Dissertations / Theses: '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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Tuan, Nien-Tsu. "Towards an interactive management approach to performance improvement in bureaucratic organization." Doctoral thesis, University of Cape Town, 2002. http://hdl.handle.net/11427/14950.

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Bibliography: p. 213-220.
Organization science is not a new discipline. However, it persistently attracts many researchers to explore new concepts for coping with the increasing complexity in our society. The exploration is in transition, from mechanistic doctrine to systemic and humanistic notions. The mechanistic view is still prevailing and playing a dominant role, but, owing to its increasing critics, appeals for renovation of mechanistic principle incessantly arise. The tendency induces diversified approaches for intervening in the situation of bureaucratic context. This research investigates the features of organization from three angles - on the one hand, the structure and process (functional) aspects, and on the other, the purposeful behaviour of humans. Many works see the three components as separate, and deal with them accordingly. However, we contend that the three aspects are interrelated and that they should be integrated. The integration suggests that multiple views of organization are adequate because it embodies the attributes of purposeful behaviour and functional characteristics. Problems within an organization can be seen as the mutual influence of these parts. They can mutually aggravate and impede the performance of an organization. On the one hand, we contend that bureaucratic organization is inadequate, owing to its fragility in functional components of processing information to adapt to environment change. On the other hand, its rigid essence causes an inability to deal with human dimension problems. The problematical elements present a systemic relation. In turn, we attempt to explore the essence of organization's complex problems. The exploration concludes that both complexity and problems are cognitive phenomena. The illustrations suggest that the unearthing of organization problems should be grounded in the 'interaction' and 'consensus' 'model interchanging' of stakeholders. Based on this idea, we propose an intervention framework for diagnosing pathological pattern within bureaucratic organization. The framework is applied to one of South Africa's biggest local governments (the City of Tygerberg). The research result shows that the most significant problem within the City of Tygerberg is in the information-processing subsystem- associator. Besides, the 'mental pathology' locates on the 'sink' stage of the structured problem model.

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Schlechter, Anton Francois. "The relationship between organisational culture and organisational performance: a study conducted within a large South African retail organisation." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52008.

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Thesis (MA) -- University of Stellenbosch, 2000.
ENGLISH ABSTRACT: The underlying problem that prompted this study was to determine whether a relationship existed between organisational culture and organisational performance within a South African organisation. The research problem, furthermore, not only focused on establishing a relationship between aspects of organisational culture and performance, but also on whether variations in the perception of organisational culture are related to organisational performance, i.e. whether the degree to which the organisational culture is widespread or shared among members of the organisation, is related to organisational performance. To answer this question, six hypotheses were formulated with the intention of subjecting them to statistical analysis. The Competence Process of Jay Hall (1996) was used to provide a theoretical framework in terms of which the relationship between the constituent dimensions of organisational culture and organisational performance may be explained. Based on the competence theory it is hypothesised that the dimensions of organisational culture or competence - collaboration, commitment, creativity and the supporting conditions thereof, are directly proportional to the potential for performance. The 40-item Organisational Competence Index (OCI), which forms part of the Organisation Culture Analysis (OCA), is designed to assess the conditions for competence within an organisation. The sampling process finally produced a sample of 988 respondents that completed the organisational culture questionnaires (OCls). The organisation was divided into 60 areas or business units that were stratified throughout the organisation. A stratified sampling technique was therefore used, and the above mentioned geographical subdivisions were used as strata. Because of the all-pervasive nature of accounting as the language of business, financially based indicators are universally adopted to measure organisational performance. Taking the various arguments and proposed measures into consideration, it was decided to use the following three objective performance criteria: 1) financial profits; 2) stock losses; and 3) labour turnover - (indicative of the voluntary survival rate). Commercial organisations ultimately have one important "bottom line", to create wealth for all associated with the organisation and therefore to be financially successful. Thus, the indicators of organisational performance that were used are all directly relevant and based on the so-called financial "bottom line" of the organisation. To determine the relationship between the average organisational culture scores and the performance indicators, the product moment correlation coefficients were computed between each area's average organisational culture dimension scores and the three indicators of performance. Commuting the coefficient of variation arrived at the variation in average culture dimension scores per area. To establish the relationship between the variation in average culture dimension scores and the performance indicators, the correlation coefficients were computed between the coefficient of variation and the performance measures. All of these relationships were found to be significant, at least at the 0.05 level. The findings and conclusions arrived at, may be summarised as follows: The first conclusion that can be drawn is that the business units in which the members experience collaboration and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover, compared to those business units where members experience the collaboration dimension to a lesser degree. The second conclusion that can be drawn is that the business units in which the members experience commitment and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the commitment dimension to a lesser degree. The third conclusion that can be drawn is that the business units in which the members experience creativity and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the creativity dimension to a lesser degree. The fourth conclusion that can be drawn is that the business units in which the members experience the dimensions of competence and the supporting conditions thereof to a lesser degree of variance are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the culture dimensions to a greater degree of variance. In more practical terms, it would seem that the dimensions of competence might well explain why some business units (possibly organisations) are more successful than others.
AFRIKAANSE OPSOMMING: Die onderliggende vraag wat tot hierdie studie gelei het, was om te bepaal of daar 'n verband bestaan tussen die organisatoriese kultuur en die organisasie prestasie van 'n Suid Afrikaanse maatskappy. Die navorsingsprobleem het verder nie net gefokus op die vestiging van 'n verband tussen aspekte van organisasie kultuur en prestasie nie, maar ook probeer om te bepaal of die variansie in die persepsie van organisasie kultuur ook verwant is aan prestasie. Om hierdie vrae te beantwoord is ses hipoteses geformuleer met die intensie om hulle statisties te toets. Die Bevoegdheidsproses van Hall (1996) is gebruik as die teoretiese raamwerk wat die verband tussen die samestellende dele van organisasie kultuur en organisasie prestasie verduidelik. Hierdie teorie veronderstel dat die dimensies van organisasie bevoegdheid - samewerking, toevertrouing, kreatiwiteit en die onderskeie ondersteunende kondisies van elk, direk proporsioneel is aan die potensiaal vir prestasie. Die 40-item Organisasie Bevoegdheidsindeks (OCI), wat deel vorm van die Organisasie Kultuur Analise (OCA), is ontwerp om die kondisies VIr bevoegdheid in die organisasie te meet. Die steekproef het bestaan uit 988 respondente wat die organisasie kultuur vraelyste (OCI) voltooi het. Die organisasie is verdeel in 60 areas of besigheidseenhede wat regdeur die organisasie gestratifiseer is. 'n Gestratifiseerde steekproef trekkingstegniek is dus gebruik. Finansieel gebaseerde indikatore word universeel gebruik om orgamsasie prestasie te meet. In die keuse van prestasie indikatore, is verskeie argumente en voorgestelde indikatore in ag geneem, en is daar besluit om die volgende objektiewe kriteria te gebruik: 1) finansiële winste, 2) voorraad verlieste en 3) arbeidsomset. Kommersiële organisasies het uiteindelik een hoof doel, om rykdom te skep vir sy aandeelhouers en dus om finansieel suksesvol te wees. Die indikatore van prestasie is dus so gekies dat hulle relevant is en op hierdie doelwit gebaseer is. Om die verband te bepaal tussen die organisasie kultuur-tellings en die prestasie indikatore, is die produk moment korrelasie koëffisiënt bereken tussen die gemiddelde organisatoriese kultuur-tellings vir elke area en die area se tellings op die drie prestasie indikatore. Die variansie in die gemiddelde kultuurmeting per area was bereken deur middel van die koëffisiënt van variansie. Die korrelasie koëffisiënt is bereken tussen hierdie meting, en die prestasiemeting vir elke area. Al hierdie verhoudings was ten minste op die 0.05 vlak betekenisvol. Die bevindinge en gevolgtrekkings van hierdie studie sluit die volgende in: Die eerste gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers die samewerkingsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraadverliese gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die samewerkingsdimesie tot 'n mindere mate ervaar het. Die tweede gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers toevertrouing, en die ondersteunende kondisies daarvan tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraad verlieste gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die toevertrouingsdimensie tot 'n mindere mate ervaar het. Die derde gevolgtrekking wat gemaak is, is dat die besigheidseenhede waar die werknemers die kreatiwiteitsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, het meer wins gemaak, laer vooraad verlieste gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede wat die kreatiwiteitsdimensie tot 'n mindere mate ervaar het. Die vierde gevolgtrekking wat gemaak is, was dat die besigheidseenhede waarby 'n kleiner mate van variansie in die kultuurmetings gevind is, het daardie besigheidseenhede meer profyt gemaak, laer vooraadverliese gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede waar daar 'n groter mate van variansie in die kultuurrnetings was. In meer praktiese terme wil dit voorkom of die dimensies van bevoegdheid tot 'n mate kan verduidelik hoekom sekere besigheidseenhede (moontlik organisasies) meer suksesvol is as ander.

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Spicer, David Philip. "Mental models, cognitive style, and organisational learning : the development of shared understanding in organisations." Thesis, University of Plymouth, 2000. http://hdl.handle.net/10026.1/363.

