Relevant bibliographies by topics / Organisational structure of the company

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  2. Dissertations / Theses
  3. Books
  4. Book chapters
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Academic literature on the topic 'Organisational structure of the company'

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

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Journal articles on the topic "Organisational structure of the company"

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Khodabakhshzadeh, Saeed, Taghi Khodabakhshzadeh, Soodeh Khodabakhshzadeh, and Iman Tahamtan. "Knowledge Management in the Petroleum Industry of Iran." Journal of Information & Knowledge Management 13, no. 02 (June 2014): 1450016. http://dx.doi.org/10.1142/s0219649214500166.

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Knowledge managements (KM) increases the capability of organisations and companies in today's competitive environment. It is important that managers in petroleum companies proactively prepare their organisations and its members as they begin to implement KM systems. Then, as the first step, they should assess their organisations' readiness for KM implementation. Therefore, in this paper, we chose Iran as one of the main petroleum producers in the world to study the readiness of National Iranian Oil Company for KM implementation. A questionnaire survey was conducted in the company, based on stratified random sampling technique. The paper investigated the readiness of five variables including, management support, organisational culture, IT infrastructure, human resources and organisational structure for KM implementation in the company. Results revealed that the company lacked the necessary readiness to successfully implement KM. One way Analysis of Variance (ANOVA) results indicated that there was a significant difference between the readiness levels of five KM variables. IT infrastructures and organisational structure were in higher readiness to implement KM in the company, followed by management support, human resources and organisational culture, respectively. Top management should plan to reduce weaknesses and implement a proper KM system in the company.
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Marouf, Laila, and Patrick Doreian. "Understanding Information and Knowledge Flows as Network Processes in an Oil Company." Journal of Information & Knowledge Management 09, no. 02 (June 2010): 105–18. http://dx.doi.org/10.1142/s0219649210002565.

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We focus on information and knowledge flows as social network processes in organisational contexts. Seeking and giving work-related information is distinguished from seeking and providing problem-solving help as knowledge flows. Hypotheses from the literature suggest that (perceived) accessibility, knowledge about the work-related skills of others, and knowledge about the functions that others perform in an organisation all predict knowledge and information flow relations. We also include membership in geographically dispersed work units as a feature of the formal organisational structure. As an additional predictive relation, non-work related socialisation is used to capture the informal structure. While all potentially predictive relations are significant and positively related to information and knowledge flows, once membership in work units and socialisation are included, the latter two relations are the dominant predictors. Perceived accessibility, at most, is a weak and inconsistent predictor of knowledge flows. Knowledge of work-related skills and the functions that others perform in an organisation also appear to have little relevance for seeking and providing knowledge. That work group membership and socialisation are the most potent predictors of knowledge and information flow relations suggests that these components of the formal and informal organisational structures operate in complementary ways. However, we note that this organisation may have a clear technical foundation that helps promote the effectiveness of both formal and informal organisational structures for promoting knowledge flows. This may be especially true for the studied managerial unit. In general, establishing the conditions under which the formal and informal organisational structures positively complement each other merits further attention. Some practical implications are outlined.
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Abramović, Borna, Denis Šipuš, and Martina Ribarić. "Analysis of the Organisation of Railway Freight Undertaking: A Case Study of HŽ Cargo Ltd." MATEC Web of Conferences 235 (2018): 00001. http://dx.doi.org/10.1051/matecconf/201823500001.

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Organisation is a significant segment of every enterprise, and so is the case with companies providing railway freight transport services. The success of a company depends on the organisational structure that makes it much easier to conduct business owing to the clearly defined hierarchy and responsibilities that lead to the ultimate goal – freight transport. This paper defines and describes railway freight transport, as well as the impact of freight transport market liberalisation on the sole organisation of a company. Moreover, various organisational schemes are analysed along with their potential benefits for the railway transport. The organisation of HŽ Cargo Ltd. is shown together with an outline of business activities of certain organisational units of the company.
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SHAFIE, NUR AIMA, ZURAIDAH MOHD SANUSI, RAZANA JUHAIDA JOHARI, WIWIK UTAMI, and AZIATUL WAZNAH GHAZALI. "EFFECTS OF ORGANISATIONAL STRUCTURE ON SOCIAL VALUE: MEDIATING ROLE OF FINANCIAL PERFORMANCE." Management and Accounting Review (MAR) 17, no. 3 (December 31, 2018): 131. http://dx.doi.org/10.24191/mar.v17i3.866.

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Social enterprise (SE) is a hybrid organisation, which combine two different goals in their mission and vision. In an attempt to sustain their operation, social enterprise must ensure that both mission (social and financial) is equally balanced and achievable. The existence of SE is to fill the gap leave behind by traditional profit organisation, non-profit organisations (NPOs) and the government. The aim is to positively impact the social, cultural and environmental issues through their unique business model. Their uniqueness, while can benefit the community and society as a whole is prone to fraud and misuse of funds which would eventually affect the survival of SE. The issues are originated from weak governance particularly the structure of their organisations. Hence, this study is aims to examine the relationship between the organisational structure, financial performance and social value of SE in Malaysia. On the other hand, the study also aim to examine the mediating role of financial performance on the relationship between organisational structure and social value. Organisational structure is vital as carefully selected, well designed and well managed organisational structure will improve the impact of social enterprise on the society. This study is based on the 134 data obtained from the SE in Malaysia and registered as Company Limited by Guarantee (CLBG). The study found that, organisational structure and financial performance significantly influence the social value of SE. Furthermore, it was also found that financial performance indeed mediate the relationship between organisational structure and social value. It is hoped that the study can contribute to the improvement of performance of SE in Malaysia and as well as encourage the development of research in the area of SE.
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M, Malavika, and Vijaya R. "The Case of Onboarding Process at Company X." Ushus - Journal of Business Management 16, no. 3 (July 1, 2017): 57–63. http://dx.doi.org/10.12725/ujbm.40.5.

