success as the desirable outcome of all initiatives. The investigation is based on analysis and synthesis of scientific literature. A case of service providing company is presented. The paper integrates the main researches in the field and provides insights and recommendations into future investigations.
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Jurevičienė, Daiva, and Ksenija Kravec. "Impact of reputational loss on financial performance of the bank." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.008.

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Purpose – the purpose of the article is to identify the criteria influencing on the reputational performance of a financial organisation and recognise the impact of reputation on the activities of a financial institution. Research methodology – to estimate the reputational impact on a financial organisation an interview with experts was conducted. In order to process the received data SAW, COPRAS and geometric mean methods were used. The mentioned methods were applied for performance measurement to ensure the inclusion of the reputation-sensitive data. Findings – the weakest position of the financial company in terms of reputational condition implies decreased efficiency of its performance. The degree of reputation and the impact of repercussions on the organisation’s performance can be further measured through financial analysis. Research limitations – the financial organisation analysed in the current study does not provide services for local clients, hence there is no possibility to obtain primary data from direct interactors. Practical implications – the research results provide insight towards key areas to look on while conducting root-cause analysis for decrease of financial performance; reputational impact measurement model can be used for further planning processes related to the future repercussions prevention. Originality/Value – literature overview results prove that it is still argued over the way reputational impact could be measured due to the fact that organizational reputation is attributed to a long-term intangible asset which is sensitive towards the subjectivity of the analysed matter. While it is usual to measure the reputation from the clients’ perspective, the research on reputation impact relies on the particular statistical data on company’s condition in the market.
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GOWSIGA, M., and H. S. JAYASENA. "DIFFUSION OF PROFESSION IN SRI LANKAN ORGANISATIONS: FACILITIES MANAGEMENT." In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.4.

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Facilities Management (FM) is the integrated management of the workplace to enhance the performance of the organization. It is obvious that competent FM will arouse effective working performance and the value of the organisation by increased employee productivity. Diffusion of Innovation (DOI) theory helps to explain the adoption process of innovation by modelling its entire life cycle according to the aspects of communications and human information interactions. Thus, this research aims to identify the influencing factors and nature of their effect on FM diffusion in Sri Lankan organisations, FM as a sample for the profession. A qualitative research approach was selected to conduct the research. A comprehensive literature synthesis was carried out at first to determine the existing data and also to develop the questionnaire survey which was designed for top management of FM adopted organisations in Sri Lanka. The questionnaire respondents were selected randomly with the available information. Collected data were analysed using manual content analysis and which was validated using a 95% confidence interval test. Research findings revealed that majority of FM adoption decision was taken in the Sri Lankan organisations by Board of Directors/ Managing Director which is authority type organizational innovation-decision and there is nothing which belongs to collective categories such as the decision of the government or any corporation or councils or board. Moreover, the Rogers generalizations regarding internal characteristics for the innovative organizations are most appropriate with the Sri Lankan FM adopted organizations.
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Narawita, U. N., and L. D. C. S. Layangani. "How the performance measurement of supply chain contributes in achieving organisational objectives of Sri Lankan apparel organisations." In 2015 Moratuwa Engineering Research Conference (MERCon). IEEE, 2015. http://dx.doi.org/10.1109/mercon.2015.7112322.

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Martos, Manuel C. Vallejo, José M. Antequera Solís, and M. Carmen Ruiz Jiménez. "Are Family Firms More Harmonious Organisations?: An Analysis of the Effects of Organisational Harmony on Their Performance." In 3rd Annual International Conference on Business Strategy and Organizational Behaviour (BizStrategy 2013). Global Science and Technology Forum Pte Ltd, 2013. http://dx.doi.org/10.5176/2251-1970_bizstrategy13.09.

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Korn, J. "Role of symbolism in a business organisation." In IEE Colloquium on `Systematic Methods for Improving Business Performance'. IEE, 1996. http://dx.doi.org/10.1049/ic:19960502.

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Reports on the topic "Organisation – Performances"

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Schrader, Ted, Melike Hemmami, Jana Dietershagen, and Judith Ann Francis. Optimising the Performance of Producers and their Organisations (OPPO) for farme rinclusive agro-economic development : With experiences and examples from the Pacific. Guide. Wageningen: Wageningen Centre for Development Innovation, 2020. http://dx.doi.org/10.18174/530314.

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Lee, Minsoo, Joon-Kyung Kim, Myung Ho Park, Longyun Peng, Tetsuji Okazaki, and Susumu Ishii. Developing Modernization Indicators for the People’s Republic of China: Key Considerations and a Proposed Framework. Asian Development Bank, December 2020. http://dx.doi.org/10.22617/wps200417-2.

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The People’s Republic of China (PRC) is in the process of modernization, which it expects to achieve by 2035. This requires a national indicator to gauge the progress and level of the country’s modernization drive. This working paper provides an indicator that assesses the progress in the PRC’s modernization journey, and applies this modernization indicator—structured on thematic categories, subcategories, and intersection—to the PRC’s performance, which is then compared with countries of the Organisation for Economic Co-operation and Development and the G20. The paper also examines four major policy implications of this modernization for the PRC, which will be more durable and successful if coupled with effective division of labor and synergy with stakeholders.
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McKenna, Patrick, and Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, June 2021. http://dx.doi.org/10.5204/rep.eprints.211133.