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Organisational learning is seen by many to be a key determinant of organisational performance. This is demonstrated by the growth of the 'learning company' concept (Pedler et al. 1991), and by the suggestion that the ability to learn faster than one's competitors is the only sustainable competitive advantage (DeGeus 1988). Consequently, organisations need to integrate and maximise the knowledge and learning of their individuals, and central to the learning process in firms is an effective means of transferring knowledge and learning between individuals and their organisation as a whole. Mental models (individual and shared) have been postulated as a mechanism through which this occurs (Senge 1990a; Kim 1993; Hayes and Allinson 1998). An individual mental model can be characterised as a simplification or representation of understanding of an idea, notion, process or system which provides the cognitive framework in which that individual's knowledge in respect of that issue is stored, whilst shared (group or organisational) mental models can be characterised as the common elements that exist between individual mental models. Both of these have been theoretically linked with individual and organisational learning. Literature in respect of individual and organisational learning, mental models and a third issue cognitive style is reviewed. Cognitive style represents the way individuals obtain, store and operationalise knowledge, and is included here as it is recognised as potentially affecting how learning and mental models interact (Hayes and Allinson 1998). A research model is posited which integrates key theory in respect of these three concepts, and research undertaken in two phases is presented. Phase One focused upon the representation of individual and shared mental models through semi-structured causal interviews with senior mangers in participant organisations, whilst Phase Two involved organisation wide surveys of these models, aspects of learning and cognitive style. Results obtained suggest that the complexities of an organisation, its environment, learning and mental models all mitigate against the identification of a simple relationship between these constructs. However some of the sources of these complexities are identified and suggested, and it is posited that the progression of work addressing organisational learning would best be served through a case study approach addressing the sources of complexity and effectiveness of learning in relation to specific mental models and within organisations.

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Chanhoun, Maxime José. "La mesure des performances financières des entreprises béninoises et ses enjeux." Thesis, Montpellier 1, 2010. http://www.theses.fr/2010MON10017.

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La recherche initiée traite de l'évaluation de la pertinence du référentiel comptable de l'OHADA à traduire fidèlement la réalité économique vécue par les entreprises béninoises et particulièrement à permettre la mesure des performances financières desdites entreprises. La philosophie de la recherche procède de l'idée que l'on ne peut diriger que ce que l'on peut mesurer, et qu'il est nécessaire de s'assurer de la fiabilité des éléments qui fondent les décisions de gestion et d'investissement, ainsi que les politiques économiques.Les investigations menées sur un échantillon représentatif de plus de 300 producteurs et utilisateurs de l'information comptable et financière ont permis de faire émerger leurs besoins et le degré de satisfaction desdits besoins. Les travaux effectués révèlent les défaillances à la base des systèmes d'information comptable mis en œuvre dans les entreprises béninoises, ce qui conduit à mettre en doute la fiabilité des états financiers produits. Pour pallier cette insuffisance, un modèle de gestion des données de base est proposé pour améliorer la collecte desdites données, et a fortiori, contribuer à la pertinence du processus décisionnel des managers, rassurer les investisseurs potentiels et surtout rendre efficaces les orientations économiques des gouvernants
The undertaken research deals with the evaluation of the OHADA accountancy system of reference aptness to express accurately the factual economic reality experienced by the beninese enterprises and particularly to enable the financial performance assessment of these enterprises.The philosophy originates in the idea that one manages only what can be assessed, and that it is necessary to make sure the different bases of management and investment decisions are reliable, as well as the economic policies.The investigation led on a representative range of more than three hundred accountancy information producers and users help us make their needs and the degree (level) of satisfaction of these needs stand out.The carried out work reveal the weaknesses at the base (root) of the accountancy information systems implemented by the Beninese enterprises, what leads to question the reliability of the provided financial statements. To compensate this inadequacy, a model of data base management has been proposed so as to ameliorate the collection of these data, and all the decision process, to ease the potential investors and above all to make more efficient the government economic orientations

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Rankonyana, Lawrence. "An analysis of the effect of organisational capacity on organisational performance in project implementation : case of the Organisation of Rural Associations for Progress (ORAP)." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96698.

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Thesis (MPA)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: In this study, organisational capacity is considered as the sum of organisational capabilities to perform functions that will deliver expected levels of performance; suggesting that organisations must be enabled to solve problems, set and achieve objectives, learn and adapt operations to attain set goals. Therefore, this research analyzes various capacity options necessary for the proper functioning of the organisation in line with the Frederickson’s capacity model which considers capacity in terms of leadership and vision, management planning, fiscal planning and practice and operational support. The analysis is done in an organisational context (the Organisation of Rural Association for Progress - ORAP) in order to develop a practical understanding of capacity implications in projects implementation activities. In order for organisations to produce efficient, effective, financially viable and relevant performance, there must be a matching level of investment towards capacity development. In this research, information obtained from interviews and group discussions indicated that organisational capacity has a direct effect on the quality and time spent on a single project. In addition, project activities must satisfy specific project objectives, as well as the strategic objectives of the organisation to ensure that performance is consistent with project requirements and at the same time steer the vision of the organisation forward. Community participation should be prioritised because it is important to make sure that project implementation becomes a consultative process that would produce the required outcomes in terms of project value to the community and empowerment through training and experience to community members. It is also important to adequately fund projects and provide the right infrastructural facilities, in order to enable the smooth flow of the project implementation process.
AFRIKAANSE OPSOMMING: In hierdie studie word organisatoriese kapasiteit beskou as die samevoeging van organisatoriese vermoëns om funksies uit te voer wat verwagte vlakke van werkverrigting sal lewer; wat suggereer dat organisasies die geleentheid gebied moet word om probleme op te los, doelwitte uiteen te sit en te bereik, werksaamhede te leer en aan te pas om bepaalde doelwitte te bereik. Derhalwe, analiseer hierdie navorsing verskeie kapasiteitsopsies wat nodig is vir die behoorlike funksionering van die organisasie in ooreenstemming met Frederick se kapasiteitsmodel wat kapasiteit in terme van leierskap en visie, bestuursbeplanning, fiskale beplanning en praktyk, en operasionele ondersteuning vooropstel. Die analise word gedoen in ’n organisatoriese konteks (die Organisasie vir Landelike Ontwikkelingsassosiasie – OLOA) ten einde ’n praktiese begrip van kapasiteitsimplikasies in die implementering van aktiwiteite van projekte te ontwikkel. Vir organisasies om doetreffende, effektiewe, finansiëel haalbare en relevante werkverrigting te lewer, moet daar ’n ooreenstemmende beleggingsvlak vir kapasiteitsontwikkeling wees. Inligting wat verkry is tydens navorsing vanuit onderhoude en groepbesprekings het aangedui dat organisatoriese kapasiteit ’n direkte effek het op die kwaliteit en tyd wat gewy word aan ’n enkele projek. Daarby moet projekaktiwiteite spesifieke projekdoelwitte verwesenlik, asook strategiese objekte van die organisasie om te verseker dat werkverrigting niestrydig is met projekvereistes en om terselfdertyd die visie van die organisasie uit te dra. Gemeenskapsdeelname behoort voorkeur te kry, want dit is belangrik om te verseker dat projekimplementering ’n advieserende proses word wat die vereiste uitkomste in terme van projekwaarde vir die gemeenskap en bemagtiging deur opleiding en ervaring van gemeenskapslede na vore sal bring. Dit is belangrik om projekte genoegsaam te befonds en die regte infrastrukurele fasiliteite te verskaf om die die gelykvloeiendheid van die proses van projekimplementering moontlik te maak.

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Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

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Fall, Alioune. "Planification des activités en logistique inverse : modélisation et optimisation des performances par une approche stochastique en programmation linéaire." Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0071/document.

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Durant les dernières décennies, des réseaux de logistiques inverses ont été lancésdans plusieurs pays industrialisés dans l’objectif de préserver l’environnement. La mise enplace et la gestion de cette logistique concernent les différents niveaux, stratégique, tactique etopérationnel existants dans le cadre de la logistique directe pour tout système de productionde biens industriels. Pour améliorer ce type de réseau, la modélisation et la simulation sontdes outils efficaces. Après avoir présenté un état de l’art de ce domaine, notre étude sefocalise sur la planification de certains sous-ensembles (appelés maillons) de cette chaineinverse (i.e. collecte-tri, désassemblage) au niveau tactique, c'est-à-dire à moyen terme. Lebut de ce travail est donc de proposer un modèle générique en programmation linéaire dans uncontexte multi-produit et multi-période, qui cherche à maximiser le profit total du maillonétudié et qui prend en compte l’incertitude sur la qualité des produits traités. Le modèlelinéaire en nombres entiers (déterministe, stochastique et évaluation stochastique) est ainsiformulé autour d’un profit contraint par les capacités du maillon, l’évolution des stocksentrants et sortants et la livraison des produits traités aux clients, avec une politique delivraison sans déclassement ou avec déclassement des produits
During the last decades, reverse logistics networks have been launched in severalindustrialized countries with the aim of preserving the environment. The implementation andmanagement of the reverse logistics concerns the different levels (strategic, tactical andoperational) existing in the framework of forward logistics for any production system. Toimprove this type of network, modeling and simulation are effective tools. After presenting astate of the art in this domain, our study focuses on the planning of two sub-systems of thereverse logistics chain (i.e. collection-sorting and disassembly) on the tactical level that is tosay the medium term. The aim of this work is to propose a generic model by linearprogramming in a multi-product and multi-period context, which searches for maximizingthe total profit of the sub-system studied, taking into account the uncertainty of the productssupplied. The integer linear model (deterministic, stochastic and stochastic assessment) is thusformulated around a profit constrained by the sub-system capacity, the evolution of incomingand outgoing inventory and the delivery of products to customers: a delivery policyauthorizing the quality degrading of products or not

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Al, Qahtani Khalid Mohammed. "Investigating the impact of bureacratic factors on government organisational performance in the Kingdom of Bahrain : a multiple case study approach." Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/8766.