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Within an organisation, changes are endless.For an organisation to grow and flourish, changes are necessary and inevitable.Although the significance of change management and organisational development has been established, organisations always face resistance and challenges towards the same. Change interventions in an organization are of varied nature and can be classified as follows: strategic, techno structure, human resource management and human process interventions. The onboarding process is related to work design and refers to the procedure in which newly joined employees are given orientation about the company’s culture, policies and other necessary documentation that is entailed as being part of that company. This process can be viewed from two perspectives: from the employer’s point of view and the new employees’ point of view. This case study attempts to analyse the benefits and shortcomings of a temporary and permanent change of the onboarding process in companies.
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de Jager, Bertus, Chris Minnie, Johan de Jager, Marita Welgemoed, John Bessant, and Dave Francis. "Enabling continuous improvement: a case study of implementation." Journal of Manufacturing Technology Management 15, no. 4 (June 1, 2004): 315–24. http://dx.doi.org/10.1108/17410380410535017.

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Widespread recognition of the strategic imperative posed by a turbulent external environment has brought into focus a key challenge for firms – that of increasing involvement in innovation by the staff in the organisation. Much research has suggested that organisations that mobilise a large proportion of their staff to participate in innovation can make significant gains. Achieving this depends on a systematic process of organisational development in which the facilitative patterns of behavioural routines are extended and reinforced, so that they become a major culture change. This paper reports on progress with this organisational development methodology using a detailed case study of its use within a major mining company in South Africa. It makes use of a reference model framework to help structure and direct the change process towards enabling higher involvement in innovation. In particular it explores practical issues involved in moving a large organisation along a path of high involvement innovation.
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Bogicevic-Milikic, Biljana, and Dragana Dosenovic. "Moderators of the relationship between intrinsic rewards and job satisfaction: The evidence from the Republic of Srpska." Sociologija 62, no. 3 (2020): 416–37. http://dx.doi.org/10.2298/soc2003416b.

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The paper investigates the relationship between intrinsic rewards and work-related attitude (job satisfaction) as well as possible moderators of this relationship, such as: age, gender, education level, position (managerial/nonmanagerial), length of total work experience, tenure in the organisation, type of organisation`s business activity, company size and ownership structure of the company. We used data collected via questionnaire filled-in by 738 employees working in 283 different companies in the Republic of Srpska. Results indicate that there is a strong positive correlation between intrinsic rewards and job satisfaction. Furthermore, the results revealed that, among selected individual and organisational factors, only 3 factors - education level, managerial/non-managerial position and ownership structure of the company moderate the relationship between intrinsic rewards and job satisfaction in the selected sample.
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Knutsson, Hans, and Anna Thomasson. "Exploring organisational hybridity from a learning perspective." Qualitative Research in Accounting & Management 14, no. 4 (October 9, 2017): 430–47. http://dx.doi.org/10.1108/qram-04-2016-0030.

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Purpose The purpose of this paper is to explore if the application of a framework building on organisational learning focusing on organisational processes can increase our understanding of how hybrid organisation develops over time and why they fail to live up to external expectations. Design/methodology/approach The aim of this study is descriptive and explorative. It is accordingly designed as a qualitatively oriented case study. To capture the process of forming and developing hybrid organisations, the study takes a longitudinal approach. The case chosen for the study is a municipally owned company in Sweden providing waste management services. The study revolves around empirical data gathered in official documents and in face-to-face interviews. All the data concern the time span between 2004 and 2016. Findings The analysis of the case studied provides us with insights into how hybridity manifests itself in mind-set and processes. There is a need for individuals within and around the organisation to be aware of and accept new goals and strategies to change their behaviour accordingly. The result of this study thus shows that contrary to findings in previous research on hybrid organisations, merely changing the structure of the organisation is not sufficient. Instead, learning is key to the development of hybridity and to overcome goal incongruence and conflicts of interest in hybrid organisations. However, this takes time and is likely to be dependent on individuals’ willingness to accept and adapt these new strategies and goals. Research limitations/implications The result of this study is based on one single case study in one specific hybrid context. No empirical generalisation is aspired to. Instead, the aim has been to – through an explorative approach – make an analytical contribution to the knowledge about hybrid organisations. Further studies are thus necessary to deepen the understanding of the hybrid context and the situations under which hybrid organisations operate and develop. Practical implications Based on the result from this study, it seems that an organisation needs to learn how to be a hybrid organisation. There are no isolated structural solutions that can create a hybrid organisation other than in a formal sense. New ways to exploit organisational resources and the hybrid context are necessary to find new and innovative ways of how to use the hybrid context in a way that improves service sector delivery. Originality/value Predominately, research on hybrid organisations has until recently been working with the premise that hybrids are not a breed of its own but a mix of two or several ideal types. Consequently, the result from this type of research has often landed in a conclusion regarding the complexity of combining what often is considered contradictory and conflicting goals. In this paper, a different and novel approach is taken. The paper illustrates how hybrid organisations develop over time, and it suggests that hybridity manifests itself in mindset and processes. The main contribution is an exploration and illustration of how organisational learning may be considered as the missing link between the structural orientation of previous explanations of hybrid organisations and the organisational property of hybridity. Hybridity is the result of exposure to, acceptance of and adaptation to new goals and strategies and expresses itself in “hybrid behaviour”.
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McLoughlin, Kate, and Joanne Meehan. "The institutional logic of the sustainable organisation: the case of a chocolate supply network." International Journal of Operations & Production Management 41, no. 3 (March 30, 2021): 251–74. http://dx.doi.org/10.1108/ijopm-11-2020-0773.