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Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 pandemic to advise the Minister for Families and Social Services on the implementation of ER. To inform its advice to the Minister, the NCG partnered with the Institute for Governance at the University of Canberra to conduct research to understand the issues and challenges faced by ER Providers and Service Users in local contexts across Australia. The research involved a desktop review of the existing literature on ER service provision, a large survey which all Commonwealth ER Providers were invited to participate in (and 122 responses were received), interviews with a purposive sample of 18 ER Providers, and the development of a program logic and theory of change for the Commonwealth ER program to assess progress. The surveys and interviews focussed on ER Provider perceptions of the strengths, weaknesses, future challenges, and areas of improvement for current ER provision. The trend of increasing case complexity, the effectiveness of ER service delivery models in achieving outcomes for Service Users, and the significance of volunteering in the sector were investigated. Separately, an evaluation of the performance of the NCG was conducted and a summary of the evaluation is provided as an appendix to this report. Several themes emerged from the review of the existing literature such as service delivery shortcomings in dealing with case complexity, the effectiveness of case management, and repeat requests for service. Interviews with ER workers and Service Users found that an uplift in workforce capability was required to deal with increasing case complexity, leading to recommendations for more training and service standards. Several service evaluations found that ER delivered with case management led to high Service User satisfaction, played an integral role in transforming the lives of people with complex needs, and lowered repeat requests for service. A large longitudinal quantitative study revealed that more time spent with participants substantially decreased the number of repeat requests for service; and, given that repeat requests for service can be an indicator of entrenched poverty, not accessing further services is likely to suggest improvement. The interviews identified the main strengths of ER to be the rapid response and flexible use of funds to stabilise crisis situations and connect people to other supports through strong local networks. Service Users trusted the system because of these strengths, and ER was often an access point to holistic support. There were three main weaknesses identified. First, funding contracts were too short and did not cover the full costs of the program—in particular, case management for complex cases. Second, many Service Users were dependent on ER which was inconsistent with the definition and intent of the program. Third, there was inconsistency in the level of service received by Service Users in different geographic locations. These weaknesses can be improved upon with a joined-up approach featuring co-design and collaborative governance, leading to the successful commissioning of social services. The survey confirmed that volunteers were significant for ER, making up 92% of all workers and 51% of all hours worked in respondent ER programs. Of the 122 respondents, volunteers amounted to 554 full-time equivalents, a contribution valued at $39.4 million. In total there were 8,316 volunteers working in the 122 respondent ER programs. The sector can support and upskill these volunteers (and employees in addition) by developing scalable training solutions such as online training modules, updating ER service standards, and engaging in collaborative learning arrangements where large and small ER Providers share resources. More engagement with peak bodies such as Volunteering Australia might also assist the sector to improve the focus on volunteer engagement. Integrated services achieve better outcomes for complex ER cases—97% of survey respondents either agreed or strongly agreed this was the case. The research identified the dimensions of service integration most relevant to ER Providers to be case management, referrals, the breadth of services offered internally, co-location with interrelated service providers, an established network of support, workforce capability, and Service User engagement. Providers can individually focus on increasing the level of service integration for their ER program to improve their ability to deal with complex cases, which are clearly on the rise. At the system level, a more joined-up approach can also improve service integration across Australia. The key dimensions of this finding are discussed next in more detail. Case management is key for achieving Service User outcomes for complex cases—89% of survey respondents either agreed or strongly agreed this was the case. Interviewees most frequently said they would provide more case management if they could change their service model. Case management allows for more time spent with the Service User, follow up with referral partners, and a higher level of expertise in service delivery to support complex cases. Of course, it is a costly model and not currently funded for all Service Users through ER. Where case management is not available as part of ER, it might be available through a related service that is part of a network of support. Where possible, ER Providers should facilitate access to case management for Service Users who would benefit. At a system level, ER models with a greater component of case management could be implemented as test cases. Referral systems are also key for achieving Service User outcomes, which is reflected in the ER Program Logic presented on page 31. The survey and interview data show that referrals within an integrated service (internal) or in a service hub (co-located) are most effective. Where this is not possible, warm referrals within a trusted network of support are more effective than cold referrals leading to higher take-up and beneficial Service User outcomes. However, cold referrals are most common, pointing to a weakness in ER referral systems. This is because ER Providers do not operate or co-locate with interrelated services in many cases, nor do they have the case management capacity to provide warm referrals in many other cases. For mental illness support, which interviewees identified as one of the most difficult issues to deal with, ER Providers offer an integrated service only 23% of the time, warm referrals 34% of the time, and cold referrals 43% of the time. A focus on referral systems at the individual ER Provider level, and system level through a joined-up approach, might lead to better outcomes for Service Users. The program logic and theory of change for ER have been documented with input from the research findings and included in Section 4.3 on page 31. These show that ER helps people facing a financial crisis to meet their immediate needs, avoid further harm, and access a path to recovery. The research demonstrates that ER is fundamental to supporting vulnerable people in Australia and should therefore continue to be funded by government.
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