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This research is undertaken in response to the need to offer fresh insights to the number of models of organisational bureaucracy. The main aim of this thesis is to explore the bureaucratic factors related to governmental organisations that may influence their performance. Through conceptual and empirical research, several key factors have been identified which link organisational performance to social responsibility, job satisfaction, motivation, and decision quality. To support this research, Hofstede’s cultural dimensions were used in connection with the performance dimensions and the bureaucratic factors. In this context, the case study design used multiple sources of evidence in a triangulation strategy to contribute to developing a perspective on bureaucracy and its impact to government organisations in the Kingdom of Bahrain. Thus, a conceptual framework has been developed and proposed as part of the study. This research adopted a semi-structured interview research design in order to elicit the views of individuals and in-depth qualitative information. The findings in the context of this research confirmed that Bahrainis are highly rule-oriented, risk averse and do not readily accept change. In addition, they have a high preference for avoiding uncertainty thus they maintain rigid codes of belief and behaviour. The results of the empirical investigation have therefore enriched the growing literature of bureaucracy and performance of government organisations not only in the Kingdom of Bahrain but also in the global setting it used the Hofstede’s cultural dimensions. The result of this research may be of help to a range of human resource managers, public administrators, employees and other stakeholders in bureaucratic organisational context.

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19

Azan, Wilfrid. "Performance et organisation projet." Marne-la-Vallée, 2001. http://www.theses.fr/2001MARN0100.

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L'organisation projet semble renvoyer a une triptyque bien connue des specialistes de la performance, efficacite, efficience et economie. Pour h. Bouquin1, l'economie se definit comme le fait de se procurer des ressources a moindre cout. L'efficience est le fait de maximiser la quantite obtenue de produits ou de services a partir d'une quantite de ressources. Enfin, l'efficacite est le fait de realiser les objectifs et les finalites poursuivis. Cette notion renvoie a tout objectif, economique ou autre, qu'une organisation peut poursuivre efficacite, efficience et economie semblent caracteriser des organisations non transversales or, deux types de difficultes surgissent rapidement lorsqu'il s'agit d'utiliser un erp, afin d'augmenter la performance de l'organisation projet d'une part, les methodes de mise en place de ces systemes ne sont que peu decrites et leurs effets sur l'organisation et sur les utilisateurs sont ignores, mesestimes ou idealisees. La singularite des organisations, leur histoire, leur culture et leurs metiers sont rarement pris en compte face a l'imperieux besoin de tout changer et de reorganiser pour etre plus performant. L'acquisition de solutions informatiquescomplexes n'est pas la certitude d'une performance gagnee a l'avance, ni le sesame vers une organisation revee par les editeurs de progiciels integres. D'autre part, les organisations projets sont singulieres et les presupposes de la performance que nous avons evoques ne sont pas necessairement transferables a ce type de structure qui n'ont, en outre, pas suscite d'abondants travaux theoriques sur ce theme. Les erp ont ete davantage concus pour des entreprises de production,. Leur caractere <> induit une meconnaissance reelle de l'organisation projet des lors, cette recherche nous conduit a examiner deux questions - comment une organisation projet prepare-t-elle la venue du systeme2 ? cette phase preparatoire induit des effets sur la performance des projets dans l'entreprise. Realiser un <> est bien different de l'application litterale de procedures parachutees du sommet de la hierarchie ou provenant de societes de consulting. La reflexion et les propositions emanent de l'organisation projet qui fournit un premier schema de reorganisation des taches les groupes de proposition constitues3 vont a la fois reflechir sur les transformations a operer dans l'organisation projet, sur les adaptations de l'erp a effectuer et sur l'adequation entre l'organisation et le systeme

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Rowland, Caroline Ann. "Organisational culture and the impact of performance management: some issues concerning motivation, pay and performance at two aerospace organisations." Thesis, University of Manchester, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488353.

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There is a strong and growing world-wide interest in performance management and pay for performance. This work draws together and evaluates previous research concerning performance management. It also builds and expands on existing work by establishing linkages between organisational culture and issues of motivation, pay and performance. The research looks at the little investigated area of how organisational culture acts as a mediating influence between performance management systems and organisational effectiveness. This work discusses the extent to which congruence between performance management systems and organisational culture influences organisational effectiveness. There has been little research in the area of performance management in the aerospace sector. The area of linkage to organisational culture has seldom received attention, although aerospace has its own distinctive culture. This work examines and evaluates performance management strategy and practice at two aerospace organisations based in the North-West of England. This takes place within the context of recent growth of commercial and business cultures within an industry deeply grounded in a unique and pervasive tradition of creativity, innovation and technological expertise paradoxically combined with a conservative and pluralistic value system. The aerospace sector is at the forefront of technology transfer and change. It represents a rich vein of material to be mined concerning trends in performance management. This research contributes to furthering knowledge and enables predictions concerning other sectors. The methodology employs a mixture of quantitative and qualitative approaches. These include ethnographic surveys, postal questionnaires, unstructured informal interviews and statistical comparisons between the host organisations. Findings indicate strong cultural beliefs in equity, quality, empowerment and technical excellence often at odds with management cultures valuing control and profit. Tensions between strategic planning and managerialistic attitudes towards performance-related pay and appraisal are revealed. There is no universal panacea but whether performance-related pay can be applied and how it is applied are both contingent on the culture of the organisation. Conclusions indicate that as organisations shift from hierarchical structures to more complex and democratic systems the appropriateness of traditional systems of appraisal and managing performance are increasingly questionable.

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21

Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

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22

Koné, Cheick Tidjane. "Conception de l'architecture d'un réseau de capteurs sans fil de grande dimension." Thesis, Nancy 1, 2011. http://www.theses.fr/2011NAN10056/document.

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Cette thèse considère les réseaux de capteurs sans fil (RCSF) de grande dimension (de l'ordre du million de noeuds). Les questions posées sont les suivantes : comment prédire le bon fonctionnement et calculer avant déploiement les performances d'un tel réseau, sachant qu'aucun simulateur ne peut simuler un réseau de plus de 100 000 noeuds ? Comment assurer sa configuration pour garantir performance, passage à l'échelle, robustesse et durabilité ? La solution proposée dans cette thèse s'appuie sur une architecture de RCSF hétérogène à deux niveaux, dont le niveau inférieur est composé de capteurs et le niveau supérieur de collecteurs. La première contribution est un algorithme d'auto-organisation multi-canal qui permet de partitionner le réseau inférieur en plusieurs sous-réseaux disjoints avec un collecteur et un canal de fréquence par sous-réseau tout en respectant le principe de réutilisation de fréquence. La seconde contribution est l'optimisation du déploiement des collecteurs car leur nombre représente celui des sous-réseaux. Les problèmes traités ont été : l'optimisation des emplacements des puits pour un nombre prédéfini de puits et la minimisation du nombre de puits ou du coût pour un nombre prédéfini de sauts dans les sous-réseaux. Une solution intuitive et appropriée pour assurer à la fois performances réseaux et coût, est de partitionner le réseau inférieur en sous-réseaux équilibrés en nombre de sauts. Pour ce faire, la topologie physique des puits est une répartition géographique régulière en grille (carrée, triangulaire, etc.). Des études théoriques et expérimentales par simulation des modèles de topologie montrent, en fonction des besoins applicatifs et physiques, la méthodologie de choix et le calcul des meilleures solutions de déploiement
This thesis considers the large-scale wireless sensor network (LSWSN) consisting of million nodes. The questions are: how to predict the good working and to compute before deployment the performances of such a network, knowing that no simulator can simulate a network of more than 100000 nodes? How to ensure its configuration to ensure performance, scalability, robustness and longevity? The solution proposed in this thesis is based on a two-tiered heterogeneous architecture of WSN in which the level 1 is composed of sensors and the level 2 of collectors. The first contribution is a multi-channel self-organization algorithm, which allows partitioning the network of level 1 into several disjointed sub-networks with one collector and one frequency channel while respecting the principle of frequency reuse. The second contribution is to optimize the deployment of collectors because their number represents that of sub-networks. The problems addressed were: the optimization of sinks locations for a predetermined number of sinks, and the minimization of financial cost related of the sinks? number, for a predetermined number of hops in the sub-networks. An intuitive and appropriate solution to ensure both network performance and cost is to partition the network of level 1 into balanced sub-networks in number of hops. To do this, the physical topology of sinks is a regular geographical grid (square, triangular, etc.). Theoretical studies and simulation of topology models show, depending on application requirements (node density, charge application, etc.) and physical (radio range, surveillance zone), the methodology of choice and the computation of the best deployment solutions

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23

Buchana, Yasser. "Generative mechanisms of IT-enabled organisational performance in resource-constrained Emergency Medical Services organisations in South Africa." Doctoral thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29545.