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PurposeThe purpose of this paper is to examine how, and by whom, institutional logics are determined in the action of sustainable organisation. The authors analyse a supply chain network structure to understand how multiple stakeholders' perceptions of sustainability emerge into a dominant logic and diffuse across an organisational field.Design/methodology/approachStakeholder network theory provides novel insights into emerging logics within a chocolate supply chain network. Semi-structured interviews with 35 decision-makers were analysed alongside 269 company documents to capture variations in emergent logics. The network was mapped to include 63 nodes and 366 edges to analyse power structure and mechanisms.FindingsThe socio-economic organising principles of sustainable organisation, their sources of power and their logics are identified. Economic and social logics are revealed, yet the dominance of economic logics creates risks to their coexistence. Logics are largely shaped in pre-competitive activities, and resource fitness to collaborative clusters limits access for non-commercial actors.Research limitations/implicationsPowerful firms use network structures and collaborative and concurrent inter-organisational relationships to define and diffuse their conceptualisation of sustainability and restrict competing logics.Originality/valueThis novel study contributes to sustainable supply chain management (SSCM) through presenting the socio-economic logic as a new conceptual framework to understand the action of sustainable organisation. The identification of sophisticated mechanisms of power and hegemonic control in the network opens new research agendas.
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Jumbe, Moses, and Cecile N. Gerwel Proches. "The impact of institutional culture on change initiatives in an electric utility company in Africa." African Journal of Economic and Management Studies 7, no. 3 (September 5, 2016): 295–313. http://dx.doi.org/10.1108/ajems-08-2015-0093.

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Purpose Organisational culture is increasingly being recognised as a critical determinant of the success or failure of organisational change efforts. A power utility company in Africa was undergoing planned change driven by its ambitious vision of becoming one of the top five performing utilities in the world. The purpose of this paper is to explore how the organisation’s culture was impacting on the change initiatives of one of the organisation’s operating units. The study also sought to investigate the robustness of the change model employed to inform the change process. Design/methodology/approach The study employed qualitative research methods for data collection, sampling and analysis. Ten semi-structured, in-depth interviews were conducted with managers, supervisory and non-supervisory staff in the operating unit. Data analysis was by means of thematic analysis. Findings Organisational culture was found to be impacting the operating unit’s change efforts. According to the participants, cultural analysis to determine organisational readiness for change was not adequately undertaken. The cultural factors of, among others, communication, feedback, involvement, and consultations negatively impacted the change efforts. The participants’ perceptions were that leadership failed to connect employees to the vision. Originality/value The paper provides insight into the importance of leadership’s understanding and consideration of organisational culture in change initiatives. Cultural analyses before embarking on change assists leaders in identifying and then strengthening or changing cultural tenets implicated by the change initiatives.
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Dissertations / Theses on the topic "Organisational structure of the company"

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Dragana, Milin. "Uticaj organizacione kulture i strukture preduzeća na uspešnost projekata." Phd thesis, Univerzitet u Novom Sadu, Fakultet tehničkih nauka u Novom Sadu, 2014. http://www.cris.uns.ac.rs/record.jsf?recordId=85749&source=NDLTD&language=en.

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U disertaciji je prikazana povezanost organizacione kulture i strukture preduzeća sa uspehom projekata koji se u tom preduzeću sprovode. Predložen je model promene nivoa prisutnosti identifikovanih faktora organizacione kulture i strukture koji su povezani sa uspehom projekata u cilju njegovog povećanja.
The dissertation presents an influence of organisational culture and structure of the company on the success of projects implemented in that company. A model is proposed, which changes the level of identified factors of organisational culture and structure which are proved to be associated with the success of the projects.
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Poth, Susanna. "Competitive Advantage in the Service Industry : The Importance of Strategic Congruence, Integrated Control and Coherent Organisational Structure – A Longitudinal Case Study of an Insurance Company." Doctoral thesis, Uppsala universitet, Företagsekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-212810.

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Competitive advantage has received considerable attention. Few studies have however chosen a holistic approach taking multiple aspects and organisational levels into consideration. This research has the goal of filling parts of this void. The aim is to deepen the understanding of competitive advantage in the service industry by analysing how alignment of strategy, control and organisation structure on multiple organisational levels impacts competitive advantage of a service company over a long period of time. Based on the idea of multiple factors and the importance of connecting different levels with each other, including production level, a framework for the service industry is developed based on the ideas of Nilsson and Rapp (2005). The framework is used to analyse the rich data gathered in a longitudinal case study of an insurance group embracing the environmental changes and the choices taken as well as the resulting competitive position. According to the analysis, the Insurance Group is not ensuring an overall coordination of its activities, although there is a fit among some dimensions. The level of misalignment increased over the time, as a result of changes in the environment and less than consistent management decisions. Although the Insurance Group has been profitable and increased its market share since its foundation, the competitive advantage, measured as performance compared to market average, decreased. The declining performance combined with the increasing level of misalignment supports the assumed importance of reaching a consistent positioning among strategy, control and organisational structure. It can therefore be presumed that strategic congruence, integrated control and coherent organisational structure influence competitive advantage. However, due to the semi-protected insurance market the effects are weaker than they probably would have been in a more competitive and unpredictable market. The Insurance Group inherited valuable and unique resources at its foundation. Their apparent stable value ensures the Insurance Group a competitive advantage, although no activities are undertaken to strengthen or even to maintain them. It can therefore be concluded that an integrated approach of competitive advantage where both positioning framework and valuable resources are used as complementarities seems to be beneficial when competitive advantage is studied.
Strategy, Control and Competitive Advantage
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Yücel, Gizem. "The communication in project management organisations during hospital construction projects : An investigative study of ongoing hospital construction projects in Gävle, Hudiksvall and Stockholm, that a technical engineering consultant company participates in." Thesis, KTH, Fastigheter och byggande, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-211146.

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The chosen research area is the communication in complex hospital construction projects. The purpose of this study is to investigate and map out the existing communication and cooperation between the project management organisation towards the steering committee and the hospital organisation. The research objective consists also of investigating how the project members manages the challenges and difficulties with communication and what improvements they think is needed for increasing the efficiency within the different organisations, within the project.   The results create an understanding and an awareness of the challenges, which will hopefully be beneficial for a more efficient project management. This was possible by investigating two actual projectorganisations in Sweden, one in Gävleborg (Gävle and Hudiksvall) and another one in Stockholm.  Extensive literature review and various scientific reports were investigated. An overview over the research area was achieved, with focus on existing problems and possible solutions. The communication in the project process was analysed by having semi- structured interviews. One of the objectives with the interviews is to expose the strengths and weaknesses in the project management, but also the external opportunities and threats towards the organisation. It can further be described as an analysis for representing how the project members use their competence and experience to handle the challenges and difficulties, how the optimal solutions could be according to the project members and also how the organizational structure should be conducted for a better communication in the project process. The findings from the interviews compared with the theoretical framework indicates some parameters for achieving an ideal information transfer and communication. There needs to be defined structures and techniques for information transfer. The effectiveness of information transfer increases, when the roles of different project members, groups and organisation structures are clearly defined, in a formal structured way. The culture in the organisation impacts and shapes the communication methods within the organisation. The work environment, values, language, routines, structure and experience in the organisation shapes and creates the foundation for the organisational culture, which leads to how the communication will take form. The attitudes and behaviours of the participants in the project are another impact on the communication structure. The organisation should secure in a personal level openness and commitments for the sake of fulfilling the common objectives and vision of the project.  The main challenges that were common in the projects in Gävle and Hudiksvall have been the lack of commitment from the steering committee, which is the county councils. The lack of participation and experience from both the steering committee and the hospital organisation made it challenging for the project management organisation to manage the projects. This means also that the hospital organisation has not been organized and there are not any representatives from the hospital in the projects. The project members are in these cases making qualified assumptions regarding the requirements that are needed in the hospital organisation. The main thought of effective communication is to be aware of all the changes in the project.  If the participating project members are updated with the latest information, then there are less risks for surprises. The project management organisation and the hospital organisation needs mutually to support each other with guidance through the needs and requirements that they have. This could be possible if they organisation could have continuously face-to-face meetings but also by keeping a good dialogue with each other. The representatives for the hospital organisation should also be prepared for the project from the initialisation phase.
Det valda undersöknings området är kommunikationen i komplexa sjukhus byggprojekt. Syftet med studien är att undersöka och kartlägga den existerande kommunikationen och samarbetet mellan projektledningsorganisationen gentemot styrgruppen och sjukhusverksamheten. Målet med undersökningen består av att undersöka hur projektmedlemmarna handskas med utmaningarna och svårigheterna med kommunikationen och vilka förbättringar som de anser behövs för att öka effektiviteten i de olika organisationerna. Resultatet skapar en förståelse och en medvetenhet om svårigheterna, vilket förhoppningsvis blir mer fördelaktigt för en effektivare projektledning. Undersökningen var möjlig att genomföra genom att två aktuella projektorganisationer undersöktes i Sverige, en i Gävleborg (Gävle och Hudiksvall) och en annan i Stockholm.  En omfattande litteraturstudie genomfördes och varierande forskningsartiklar undersöktes. En översikt över undersökningsområdet var uppnådd, med fokus på existerande problem och möjliga lösningar. Kommunikationen i projekten var analyserad genom att ha semi-strukturerade intervjuer. Ett av målen med intervjuerna var att upplysa styrkorna och svagheterna i projektledningen, men även de externa möjligheterna och farorna gentemot organisationen. Det kan vidare beskrivas som en analys som uttrycker hur projektmedlemmarna använder sin kompetens och erfarenhet för att handskas med utmaningarna och svårigheterna, hur de optimala lösningarna kan vara enligt projektmedlemmarna och även hur den organisatoriska strukturen borde genomföras för bättre kommunikation i projekt processen. Resultatet från intervjuerna jämfört med det teoretiska ramverket resulterar i vissa parametrar för att uppnå en ideal informationsöverföring och kommunikation. Det behöver finnas definierade strukturer och tekniker för informationsöverföring. Effektiviteten med informationsöverföring ökar när rollerna av de olika projektmedlemmarna, grupperna och organisationerna är tydligt definierade, i ett formellt strukturerat sätt. Organisationskulturen påverkar och formar kommunikationsmetoderna inom organisationen. Arbetsmiljön, värderingar, språk, rutiner, struktur och erfarenheter i organisationen formar och skapar grunden för den organisatoriska kulturen, vilket leder till hur kommunikationen formas. Attityd och beteenden från deltagare i projekten är ytterligare en påverkan på kommunikationsstrukturen. Organisationen borde säkra öppenhet och engagemang på individnivå för att kunna uppfylla de gemensamma målen och visionen för projektet. De huvudsakliga svårigheterna som var gemensamma för projekten i Gävle och Hudiksvall, har varit bristen på engagemang från styrgruppen, alltså landstingen. Bristen på deltagande och erfarenhet från både styrgruppen och sjukhusverksamheten har försvårat projektledningen för projektlednings organisationen. Det betyder också att sjukhusverksamheten inte har varit organiserade och att det inte har funnits representanter från sjukhusverksamheten. Projektmedlemmarna har i dessa situationer gjort kvalificerade gissningar angående de behov som sjukhusverksamheten har. Det huvudsakliga med effektiv kommunikation är att vara medveten om alla förändringar i projektet. Om de deltagande projektmedlemmarna är uppdaterade med den senaste informationen, blir det mindre risker för några överraskningar. Projektledningsorganisationen och sjukhusverksamheten behöver gemensamt stötta varandra genom vägledning av de behov och krav som de har. Detta kan vara möjligt om man har kontinuerliga face-to-face möten men även att hålla en god dialog med varandra. Representanterna för sjukhusverksamheten borde vara förberedda för projektet från initialiseringsfasen.
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Gilar, Petr. "Návrh organizační struktury realitní společnosti." Master's thesis, Vysoké učení technické v Brně. Ústav soudního inženýrství, 2010. http://www.nusl.cz/ntk/nusl-232477.