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Problem Statement: Emergency medical services (EMS) organisations have one of the highest levels of dependence on and use of information technology (IT) to support delivery of emergency medical services. The need for EMS organisations to provide efficient and effective emergency medical services has emphasised the importance of performance management. Organisational performance which is monitored and evaluated through key performance indicators (KPIs) plays an important role in EMS organisations. Organisational performance helps to monitor, evaluate and communicate outcomes in the form of KPIs. Empirical evidence shows that quantitative KPIs have been designed with little in-depth understanding of the underlying IT usage mechanisms that influence organisational performance. Unfortunately, such quantitative KPI reports have been limited in explaining organisational performance underpinned by IT. Purpose / rationale of the research: The purpose of this research study was to identify the generative mechanisms associated with IT-enabled organisational performance and to explain how these mechanisms interact. In the context of resource-constrained EMS organisations, quantitatively defined KPIs are not suitable for explaining the underlying causes of performance variations and outcomes. The lack of empirical evidence on IT-enabled organisational performance as well as the lack of theoretical explanations of the underlying mechanisms provided the primary rationale for this study. In addition, this study sought to provide answers to the following research question: What generative mechanisms explain IT-enabled organisational performance in resource-constrained EMS organisations? Theoretical approach/methodology/design: This study was informed by the critical realist philosophy of science and used the complex adaptive systems theory together with institutional theory as the theoretical lenses to investigate the research question in a manner that jointly explained the generative mechanisms. Using interviews, participant observation, organisational performance data and documents collected from a single case study, the study used abduction and retroduction techniques to explicate the mechanisms of IT-enabled organisational performance. Findings: Findings indicate that the IT-enabled organisational performance mechanisms can be categorised into two types of generative mechanisms. These are structural and coordination mechanisms. The explanation of the mechanisms developed in this study take into consideration three important elements: (1) the technological, cultural and structural mechanisms that influence IT-enabled organisational performance; (2) the unpredictable, non-linear, adaptive nature of emergency medical services environments; and (3) the complexities that arise in the interactions between EMS organisations and their environments. Originality/contribution: In respect of IT-enabled organisational performance this study contributes to both organisational and health information systems literature by developing a multi-level research framework that is informed by the realist philosophical stance. The framework plays an explanatory role which relates to its inherent ability to offer explanatory insights into the necessary mechanisms that give rise to organisational performance. This framework has the potential to guide empirical research and provide theoretical explanations of different domains or disciplines that are concerned with identifying IT usage mechanisms which influence organisational performance. These include the significance of the coordination and structural mechanisms which, under differing conditions of uncertainty, produce variations in performance outcomes. Implications: Findings from this study can be integrated into broader emergency medical policy planning and health programme management. The model developed by the study provides a fresh understanding of the underpinning mechanisms enabling performance in resource-constrained EMS organisations. It can be used to assist emergency medical institutions and practitioners in South Africa and other sub-Saharan African countries, especially Southern African Development Community (SADC) countries to improve emergency medical service delivery to the public. The findings provide a guide for improving management of emergency medical situations and resources in their respective resource-constrained contexts. Furthermore, findings from the study can also guide improved design and implementation strategies and policies of EMS systems initiatives in South Africa and sub-Saharan developing countries.

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Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.

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Construction is complex and comprises a multitude of knowledge-driven activities and business interests from participating organisations with the people involved being subject to different organisational and disciplinary practices. People are fundamental to success because human capabilities in learning, innovating and changing creative directions are vital to long term development of organisations. In the last two decades, researchers have found that human resource (HR) management has positive effects on the organisational performance. However, the processes through which HR management lead to organisational performance are contested. This research proposes a framework to investigate the effects of employees' behaviours and organisational learning on organisational performance and the impacts of HR practices on those effects in the context of Chinese construction enterprises. The research design adopts a multi-method approach, integrating positivism and interpretivism, to understand the complex relationship between HR practices, organisational learning, individual behaviour, and organisational performance. By consulting two experienced academic researchers and industry experts, the pilot study improves the understanding and implementation of the measurement instruments employed. Both quantitative and qualitative approaches are adopted in data collection and analysis: 326 valid respondents through questionnaire survey are received, and structural equation modelling is adopted to test individual behaviour and organisational learning as mediating variables of the relationship between HR practices and organisational performance respectively. Middle-level managers in Chinese construction firms are interviewed, and a cognitive map is produced to reveal the possible mediating variables and the cause-effect relationships between organisational learning and individual behaviour. The cause-effect route identified from the cognitive map is tested by structural equation modelling method, i.e., individual in-role behaviour as a mediating variable between organisational learning and performance. In conclusion, from the theoretical perspective, the results reveal the following. (1) Individual in-role behaviour has highly significantly positive effect on organisational performance. Organisational learning has very highly significantly positive effect on organisational performance. Both individual in-role behaviour and organisational learning have mediating effects on the relationship between HR practices and organisational performance. (2) HR practices positively affect individual in-role behaviour indirectly through organisational learning. Individual in-role behaviour mediates the relationship between organisational learning and organisational performance. (3) HR practices also affect organisational performance via the path-way of social capital, individual perceived organisational support, organisational citizenship behaviour (OCB), and co-worker productivity. For the practical implications, Chinese construction companies should implement the following to improve organisational performance. (1) Recognize the importance of employees' in-role behaviour, and design HR practices to motivate employees to apply their knowledge, skills and abilities in job-related performance, and to retain qualified and experienced staff. (2) View organisational learning as an important component of competitive advantage in the process of organisational development, and motivate and enhance organisational learning by the employment of HR practices and the creation of social capital. (3) Recognize the importance of OCBI (i.e. organisational citizenship behaviour directed toward the benefit of other individuals), and try to elicit employees' OCBI by improving employees' perceived organisational support.

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Jones, Renae Allison. "So What is Flexibility? Toward a Multi-Level Theory of Organisational, Group, and Individual Flexibility." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16129/.

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Flexibility is a term that is presumed to be meaningful across different levels of analysis in an organisation. It has been suggested that flexibility is required by organisations, groups, and individuals to deal with an increasingly complex and dynamic organisation and global environment. Authors have proposed that organisational flexibility enables a firm to achieve a better 'fit' with their environment and create a sustainable competitive advantage. The group level literature promotes flexibility at this level of analysis as important for group effectiveness and successful project completion. The individual flexibility literature suggests that people who are flexible are more likely to be satisfied and effective than individuals who are inflexible. Despite the importance placed on the construct of flexibility, it is a relatively under explored construct, both theoretically and empirically. This is due in part to the lack of definitional precision and inconsistency in the operationalisation of flexibility at each level of analysis. Consequently, little is known about the meaning of flexibility and the relationship of this construct with contextual and performance variables. This research addresses the limitations of the current literature on flexibility by developing a testable multi-level framework of flexibility. Flexibility is defined in this research as an organisation's, group's, and individual's ability to be proactive, adaptable, and resilient. Three primary research questions were addressed in this thesis. The first question addressed what are the characteristics of flexibility at the organisation, group, and individual level of analysis. The second overarching research question of interest in this thesis examines how flexibility at each level of analysis is related to performance. The third overarching research question examined what factors impact flexibility at each level of analysis. To address these three research questions at each level of analysis, a theoretical review and an empirical study were conducted. The first empirical study, focused on flexibility at the organisational level of analysis. This study involved the exploration of seven specific research questions that were developed from the theoretical review. This study used cross-sectional secondary data of private sector Australian organisations. Flexibility was defined as proactivity, adaptability, and resilience. This research examined the relationships between each of the flexibility components and improvements in several organisational level outcomes. Also, the impact of the contextual variables level of organisational control, degree of structure, and competition changes on the flexibility-performance relationship was investigated. Analysis techniques included moderated regression analysis. Results showed support for the positive association between flexibility and performance. Flexibility interacted with competition and structure to influence performance, but control was found to have no moderating effect on the flexibility-performance relationship. The second empirical study investigated group flexibility. This study took a sequential, mixed method research approach, using qualitative data to explore group flexibility and quantitative analysis to explore the broad relationships found among variables from the qualitative research. Using this approach, this study addressed five specific research questions that were developed from a theoretical review, including defining group flexibility, the nature of group flexibility conceptualisation, the relationship between flexibility and group performance, factors that may enhance group flexibility, and factors that may reduce group flexibility. Findings showed group flexibility was described consistently between participants and the existing literature, proposing group flexibility is a group's ability to search and consider alternatives, be adaptable, and resilient. Results also suggested a positive relationship between group flexibility and several outcomes, including stakeholder satisfaction, personal development and satisfaction, group morale, and group confidence. The final study examined individual level flexibility. Based on the theoretical exploration of individual flexibility, in this study, individual flexibility was defined as the ability to be proactive, adaptable, and resilient. This empirical research focused specifically on managerial level flexibility. Due to the similarities in descriptions of individual flexibility and managerial flexibility in the literature, the definition of individual flexibility was applied to the managerial level. The study investigated changes in flexibility levels over time using executive coaching as the literature promotes executive coaching as an individual flexibility developmental tool. This study examined eleven leaders undertaking executive coaching with individual flexibility being measured at three points in time, pre coaching, the middle of coaching, and post coaching. Findings were consistent with the proposition of the positive impact of executive coaching on flexibility as the data showed leaders' individual flexibility levels increased from pre coaching to post coaching, with a significant linear trend over time. The results of these three studies are integrated to inform the multi-level framework of flexibility which was developed in this thesis. This framework provides a systematic, comprehensive, and tangible definition of flexibility at each level of analysis, providing a rich description of the characteristics of each flexibility component. This research advances our understanding of flexibility, which I hope will encourage further research on the construct. For managers and practitioners, this research provides a clear description of flexibility at each level of analysis and offers indicators of flexibility at each level to encourage the measurement and development of organisational, group, and individual flexibility. Also, this research provides empirical evidence of the benefits of flexibility, helping to provide legitimacy for the inclusion of flexibility into the organisation, in areas including strategic planning, organisational design, group design, recruitment and selection, and training and development. Furthermore, this multi-level model allows practitioners to be more focused in developmental efforts for organisation, group, and individual flexibility. This research provides several interesting areas for future research.