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The presented dissertation is concerned with legal problematics connected to founding of real estate trading company, its hierarchy, and possibilities of managing and directing of this type of company. Futhrer, the dissertation investigates possibilities of such enterprise to be incorporated in one of the occupational unions (organizations). Least but not last, the paper researches the services that should be provided by a professional company of such type. The dissertation is divided into theoretical and practical part. Theoretical part builds on the Commercial Code, where the rules concerning trading company are founded. However, the dissertation also uses various textbooks on management which describe various types of organization structures, that have been created by advancement in organization of human activity. In the practical part, I shortly mention the importance of the hierarchic order of a given society in reaction to a change in development on the real estate market. I also investigate the possibilities of real estate companies to create occupational unions (organizations). Further, I describe advantages and disadvantages, as well as the specific aspects of such behavior. The backbone of the dissertation is the fifth chapter. It is dedicated to the proposal of an organization stucture of a Real Estate company, as well as to the choice of legal form such a company should occupy, and finally, it is dedicated to the services, which should be provided by such company.
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Fors, Emelie, and Evelina Lundberg. "Do as I do! : A single case study investigating leadership within a successful e-commerce company with a Customer Experience focus." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105523.

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The digitised world of today has led to the development of new organisational structures within companies, resulting in new leadership styles in digital firms. Furthermore, customers’ demand is constantly increasing, which results in the importance of delivering an experience to the customers to stay competitive in the market. Therefore, the purpose of this thesis is to investigate how leadership is applied in a successful e-commerce company with a Customer Experience focus. This thesis is conducted throughout a qualitative single case study of a successful e-commerce company focusing on customer experience(s). The empirical findings have been obtained through semi-structured interviews, which further have been analysed together with the given theories to gain an in-depth understanding to answer the research question (1) How does leadership manifest itself in an e-commerce company? Furthermore, the sub-question (a) Which leadership styles can be identified within the e-commerce company. The conclusion of this thesis presents the importance of having leadership connected to the corporate culture. This includes considering the culture in all decisions within the company and that leaders and employees live by the company’s values. This thesis presents leaders within the case company applying several attributes of different leadership styles. However, the primary leadership style that has been identified throughout all leaders is transformational leadership, including being a digital leader.
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Rieple, Alison. "An analysis of the structural factors which led to the enforced departure of a chief executive in a company where he was attempting to bring about significant organisational change." Thesis, Cranfield University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.405648.

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Shandu, Sizwesihle Derrick. "Improving organisational commitment in a selected telecommunications company." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4507.

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As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their goals. It is a fact that organisations are now relying heavily on the competence of their human resources to gain a competitive edge over their competitors. It is therefore important that organisations should have employees that are committed and motivated in order to be able to compete. This study seeks to improve organisational commitment of the employees in the maintenance section of the selected telecommunications company, by investigating whether variables such as appreciative leadership, organisational citizenship behaviour, psychological empowerment (as measured by perceived control, perceived competence and goal internalisation), job satisfaction and employee rewards are significantly or not significantly related to the organisational commitment of the employees in the selected company. A sample, consisting of 120 employees, including technicians, supervisors and managers, was selected. The study achieved a response rate of about 52% (51.7) after 120 questionnaires were distributed. The empirical results of the study showed that only psychological empowerment (as measured by goal internalisation) and job satisfaction were significantly related to organisational commitment of the employees of the selected company. The implementation of the recommendations of this study should contribute to increased organisational commitment in the selected company.
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PODLESNY, PAULINE ANNA, and JENNIFER ELZE. "Overcoming intercultural communication barriers : Organisational Culture and Organisational Learning within a Swedish Textile Company." Thesis, Högskolan i Borås, Institutionen Textilhögskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-18004.

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This thesis attempts to discover what actions are necessary to mitigate these problems within textile companies. Theories on organisational culture, organisational learning, and international management, were addressed in relation to intercultural communication. Using an exemplifying case of one single person within Eton AB, a case study research design was conducted. The data was collected through a qualitative research strategy and method, using self-completion/self-administrative questionnaires, and analysed using grounded theory. The general result of the thesis indicates that few communication errors between Eton AB and the participant exist. Therefore this interrelation can be seen as a positive example of intercultural communication within a textile company. In this context, it was the authors’ intention to identify the influence organisational culture and organisational learning have on intercultural communication. Certain aspects within an organisational culture are of importance to create a better integration of employees, hence influence intercultural relations positively. Organisational learning, likewise, has a positive impact, since it contributes to the creation of a better environment for integration. This thesis concludes with generalised measures which can be seen as a guideline and as first steps for textile companies in order to reduce intercultural communication errors.
Program: Textile Management,textile value chain management
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Story, Thomas Martin, and n/a. "Technology and organisational design." University of Canberra. Management, 1990. http://erl.canberra.edu.au./public/adt-AUC20061109.103618.

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Jönsson, André. "Employee´s perspective towards organisational change : Evidence in Mekano Company." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-69472.

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Purpose: The purpose of this research project is to examine the employees´ perspective on the subject of a CRM implementation in SMEs. Methodology: A 5-point Likert scale questionnaire was used to collect 51 employee responses. All the questions were derived from previous existing literature. The questionnaire ended with three open-ended questions and was delivered to the employees by email. Conclusion: The main findings related to employees´ preconditions is that senior and middle managers must be involved and support their employees during the whole change process. Other conditions are that the system must be user-friendly and easy to learn, so that it does not interfere too much with the employees’ daily routines. With respect to employees’ point of view to implementing CRM this study suggest that the new system will improve communication with current customers. Notably, few of the employees feel anxious about the new system and do not think it will increase their current workload. Regarding age variances in the workforce, the research found three key points including a) functional areas are structured around customers b) a clear communication plan will improve change acceptance and commitment and, C) proper system training will help understand the employees´ role throughout the implementation. Practical Contribution: With this research, SMEs will more likely understand the importance of employee satisfaction due to an organisational change. This research has examined the intention of implementing a CRM system. Theoretical contribution: This study contributes to a continued consideration regarding organisational change by studying employees’ perspective and expanding the existing level of knowledge.
Syfte: Syftet med denna studie är att undersöka de anställdas perspektiv i termer av en CRM implementering i SMEs. Metod: En enkät bestående av 5-punkt Likert frågor tillsammans med avslutningsvis tre öppna frågor användes för att samla in data. Alla frågor var inspirerade från tidigare litteratur och forskning och levererades via email till alla anställda. Slutsats: Toppledning och mellanchefer måste involvera samt stödja sina anställda under hela implementationen för ett bättre förändringsbeteende. Systemet måste även vara lätt att använda, enkelt att lära sig samt inte störa de dagliga sysslorna för mycket. Med hänsyn till de anställdas perspektiv av att implementera CRM, denna studie föreslår att systemet kommer förbättra kommunikationen med nuvarande kunder. Anmärkningsvärt är att få anställda känner oro över det nya systemet och tror inte det kommer öka deras nuvarande arbetsbelastning. Angående åldersskillnader i arbetsstyrkan, hittade studien tre nyckelfaktorer, nämligen a) funktionella avdelningar är strukturerade runt kunden b) en tydlig kommunikationsplan kommer förbättra förändringsacceptans och c) tydlig systemträning kommer underlätta anställda förstå sin roll genom implementationen. Praktiska implikationer: Studiens praktiska bidrag är att belysa anställdas perspektiv i små och medelstora företag och vad de behöver för att acceptera en organisationsförändring. Studien har undersökt en kommande CRM implementation. Teoretiska implikationer: Denna studie bidrar till fortsatt hänsyn av organisationsförändring genom att studera de anställdas perspektiv och utöka nuvarande kunskapsnivå
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Books on the topic "Organisational structure of the company"

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Onwuchekwa, Christian Ike. Organisational structure: Capabilities and responsiveness : dimensions of organisational design. Enugu: Zik-Chuks, 2002.

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Great Britain. Department of Trade and Industry. Radiocommunications Division. Licence enquiry points and organisational structure. London: Radiocommunications Division, 1987.

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Agency, Radiocommunications. Licence details, enquiry points and organisational structure. London: Radiocommunications Agency, 1992.

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Agency, Radiocommunications. Licence details, enquiry points and organisational structure. London: Radiocommunications Agency, 1995.

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Hiura, Atsuko. Japanese managers' anxieties and the organisational structure. Oxford: Oxford Brookes University, 1997.

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Great Britain. Department of Trade and Industry. Radiocommunications Division. Licence details, enquiry points and organisational structure. London: The Division, 1988.

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Matthews, Robin. The organisational matrix: Core businesses and structure. [Kingston upon Thames]: Kingston Business School, Kingston University, 1994.

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Yoshiko, Kurisaki. Information technology policies: Organisational structure in member countries. Paris: Organisation for Economic Co-operation and Development, 1995.

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Kagono, Tadao. Organisational peristroika: Intra-company markets in Japanese MNCs. Manchester: Manchester Business School, 1993.

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Chuo Kikuu cha Dar es Salaam. Organisational structure of the University of Dar es Salaam. [Dar es Salaam]: The University, 2001.

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Book chapters on the topic "Organisational structure of the company"

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van Gelder, Hans. "Insurance Company Organisation and Management Structure." In A Guide to Insurance Management, 91–104. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-07495-2_6.

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McLaughlin, Susan. "Legal structures of business organisations." In Unlocking Company Law, 41–80. 4th edition. | Abingdon, Oxon ; New York, NY : Routledge, [2018] | Series: Unlocking the law: Routledge, 2018. http://dx.doi.org/10.4324/9780203702741-2.

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McGrath, Paul. "Organisational structure." In Organisational Behaviour, 257–83. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1057/978-1-137-42945-2_11.

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Davis, Steven I. "Organisational Structure." In Excellence in Banking, 65–73. London: Palgrave Macmillan UK, 1985. http://dx.doi.org/10.1007/978-1-349-07912-4_6.

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Junsheng, Liu. "Organisational structure." In Routledge Handbook of the Belt and Road, 136–41. Abingdon, Oxon ; New York, NY : Routledge, 2019. | Series: Routledge international handbooks: Routledge, 2019. http://dx.doi.org/10.4324/9780429203039-25.

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Brae, C. Michael. "Company Structure." In New Channels of Music Distribution, 109–16. New York ; London : Routledge, 2018 | 2018: Routledge, 2017. http://dx.doi.org/10.4324/9781315648347-12.

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Daniellou, François. "Developing Human and Organizational Factors in a Company." In Human and Organisational Factors, 41–48. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-25639-5_6.

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Kono, Toyohiro, and Stewart Clegg. "Organisational Structure and Processes." In Trends in Japanese Management, 219–50. London: Palgrave Macmillan UK, 2001. http://dx.doi.org/10.1057/9780333993897_9.

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Kavčič, Bogdan, and Marjana Merkač. "Organisational Structure and Gender." In Gendering Elites, 131–40. London: Palgrave Macmillan UK, 2000. http://dx.doi.org/10.1007/978-1-349-62882-7_11.

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Meldrum, Mike, and Malcolm McDonald. "Organisational Structure and Marketing." In Key Marketing Concepts, 237–42. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-13877-7_44.

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Conference papers on the topic "Organisational structure of the company"

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Dolzhenko, Ruslan. "Internal crowdsourcing as an instrument of personnel involvement." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.064.