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Wangani, Simon. "L'étalonnage, outil d'amélioration des performances dans les organisations publiques." Phd thesis, Université Paris-Est, 2010. http://tel.archives-ouvertes.fr/tel-00593717.

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Cette thèse vise à améliorer le contrôle de gestion des organisations publiques. L'objectif est de répondre à la question suivante : quel est le rôle et l'impact de l'étalonnage dans la gestion des organisations publiques ? A l'issue d'une revue de la littérature approfondie, un cadre d'analyse de la particularité des organisations publiques a été mise en place et a permis de dégager les spécificités de ces organisations, lesquelles ne permettent pas de mettre en pratique les outils classiques du contrôle de gestions tels que le tableau de bord, la lolf, le reporting... L'enquête a été réalisée sur un échantillon d'une quarantaine de personnes composé des universitaires, des agents des organisations publiques et des professionnels (experts comptables, commissaires aux comptes et avocats). L'ensemble des résultats obtenus a permis de valider l'hypothèse générale selon laquelle l'étalonnage constitue un outil d'amélioration des performances dans les organisations publiques.

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27

Grossi, Peter. "A stakeholder-based organisation performance model." Thesis, University of South Wales, 2007. https://pure.southwales.ac.uk/en/studentthesis/a-stakeholderbased-organisation-performance-model(ef0e5e3e-3325-43dd-92e2-e37d605c6e0a).html.

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Organisations exist in a vast range of types and sizes. While it is generally known that start-ups suffer a high rate of infant mortality for various reasons, it is clear that there are many different successful approaches to achieving stability and worthwhile contribution. Even the fortunes of large companies are not immune to ebb and flow, and these phenomena are manifested in the effects they have, both on the communities in which they are placed, and on their trading partners. Therefore there is more to sustainable success than size or other traditional financial measures such as turnover, profit, return on investment etc. This thesis is inspired by the need to identify a way of characterising the contributions of organisations as a framework of performance measurement that is meaningful to all organisations regardless of type or size, and systematically relating that view of contributions to organisations' strategic and operational activities. Business processes are used within organisations to control productive activity and therefore are at the root of all aspects of an organisation's output. There are, however, a number of reasons for processes to be disconnected from the strategic intentions of an organisation, whereupon the processes, and the activities within them, become less efficient and effective in serving the needs of the organisation than they should be. Traditional methods of performance measurement do not adequately address this problem, so a new model for the measurement and improvement of organisational performance is required. In reviewing theories and empirical viewpoints concerning stakeholders it is found that there are several distinct topics of interest within that field. These are brought together in the form of a standardised list of stakeholder groups, which is then field tested for general applicability. A method for expressing the strategic intentions of an organisation, based on this standardised list, is then developed and is also field tested. The group structure is extended by identifying a number of factors that determine the satisfaction of stakeholders, and these are also field tested for applicability. Using the structured analysis of stakeholders by groups, and the factors that determine their satisfaction, a model is proposed (the Performance Boundary Model) that shows stakeholders and the organisation itself as distinct but connected domains. This concept is developed, by building on established theory and the findings of the field research, into a representation or model. This model provides a structured connection between strategic intentions and measured operational performance, and these are connected into the organisation through its processes. The model thus provides structured links between organisational strategy, operational processes and objective performance measures.

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Shologu, Anita. "Employee perceptions of organisational culture constructs in selected non-governmental organisations (NGOs) in Cape Town, Western Cape Province." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2876.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019.
Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape Town in order to generate valuable information in understanding the role of organisational culture in the achievement of organisational objectives in NGOs. Mixed methods approach was used in this study as it allowed collecting of qualitative and quantitative data simultaneously and assessing different facets of complex outcomes in a richer way than one method alone. The study found that culture is set to boost employees’ and organisations’ performance, and that managers and owners in NGOs have knowledge of this. The study revealed that some criteria such as openness and the creativity view of the organisational culture are only considered positive to managers and owners of NGOs. This study found that managers and owners in NGOs believe the implemented organisational culture is very effective, positively affects and boosts employees’ performance. The employees, however, had a different perception; they feel excluded from the development of the organisational culture which in turn affects their commitment and performance in a negative manner. This study found that employees’ commitment towards organisational culture derives from the way it is designed and how it suits employees’ expectations. Aspects such as remuneration, a safe work environment and sustainability, were found to be important for employees’ performance and commitment. Therefore, it is evident that directing or developing NGOs’ organisational culture that focus on employees’ expectation such as remuneration and sustainable employees’ innovation and practice will receive more support from employees. Furthermore, the criteria are keen to improve the way employees perform and commit to the organisation. It was recommended that NGOs involve employees in the design or development of its organisational culture in order to have more information on employees regarding what to expect from them. Another major implication is that the issue of employee benefit or remuneration have to be addressed in order to maintain employees’ performance.

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Habachi, Oussama. "Optimisation des Systèmes Partiellement Observables dans les Réseaux Sans-fil : Théorie des jeux, Auto-adaptation et Apprentissage." Phd thesis, Université d'Avignon, 2012. http://tel.archives-ouvertes.fr/tel-00799903.

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La dernière décennie a vu l'émergence d'Internet et l'apparition des applications multimédia qui requièrent de plus en plus de bande passante, ainsi que des utilisateurs qui exigent une meilleure qualité de service. Dans cette perspective, beaucoup de travaux ont été effectués pour améliorer l'utilisation du spectre sans fil.Le sujet de ma thèse de doctorat porte sur l'application de la théorie des jeux, la théorie des files d'attente et l'apprentissage dans les réseaux sans fil,en particulier dans des environnements partiellement observables. Nous considérons différentes couches du modèle OSI. En effet, nous étudions l'accès opportuniste au spectre sans fil à la couche MAC en utilisant la technologie des radios cognitifs (CR). Par la suite, nous nous concentrons sur le contrôle de congestion à la couche transport, et nous développons des mécanismes de contrôle de congestion pour le protocole TCP.

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Rannona, Moleko Victor. "The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor Rannona." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2430.

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31

Panyik, Emese. "A governance approach to integrated rural tourism: factors influencing organisational performance and tourism support of local development organisations." Doctoral thesis, Universidade de Aveiro, 2012. http://hdl.handle.net/10773/10309.