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Purpose – in the study the opportunities to utilise crowdsourcing as an instrument of personnel involvement are considered. The essence of personnel engagement is analysed; the terms “personnel engagement” and “personnel involvement” are compared. Research methodology – the case study of JSC “Sberbank”, the first Russian company that implemented internal crowdsourcing in its activity, is provided. Research limitations – the paper considers the case of a large financial company; it is impossible to conclude the applicability of technology in other cases. However, this experience can be recreated by almost any organisation that embraces thousands of workers in its structure Findings – personnel involvement is understood as a set of measures that forms employeesʼ abiding interest in solving organisational problems and an increased emotional attachment to the organisationʼs aims and values. The essence of crowdsourcing is defined, its implementation scheme is described, and the classification of crowdsourcing projects is developed. The authors highlight the advantages of the use of internal crowdsourcing, i.e. implemented through the efforts of the companyʼs staff, for the employees and the organisation itself. Practical implications – examples of the application of this technology for resolving organisational issues and involving personnel are offered. Originality/Value – the article studied the potential of using crowdsourcing in solving business issues.
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Wheeldon, M. J., and J. Hayes. "Developing a whole company culture of asset management through organisational structure, an asset management framework and a risk based approach for asset intervention." In IET & IAM Asset Management Conference 2012. Institution of Engineering and Technology, 2012. http://dx.doi.org/10.1049/cp.2012.1915.

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Maravelakis, Emmanuel, Nicholas Bilalis, Aristomenis Antoniadis, and Vassilis Moustakis. "A Novel Approach to Product Innovation Profiling Assessment: The I-DSM Tool." In ASME 7th Biennial Conference on Engineering Systems Design and Analysis. ASMEDC, 2004. http://dx.doi.org/10.1115/esda2004-58271.

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Innovation is a major driving force for the economic growth and expansion of companies and the need to innovate has become clear by now. The quality of the decisions during the design phase of a product development process is strongly connected with the assessment of the product, process and organisational innovation dimensions. The developed methodology addresses these three axes, using 30 innovation attributes, in order to obtain a product innovation profile through an innovation survey. This way a range of industry standard Innovation scores called PIP-SCORES (Product Innovation Profile scores -or innovation benchmarks) have been established. So far more than 600 companies coming from a range of industrial sectors that include creative industries, electrical/electronic, fire and safety, footwear, plastics, ceramics and textiles, have participated in this survey and their innovation profiles have been included in the database. The proposed tool benchmarks the product innovation profile of a company with the corresponding innovation scores from companies coming from the same sector. Next, the tool utilises a Design Structure Matrix, for mapping the dependencies between the Innovation Attributes. Furthermore an Innovation Improvement Impact Value for each Attribute is introduced. In order to improve the innovative profile of a company, a considerable amount of resources is needed. Provided that resources are usually limited to most companies, an optimal improvement strategy, based on the Innovation Improvement Impact values is proposed. The proposed tool (I-DSM, Innovation - Design Structure Matrix) aims at improving the innovative performance of a company, by minimizing the product development cycle and by improving the performance of the product development process.
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Svensson, Daniel, and Johan Malmqvist. "Strategies for Product Structure Management in Manufacturing Firms." In ASME 2000 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2000. http://dx.doi.org/10.1115/detc2000/cie-14607.

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Abstract Product structure management (PSM) is a process that affects many different disciplines in a company. Different disciplines have different demands on the decomposition of the product structure and the functionality of the information systems used. Different disciplines therefore often work in different information systems. If several information systems to some extent contain the same information, it is important that the information is updated in all systems if it is changed. Since PSM is a change intensive activity, it is difficult to perform PSM in an environment consisting of several different information systems. There is a need for strategies for PSM that considers all relevant aspects of an information system, such as the process it supports, the information handled, the information systems used and the organisation. This paper discusses different disciplines requirements on the product structure based on a case study at an automotive manufacturing firm. The paper proposes strategies for PSM that can be used as a guide and for categorisation when analysing the information system before restructuring and/or introduction of new systems.
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"Conference Organisational Structure." In 4th International Symposium on Voronoi Diagrams in Science and Engineering (ISVD 2007). IEEE, 2007. http://dx.doi.org/10.1109/isvd.2007.11.

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Blumberga, Solveiga. "IMPROVEMENT AND ORGANISATIONAL CULTURE AND INTERNAL COMPANY COMMUNICATION DURING TIMES OF CHANGE." In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocial2018/1.5/s05.064.

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Mangku, I. Ketut, Fikri Budi Aulia, Yayuk Apriani, and Arisudana Yoga Pramana. "Determinants of Company Capital Structure." In The 3rd International Conference on Banking, Accounting, Management and Economics (ICOBAME 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.210311.038.

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Galić, Matej, Petra Popek Biškupec, and Marko Galić. "ASSESSMENT OF MANAGEMENT CONTROLLING IN PANDEMIC TIMES." In EU 2021 – The future of the EU in and after the pandemic. Faculty of Law, Josip Juraj Strossmayer University of Osijek, 2021. http://dx.doi.org/10.25234/eclic/18351.

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The emergence of coronavirus led to evident consequences for the global economy. During the previous financial crisis, organisations have already determined the elements of crisis management so they could met the new corona crisis readily. Global changes, like the current pandemic situation, provide a different view toward the future expectations. The pandemic has caused new way of functioning under special circumstances such as various restrictions in many European countries, restrictions on people’s mobility and other novelties that have encountered for the first time. Characteristics of this crisis include novelty and pressure in a business environment, which can reveal various vulnerabilities in organisations. Managers were affected by major business changes, and there appeared a need for rapid reorganisation of the current way of functioning. Management had to introduce new control systems that refer to their strategies for exchanging information and decision-making. In general, each crisis is a new opportunity for seeking modern and appropriate models and tools for business improvement. When business situations are challenging, managers are more oriented toward controlling. Therefore, organisations that focus on traditional management models are not very successful in normal circumstances, and even less so in a crisis. This study aims to examine the extent of the structure and function of management control systems in pandemic conditions in Croatian organisations. An overview of current systems in organizations was given, as well as management challenges of the pandemic situations. This study includes the analysis of management control system during the pandemic times. The research was conducted using survey method what referred to analyses of strategic plans, performance evaluation systems, and management controls for performance evaluation in Croatian organisations. The factor analysis of the main components was conducted in order to examine the contribution of predictor variables in explaining the broad-scope management control system. In order to examine the contribution of gender, age, work experience, education, company size, aggregation, timeliness, and integration for explaining of broad-scope the management control system hierarchical regression analysis was conducted. The results confirm that integration is significant predictor in the crisis controlling model, but at the same time, when the integration and timeliness should have positive connection, greater timeliness does not increase to the greater availability. This withdraws the conclusion that uncertainty of environment extents the speed of business processes. Despite of the equal integration during pandemic crises the remote working conditions caused the decrease of the promptness of reporting collected information, which requires new models of controlling in unpredictable situations.
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Ruggeri, Gaetano, and Luigi Brusa. "Management of Radioactive Waste and Materials Arising From the Decommissioning of Italian Nuclear Power Plants." In ASME 2001 8th International Conference on Radioactive Waste Management and Environmental Remediation. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/icem2001-1183.