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Doutoramento em Gestão em Turismo
Ao longo das últimas três décadas, o envolvimento das comunidades na formulação de políticas locais tem vindo a ganhar cada vez mais atenção como uma abordagem sustentável para o desenvolvimento rural na União Europeia (UE) e no mundo. Emergendo da globalização, novas estruturas de governação têm desafiado a base territorial restricta da autoridade do Estado soberano através do envolvimento de uma rede complexa e de autoorganização de atores governamentais e não-governamentais na tomada de decisões coletivas. A reestruturação territorial e institucional das zonas rurais, associada à expansão da governança rural, ganhou atenção considerável na literatura. No entanto, o potencial de empregar princípios de governança como fatores que determinam as direções de desenvolvimento rural através de desempenho organizacional e apoio no turismo não tem sido amplamente explorado na literatura. Deste modo, o principal objetivo desta tese consiste no emprego de ‘integração’, ‘participação’ e ‘empowerment’ como fatores críticos que influenciam os rumos do desenvolvimento rural (1) através do desempenho organizacional das organizações de governança rural e (2) apoio no turismo de organizações de desenvolvimento rural tendo em vista a validação da abordagem de governança para o turismo integrado. Ao longo deste duplo objectivo geral, a tese é dividida numa componente qualitativa de ‘desempenho’ e numa componente quantitativa de ‘apoio’. Seguindo uma abordagem sistemática baseada num sistema conceptual, foram realizadas 38 entrevistas em profundidade com pessoas chave envolvendo gestores do programa LEADER da UE na Hungria (34% do número total de Grupos de Ação Local [GAL]), seguido por um levantamento de campo transversal realizado através de um sistema de recolha de dados na Internet, tendo resultado em 662 questionários válidos para uma taxa de resposta de 63.6%. Os resultados da componente “desempenho” revelaram padrões na implementação dos princípios de governança, que por sua vez permitiram a identificação de fatores que permitem e restringem o desempenho organizacional. Os resultados da componente “apoio” permitiram destacar que o ponto de vista de redes de desenvolvimento local nos princípios de governança não é homogéneo. Diferenças significativas foram encontradas entre organizações responsáveis pelo planeamento e os grupos de aconselhamento. Contudo, os resultados sugeriram que a dimensão sustentável de turismo rural integrado é um prognosticador da contribuição do turismo para o desenvolvimento global da comunicade e para o apoio do turismo ao longo das redes de desenvolvimento local. Este estudo responde a uma necessidade crescente de investigação, que resulta da proliferação à escala mundial de formações de governança em sistemas de administração pública, tanto no lado dos investigadores como no lado dos praticantes.
Over the past three decades, community involvement in local policy-making has gained increasing attention as a sustainable approach to rural development in the European Union (EU) and worldwide. Emerging from globalisation, new governance structures have challenged the strict territorial base of sovereign state authority by involving a complex, self-organising network of governmental and non-governmental actors in collective decisionmaking. The territorial and institutional restructuring of rural areas associated with the expansion of rural governance has gained considerable attention in the literature. However, the potential of employing governance principles as factors determining the directions of rural development through organisational performance and tourism support has not been the focus of analyses. Thus, the main objective of this thesis is to employ ‘integration’, ‘participation’ and ‘empowerment’ as critical factors influencing the directions of rural development through (1) organisational performance and (2) tourism support of rural governance organisations in order to validate a governance approach to integrated tourism. Along this two-fold general objective, the thesis is divided into a qualitative ‘performance’ component, and a quantitative ‘support’ component. Following a systematic approach based on a conceptual framework, 38 indepth, key-informant interviews were conducted with programme managers of the EU LEADER initiative for participatory rural development in Hungary (34% of the overall number of LEADER Local Action Groups [LAGs]), followed by a cross-sectional field survey undertaken by Internet-based data collection from four local development networks including the LAGs, resulting in 662 usable questionnaires for a 63.6% response rate. Findings of the ‘performance’ component revealed patterns in the implementation of governance principles, which in turn allowed for the identification of enabling and restricting factors of organisational performance. Results of the ‘support’ component highlighted that the view of local development networks on governance principles is not homogenous. Significant differences have been found between organisations with a planning competence and the advisory offices. However, the results suggest that the sustainable dimension of integrated rural tourism is a predictor of the contribution of tourism to overall community development and tourism support across local development networks. This investigation responds to an increasing need of research resulting from the worldwide proliferation of governance formations in public administration systems on both the researchers and the practitioners’ side.

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Kone, Cheick-Tidjane. "Conception de l'architecture d'un réseau de capteurs sans fil de grande dimension." Phd thesis, Université Henri Poincaré - Nancy I, 2011. http://tel.archives-ouvertes.fr/tel-00650839.

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Cette thèse considère les réseaux de capteurs sans fil (RCSF) de grande dimension (de l'ordre du million de noeuds). Les questions posées sont les suivantes : comment prédire le bon fonctionnement et calculer avant déploiement les performances d'un tel réseau, sachant qu'aucun simulateur ne peut simuler un réseau de plus de 100 000 noeuds ? Comment assurer sa configuration pour garantir performance, passage à l'échelle, robustesse et durabilité ? La solution proposée dans cette thèse s'appuie sur une architecture de RCSF hétérogène à deux niveaux, dont le niveau inférieur est composé de capteurs et le niveau supérieur de collecteurs. La première contribution est un algorithme d'auto-organisation multi-canal qui permet de partitionner le réseau inférieur en plusieurs sous-réseaux disjoints avec un collecteur et un canal de fréquence par sous-réseau tout en respectant le principe de réutilisation de fréquence. La seconde contribution est l'optimisation du déploiement des collecteurs car leur nombre représente celui des sous-réseaux. Les problèmes traités ont été : l'optimisation des emplacements des puits pour un nombre prédéfini de puits et la minimisation du nombre de puits ou du coût pour un nombre prédéfini de sauts dans les sous-réseaux. Une solution intuitive et appropriée pour assurer à la fois performances réseaux et coût, est de partitionner le réseau inférieur en sous-réseaux équilibrés en nombre de sauts. Pour ce faire, la topologie physique des puits est une répartition géographique régulière en grille (carrée, triangulaire, etc.). Des études théoriques et expérimentales par simulation des modèles de topologie montrent, en fonction des besoins applicatifs (densité de noeuds, charge applicative, distribution des envois, délai en nombre de saut) et physiques (portée radio, zone de surveillance), la méthodologie de choix et le calcul des meilleures solutions de déploiement.

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33

Kacimi, Rahim. "Techniques de conservation d'énergie pour les réseaux de capteurs sans fil." Thesis, Toulouse, INPT, 2009. http://www.theses.fr/2009INPT035H/document.

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Les progrès technologiques réalisés ces dernières années ont permis le développement de nouveaux types de capteurs dotés de moyens de communication sans fil, peu onéreux et pouvant être configurés pour former des réseaux autonomes. Les domaines d'application sont nombreux : domotique, santé, domaine militaire ou bien encore surveillance de phénomènes environnementaux. Les limites imposées sont la limitation des capacités de traitement, de stockage et surtout d'énergie. La liberté laissée à l'implantation est forte et impose de concevoir complètement l'infrastructure, les mécanismes et les protocoles en fonction de l'application visée. Dans cette thèse, nous nous sommes tout d'abord focalisés sur des réseaux de petites tailles. Nous avons conçu une solution protocolaire "Placide" pour le suivi de la chaîne du froid proposée dans le cadre du projet ANR-CAPTEURS. L'originalité première de la solution repose sur l'absence d'infrastructure et de Station de Base. Elle est composée de protocoles performants fondés sur la formation d'un anneau virtuel entre les noeuds, auto-organisants et très économes en énergie. Le second axe est dédié à une étude expérimentale de la qualité du lien.L'objectif est double. Nous souhaitions tout d'abord étayer certaines hypothèses effectuées dans la première partie du travail. Il s'agissait ensuite de proposer des protocoles et des algorithmes fondés sur la qualité du lien. Nous nous sommes focalisés sur la variation de la qualité du lien en fonction de la distance entre les noeuds et de la puissance de transmission. Par la suite, l'impact de la qualité du lien sur la topologie du réseau a été étudiée. Les retours d'expérience sont importants quant à la compréhension des facteurs affectant la durée de vie du réseau. La dernière contribution concerne l'exploitation de ces observations en proposant des stratégies de partage decharge. Notre idée est que des protocoles très réduits et des mécanismes simples peuvent être mis en oeuvre pour le routage. Nous illustrons ces principes au travers d'exemples pour lesquels nous montrons la supériorité de ces solutions par rapport à des routages de type plus court chemin
Technological advances during the last few years allowed the development of new and cheap sensors equiped with wireless communication which can be configured to form autonomous networks. The application areas for wireless sensor networks (WSN) are various: home automations, health care services, military domain, and environment monitoring. The imposed constraints are limited capacity of processing, storage, and especially energy. In addition, implementing WSN solutions is highly open and requires that the infrastructure, the mechanisms and the protocols should be completely designed based on each specific application.In this thesis, we first focused on small networks. We designed « Placide », a protocol stack solution for cold chain monitoring proposed within the ANR-CAPTEURS project. The first originality of this solution is based on the absence of infrastructure and base stations. « Placide » is composed of self-organizing and energy-efficient protocols based on a virtual ring construction between nodes. The second topic is devoted to an experimental study on Link Quality Indicator (LQI). There are two main objectives. Firstly, we want to endorse our precise assumptions of the first part of the work. Secondly, our poposed link quality based protocols and algorithms willbe described. We focused on LQI variations according to distance between nodes and transmission power.Thereafter, the impact of LQI on the network topology has been studied. Feedbacks are important to understand which factors affect the network lifetime. The last contribution relates to the use of these observations by proposing load balancing strategies. Our idea is that very reduced protocols and simple mechanisms can be used in routing protocols. We illustrate these principles through simple examples where we show the superiority of these solutions compared to standard routing like shortest path for example

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Bempong, Bernard Franklin. "The impact of leadership and a series of organisational factors on employee performance : a survey of organisations in Ghana." Thesis, University of Southampton, 2014. https://eprints.soton.ac.uk/377610/.

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Ngendahayo, Eric. "Microcrédit et thèorie financière : trois contributions à la compréhension des déterminants de la performance des institutions de microcrédit." Lille 2, 2008. http://www.theses.fr/2008LIL20003.

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Cette thèse mobilise les théories de l’intermédiation financière et les théories des contrats pour analyser les déterminants de la viabilité des institutions de microcrédit. Elle permet de comprendre en quoi le design d’un produit de crédit de groupe et les procédures mises en place par les agents d’une institution urbaine peuvent influencer la capacité des membres d’un groupe à caution solidaire à limiter les effets de l’anti-sélection et de l’aléa moral. A travers l’analyse du couple « information tangible / degré de centralisation des opérations de crédit », elle se réfère à la théorie de l’architecture organisationnelle pour expliquer les mécanismes qui mènent au dysfonctionnement des réseaux des coopératives de microfinance. Enfin, en faisant appel à la théorie des droits de propriété, la théorie de l’agence et la théorie des coûts de transaction, elle analyse l’impact du statut juridique sur les performances économiques des institutions de microcrédit
This thesis anlyzes the determinants of the viability of microlending institutions against the background of theories of financial intermediation and contract theory. The first part shows how a particular design of group loans and the process of lending decisions in a urban institution can influence the capacity of group members with joint liability to mitigate the effects of anti-selection and moral hazard. Through the analysis of how “hard and soft information”, on the one hand, and “the degree of centralization of credit operations”, on the other hand, are combined, the second part relies on the organisational architecture theory to explain the mechanisms which lead to the dysfunction of financial cooperatives networks. Lastly, assuming the theory of property rights, as well as agency theory and transaction cost theory, it analyzes the impact of the legal structure on the economic performances of microcredit institutions

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Gwashure, Isidore. "Organisational performance in the context of Zimbabwe : an analysis of the impact of contextual factors on form, behaviour and performance of organisations in Zimbabwe." Thesis, City University London, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.367324.

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Crocker, Thomas Frederick. "Organisation and performance in renal anaemia management." Thesis, University of Leeds, 2010. http://etheses.whiterose.ac.uk/1426/.

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Introduction Performance in healthcare systems is under constant scrutiny, with particular focus on safety, quality and efficiency. The management of many long-term diseases involves complex patterns of care processes. However, the mechanisms by which this works are poorly understood, with care pathways reflecting pre-determined, linear processes. Renal anaemia is a significant complication of chronic kidney disease that is expensive to treat and is associated with reduced quality of life and increased morbidity and mortality. There is wide variation between the clinical performance measures of centres for renal anaemia management, which researchers and practitioners have suggested is due to differences in organisation. Aims and objectives This research explores the features of high and low performing renal anaemia management services to build evidence for their improvement. Methods A multiple case studies approach examining anaemia management at eight renal centres with high and low performance was used. Data were collected using observation, interview and document sampling. The Unified Modelling Language was employed to define an abstract framework of the renal anaemia management service. A thematic analysis explored factors considered influential in the process and performance of renal anaemia management. Results System latency and reliability, regular communication and trust between decision makers all appear significant in producing high performance. The group of activities and coordination mechanisms used to manage renal anaemia in haemodialysis patients in high performing centres reflect these features. The current tax regime encourages practice that has neither quality nor efficiency at its core. Discussion The findings provide an important platform for performance improvement in renal anaemia management. In addition, the process modelling represents a departure from the major body of such work in healthcare, using a richer language to represent the complex and adaptive nature of healthcare systems. Therefore, the approach presented here may be a useful template for future work in this field.

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Sadeg, Mohamed. "A study of the relationships between organisations and environments and their implications for organisational performance in Algerian state-owned enterprises." Thesis, University of Leeds, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.277637.

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Cole, Richard S. "An evaluation of the influence of human capital investment on organisational culture and performance within health and social care organisations." Thesis, University of Surrey, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.321007.

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Grünberg, Thomas. "Performance Improvement : a method to support performance improvement in industrial operations." Doctoral thesis, KTH, Woxéncentrum, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4425.

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The objective of this research was to: Develop and evaluate a method which supports performance improvement in industrial operations. This has been done through several case studies and literature research. The result is a scientifically evaluated Performance Improvement Method. All companies strive for better performance, since a high performance level means greater competitiveness, which in turn generates more money. However, there are an extensive number of change and improvement methods described in many different research fields. Moreover, a number of issues, which are linked to these Performance Improvement Methods have been identified. The issues were summarised as criteria, which were posed on both existing improvement methods and the newly developed method, for evaluation and development purposes. The most important issues with Performance Improvement were found to be that most methods were specialist dependent and did not have competence support. Efforts to improve performance in manufacturing operations have been important since the start of the industrialisation era. Some of the first well-known and well-documented practitioners in the area of PI were Taylor and Ford; so there have been many attempts to work with Performance Improvement. A definition of performance, profitability and productivity is presented to show how they can support improvement work. Performance measurement is important to form a basis of facts to link Performance Improvement on. Furthermore, two models, a performance factor model and a performance measurement model, have been developed for use with Performance Improvement. An evaluation of commonly used improvement methods such as Lean Production, Just in Time, Total Productive Maintenance, Six Sigma, Theory of Constraints and Business Process Reengineering, shows both strengths and weaknesses, which were used in the development of the new Improvement Method. Furthermore, a number of case studies were performed to give empirical input to the Performance Improvement Method for practical use. With these practical and theoretical considerations, a formalisation of the Performance Improvement Method was carried out. The Performance Improvement Method has been evaluated through 4 full-scale case studies. The case studies showed that the new Performance Improvement Method has higher criteria support than the other improvement methods evaluated in this research.
QC 20100709

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Wong, Sandra. "The impact of the funding environment on organisational management and performance : a study of non-governmental welfare organisations in Hong Kong." Thesis, University of Kent, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.327488.

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Ajayi, Oluseyi M. "The impact of employee ambidexterity on organisational and marketing innovations : organisational context for exploiting the present and exploring for the future." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12562.

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Research studies on innovation tend to focus more on Process and Product Innovations (PPIs), while both Organisational and Marketing Innovations (OMIs) have been under-researched. The lack of prior research on these non-technological innovations has been attributed to poor data availability. Theoretical opinions show that OMIs could be necessary prerequisites needed to optimally utilise and deploy these PPIs. Organisational Ambidexterity (OA) has emerged to be crucial in achieving long-term organisational success. Ambidexterity in an organisational context refers to the ability to concurrently exploit current competitive advantage and explore new opportunities with equal dexterity. For firms to remain competitive and adaptive to continuous change in the business environment, OA has been noted as a necessary attribute, but research on ambidexterity at the individual level of analysis is limited. There is a lack of understanding of how individual ambidexterity at the lower-levels of the organisation affects the overall ambidexterity of the organisation. This research explores organisational context antecedents of OMIs capabilities; Organisational and Employee Ambidexterity, and identifies how individual employees in Small and Medium-sized Manufacturing and Service Organisations could contribute to the capability of their organisation to concurrently exploit present market opportunities and explore new opportunities, towards sustaining their competitive advantage. This study involves a two-phase sequential mixed methods design beginning with a qualitative exploratory research involving 15 in-depth Nigerian-based interviews. The first phase facilitated preliminary assessment of organisational context, measured by the Cameron and Quinn's Organisational Culture Assessment Instrument. This phase also aided the understanding of factors that promote OMIs capabilities and the development of themes used to design the survey instrument for the second phase. The second phase involved a quantitative study of 398 shop-floor and 202 managerial staff from Small and Medium-sized Nigerian Manufacturing and Service Organisations. This phase was characterised by descriptive and inferential statistics through Structural Equation Modelling. This aided identifying the organisational context that promotes Employee Ambidexterity (EA) and the relationships between EA; OA; and OMIs' capabilities. vi Drawing upon information-rich evidence, this study identified enablers that could promote EA; OA; OMIs; effective innovations; and sustainable organisational growth. Statistical evidence from the research findings shows that Organic Structure and Knowledge Sharing, plus a Flexible and Family-like Organisational Culture: 1. enhances Employee Ambidexterity and Level of Engagement; 2. improves employees' contributions to OA, OMIs and SMEs' growth; 3. optimises the internal capabilities of SMEs in order to promote their sustainable growth; 4. enables SMEs to search for new market opportunities and strengthen current market positions concurrently; and 5. promotes viable Manufacturing and Service SMEs that are needed to offset the prevalent public sector job losses. A framework that relates: Individual and Organisational Ambidexterity; Organisational and Marketing Innovations capabilities; and Organisational Performance, has been identified in this study. While Marketing Innovation capability and Exploitative Orientation of Ambidexterity target the short term organisational benefits, Organisational Innovation capability and Explorative Orientation of Ambidexterity address the long term competitive advantage of the organisations. Besides advancing literature on the study of Organisational Ambidexterity by combining the individual level of analysis with the organisational level of analysis, this study identifies frameworks that promote effective innovation and sustainable organisational performance through shop floor employees' contributions to Organisational Ambidexterity and OMIs in SMEs. Outcomes of this research have been eye-openers for the case organisations on how to optimally utilise their resources (people, materials, knowledge, technology and other assets) to achieve sustainable growth and long term success.

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Greiling, Dorothea. "Performance measurement in Nonprofit-Organisationen." Wiesbaden Gabler, 2007. http://d-nb.info/989102394/04.

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Greiling, Dorothea. "Performance measurement in Nonprofit-Organisationen." Wiesbaden : Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-9953-5.