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Abstract Scope of the paper is to summarise the experience about management of materials arising from decommissioning of Italian NPPs, and to illustrate criteria, procedures and systems, which Sogin is defining to manage the problem of the clearance of sites and materials, considering the international experience and boundary conditions existing in the Country. Since 1962 Enel (the largest Italian utility for electric power) has operated the four Italian nuclear power plants: Garigliano (160 MWe BWR), Latina (210 MWe GCR), Trino (270 MWe PWR) and Caorso (882 MWe BWR). These NPPs were shutdown in the 80’s: Garigliano NPP was shutdown in 1982 following a decision made by Enel, based on technical and economical reasons, Latina, Trino and Caorso NPPs following decisions made by the Italian Government after the Chernobyl accident. The “deferred decommissioning (SAFSTOR)” was the decommissioning strategy selected by Enel and approved by the competent Authorities, due to the lack of a repository for the disposal of radioactive materials and of release limits for clearance of materials. Activities have been started aimed at reaching the “Safe Enclosure” condition, which would have lasted for some decades, before final dismantling of plants. In 1999 the liberalisation of the Italian electricity market led Enel to separate its nuclear activities, forming a new Company, named Sogin, to which decommissioning Italian NPPs was committed. At the same time, considering pressures, both at national and local level, to adopt the “prompt decommissioning (DECON)” strategy, in December 1999 the Italian Minister of Industry, with the intent to accelerate the dismantling of Italian NPPs, presented the plans to create a national repository for nuclear waste, and asked Sogin to revise the decommissioning plans, according to the new global strategy, taking into account all the relevant technical, organisational, financial and legislative aspects of the problem. As the DECON strategy enhances the importance of “clean-up” both of sites and materials, the related aspects are held in due consideration in developing the decommissioning plans, which deal with the following: • characterisation of plant systems, components and structures; • decontamination and dismantling techniques; • monitoring of dismantled materials for clearance; • treatment of dismantled, radioactive materials (which cannot be cleared), prior to disposal; • treatment and conditioning of radioactive waste, prior to disposal; • final clearance of sites. Authorisation requirement related to the release, recycle and reuse of materials produced during plant decommissioning, together with the acceptance criteria for disposal of radioactive materials, are of key importance, considering that the change in decommissioning strategy increases the quantity of radioactive waste to be disposed of, the costs for waste treatment, transportation and disposal, and the capacity of the national repository. In this connection, Sogin is discussing with competent Authorities and Bodies in order to define clearance criteria and disposal acceptance criteria, which neither impair nor complicate the future dismantling operations. In (1) details are given about Italian decommissioning Regulation, decommissioning strategy and Organisation, in order to show the boundary conditions, which exist in Italy for planning and development of NPPs Decommissioning Projects. In the following paragraphs the decommissioning strategy is summarised first together with some critical items of decommissioning; then the Italian regulation about the management of radioactive waste is reported. The management of waste and materials, which will arise from the decommissioning of Italian nuclear power plants, is driven by the requirements imposed by the competent Authorities basing on this regulation.
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Susila, Gede Putu Agus Jana, Komang Krisna Heryanda, and Komang Endrawan Sumadi Putra. "The Effect of Company Size and Capital Structure on Company Value." In 5th International Conference on Tourism, Economics, Accounting, Management and Social Science (TEAMS 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201212.001.

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Reports on the topic "Organisational structure of the company"

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Cavan, Joshua E. Mindset, Structure, Skills: Enhanced Company Operations (ECO) and Hybrid War. Fort Belvoir, VA: Defense Technical Information Center, February 2009. http://dx.doi.org/10.21236/ada509876.

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Oltarzhevskyi, Dmytro. HISTORICAL FEATURES OF CORPORATE MEDIA FORMATION IN UKRAINE AND IN THE WORLD. Ivan Franko National University of Lviv, February 2021. http://dx.doi.org/10.30970/vjo.2021.49.11067.

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The article examines the world and Ukrainian history of corporate periodicals. The main purpose of this study is to reproduce an objective global picture of the emergence and formation of corporate periodicals, taking into account the business and socio-economic context. Accordingly, its tasks are to compare the conditions and features of corporate media genesis in different countries, to determine the main factors of their development, as well as to clarify the transformations of the terminological apparatus. The research is based on mostly foreign secondary scientific works published from 1915 to the present time. The literature was studied using methods such as overview, historical, functional and thematic analysis, description, and generalization. A systematic approach was used to determine the role and place of each element in the system, as well as to comprehensively consider the object in the general historical context and within the current scientific discourse. The method of systematization made it possible to establish internal and external connections, patterns and contradictions in the development of the object of study. The main historical milestones on this path are identified, examples of the first successful corporate publications and their contribution to business development, public relations, and corporate communications are considered. It was found that corporate media emerged in the mid-nineteenth century spontaneously, on the wave of practical business needs in response to industrialization, company increase, staff growth, and consumer market development. Their appearance preceded the formation of the public relations industry and changed the structure of the information space. The scientific significance of this research is that the historical look at the evolution of corporate media provides an understanding of their place, influence, capabilities, and growing communicative role in the digital age.
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