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Gilman, Mark William. "Performance related pay in practice : organisation and effect." Thesis, University of Warwick, 1998. http://wrap.warwick.ac.uk/4315/.

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During the 1980s and 1990s, in the area of pay, 'performance-related pay schemes' (PRP) became the ultimate buzz-word. The popularity of PRP reflected pressure from two main sources. The first was management practitioners and consultants, the second the goverments of the day. Both were reacting to what they saw as a possible cure for the ills of economic recession. In other words, the concept fitted well with an ethos of what successful companies should look like and the kinds of policies that they should be utilising. This thesis highlights the complexities of the organisation and the effects of PRP in 16 case study organisations. It argues that, conceptually, PRP can be examined with greater analytical foresight from a control perspective than from the usual starting position of whether PRP is motivational or not. In an attempt to highlight this, two processes were explored. The first process concerns the 'effort bargain'. This involves the reorganisation of work in a bid to standardise effort measurement, combined with attempts to intensify effort levels. The second is a 'process bargain' which includes a change to an organisation's administration systems. Examples include human resource management, differing systems of budgetary control and performance management which all involve subsequent changes to systems of rules, measurement and control. Importantly, it will be argued that this is not a search for control per se as simple labour process theory would predict. Representing control and reactions to it as homogeneous is dangerous and misleading, and leads to labour control systems becoming the sole focus of crisis. Rather, PRP represents part of a wider search for competitive advantage which includes restructuring and changes to the organisation. While vagueness in the objective setting process was common to many of the organisations, the research found that the changes in the companies studied here were complicated by a search for control, compliance and consent. Further, the outcomes were largely specific to each organisation, depending on the negotiation of the 'politics of pay'. Ways in which they were aiming to do this were as follows: control labour costs and their distribution, 'mass individualism' - individual but standardised contracts, flexible standardisation - the combined search for flexibility and standardisation simultaneously and management - as agents of restructuring. An important omission was made in this process, however, and this involved performance itself. In a bid to balance out the many contradictory forces, performance was actually one of the last issues to be dealt with. The research highlights why this is so. What the above implies is that faced with crisis, organisations become involved in a renegotiation of effort and systems of control. PRP is one way of achieving this in some organisations.

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Salloum, Mohammed. "Towards dynamic performance measurement systems." Thesis, Mälardalen University, School of Innovation, Design and Engineering, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-10016.

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The purpose of this report is to single out and apply the most critical factors for dynamic performance meausrement systems. The report concludes that the existence in practice of theoretically important aspects are diverse and that the most appropriate way of governing the aspects are through the creation of a performance management process.

The theoretical chapter is established for dual purposes. The first is to give the reader a comprehensive understanding of what has been done in the field of performance measurement and management so far and the second is to answer the first research question imposed.

The empirical chapter investigates to what degree the existence of factors singled out in theory are present in practice. Further, the chapter also answers research question two.

Finally the result and analysis chapters focuses on cross-analysing the case studies made and generate a recommendation. Research question three is answered under these headings.

PREPARE

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Hoye, Russell, and n/a. "Board Performance of Australian Voluntary Sport Organisations." Griffith University. School of Leisure Studies, 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030304.090329.

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The governance of Australian nonprofit voluntary sport organisations (VSOs) was once almost the exclusive domain of volunteers. However, changes in government policy and funding levels in recent years has led to the introduction of professional staff in these organisations. Rapid changes to the political, social and economic environment have created new complexities with which VSOs and their governing boards must grapple. Boards act as the main decision making body for these organisations, and as such have a significant impact on the governance of these organisations, and therefore their ability to deliver services. While the process of professionalisation within VSOs has been well documented, very little research has examined factors that may influence the ability of the boards of VSOs to perform effectively. The fields of nonprofit governance and sport management provided a theoretical and conceptual framework for the investigation of the board performance of VSOs. Two broad themes concerning research into board performance were identified in the nonprofit literature; the structural characteristics of the board, and board-executive relations. These two themes have also been addressed to a limited extent within the sport management literature, but not in relation to board performance. The purpose of this study was to investigate the relationship between board performance, board structures and board-executive relations in Australian VSOs. The study investigated the differences in board structure between effective and ineffective boards, and the relationship between board performance and various elements of board structure, specifically complexity, formalisation and centralisation. The differences in the nature of board-executive relations between effective and ineffective boards, and the relationship of board performance to board-executive relations were also investigated. The sampling frame for the study was state governing bodies of sport in the state of Victoria, Australia. Seven case organisations were identified by a panel of experts; four exhibiting effective board performance and three exhibiting ineffective board performance. Data were collected through structured interviews with executives, from an examination of board documents, from a self-administered questionnaire of executives, board chairs and board members, and through semi-structured interviews with executives, board chairs and board members. Data were collected on board performance, the complexity, formalisation and centralisation of the boards, power patterns within the boards, and the nature of board-executive relations. Data analysis involved both quantitative and qualitative techniques. It was concluded that effective board performance was related to a higher level of board centralisation and associated with a higher level of board formalisation. Board performance was not related to board complexity. Board power patterns that were perceived to be powerless or fragmented were related to lower levels of board performance. Elements of the board-executive relationship that were related to effective board performance were identified as establishing trust between the board and executive, the control of information by the executive, shared board leadership and the responsibility for board performance. Importantly, the study identified the central role executives have in determining the ability of VSO boards to perform effectively. The study contributed to the body of knowledge concerning the governance of VSOs, specifically the measurement of board performance, and the investigation of its relationship with board structure and board-executive relations. A number of questions were advanced for the development of theory and empirical investigation through further research. The study also extended what is known about the models of nonprofit governance and their utility in explaining the workings of VSO boards. The findings of this study suggest that there is a need to adapt such models to the organisational context of member-based organisations such as VSOs.

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Bhayroo, Hiran. "Building high performance teams in virtual organisations." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97311.

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Thesis (MBA)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: The research assignment was conducted to evaluate the influential dimensions for building high performing teams in virtual organisations. The new business unit, Middle East and Africa has the challenge of operating globally for the first time. The leadership has the daunting task of getting the virtual team to become a high performance team. An intensive literature review was conducted to draw on the knowledge of previous theory for both high performance teams as well as virtual organisations. A representative sample of the organisation’s leadership was interviewed by means of an online questionnaire, whilst employees were survey by means of both physical and online surveys. The results provided insights into the dimensions that strongly influence high performance teams in virtual global organisations. A deeper understanding of success factors that influence team performance and virtual organisations were learnt and recommendations was made to the company.

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Salinas-Navarro, David Ernesto. "Performance in organisations : an autonomous systems approach." Thesis, University of Lincoln, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400858.

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Heath, Geoffrey. "Performance Management and Rationalityin Public Sector Organisations." Licentiate thesis, Luleå tekniska universitet, Människa och teknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-73875.

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Abstract and Keywords The thesis concerns different conceptions of rationality and their implications for organisations, especially in the public sector. The focus is on performance management (as widely defined) within public sector organisations as a subject for exploring these issues. This has long been controversial because seemingly simplistic approaches to performance management persist, despite well recognised shortcomings, such as a tendency to perverse incentives and unintended outcomes. Therefore, in the kappa, I analyse the notion of instrumental rationality, examine the established critique of instrumental rationality from a ‘political’ perspective and present the dilemma that this creates; i.e. how to improve processes of resource allocation and performance evaluation, while recognising organisational realities such as imbalances in power. The potential of communicative rationality as an alternative conceptualisation of rationality in organisations is then discussed. The development of public sector management from the fiscal crises of the 1970s is explained, with the rise of the ‘New Public Management’ based on neo-liberal ideas, and the subsequent opposition to it from ‘New Public Governance’ and ‘New Public Services’ paradigms. These potentially give more scope to participative and deliberative processes of generating performance measurement packages and control systems. Moreover, in practice, particularly interesting examples of participatory approaches have been found in developing countries which align with communicative rationality. A critical position is adopted in the thesis, seeking to challenge ‘managerialist’ orthodoxies. As a theoretical guide to understanding these issues, conceptual frameworks from the management control literature are used. Broadbent and Laughlin’s (2009) conceptual model of performance management systems has been of particular value. They draw on Weber and Habermas to distinguish between instrumental and communicative rationality models and between transactional and relational performance management systems. This enables them to identify two distinct ideal types of ‘rationality clusters’ (instrumental and communicative) to which organisations will incline. They also contend that contingent factors influence where actual organisations are located between these two ideal types. 7 The four papers I have selected for the licentiate from my various publications report on research carried out in three different public sector settings using different methods of investigation. Paper 1 considers the approaches to resource allocation and performance measurement then used by English Health Authorities at the time of writing. In Paper 2 an evaluation carried out at an English police service, utilising cost-consequences analysis, is described and discussed. Papers 3 and 4 concern a performance management regime for the English ambulance service, which became noted for promoting perverse incentives and ‘gaming’, and its subsequent replacement. The first two papers foreground issues of rationality and the last two issues of performance management; but these topics are interrelated and are relevant throughout. It is argued in all the papers that comprehensively ‘rationalistic’ approaches are flawed and that participation, deliberation and dialogue between stakeholders are desirable.

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Dissertations / Theses on the topic 'Organisation – Performances'

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