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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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Bowa, Mabvuto. "Exploring differences between organisational cultures in a company undergoing change." Thesis, Rhodes University, 2003. http://hdl.handle.net/10962/d1006287.
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Change is a common phenomena in business organisations today. The turbulent environment is exerting a significant influence on organisations to make continuous changes in their internal environment in an attempt to improve performance and achieve competitiveness in the marketplace. The human factors which confront organisations undergoing change have not been thoroughly investigated in Sub-Saharan Africa. The present study aimed at investigating human issues affecting the performance ofan organisation located in an Afiican country. Data was collected using semi-structured interviews and focus groups. Twenty interviews were conducted with employees randomly selected from all the levels of the company, namely attendant, operator, supervisory, middle and top management. Five focus groups were carried out with employees from different employee categories. Both sets of data were analysed using grounded theory. The findings showed that there were several problems in the company including insecurity, lack of opportunities for employee development, autocratic management style, lack of participation in decision making, substandard performance, ineffective human resources systems and lack of adaptation to technology. It was suggested that the problems resulted from the clash between organisational cultures in the company. At one level, there was a clash between the local workers' socialist organisational culture and the expatriates' capitalistic organisational culture. At a more deeper level, the clash appeared to be between the local employees' collectivistic sociocultural values and the expatriates' individualistic value system. These findings have significant implications for managing change in organisations with diverse cultures.
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Van, Der Merwe Joanie. "The discursive construction of the concepts organisational communication and organisational culture in a merged South African company." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96138.
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Thesis (MA)--Stellenbosch University, 2014.ENGLISH ABSTRACT: This study investigates the manner in which the concept of communication is discursively constructed in a South African insurance company. The company recently underwent a merger which, according to the literature, should increase its awareness of communicative practices. The thesis builds on recent theoretical developments in organisational studies, more specifically, the linguistic turn. The focus falls on the way in which organisational communication is constructed by implementing the analytical tools of thematic analysis and discourse analysis. All of the participants in this study were involved with the merger that the company underwent. The sample of twenty-three participants included eighteen employees who took part in an electronic survey questionnaire and five employees who were individually interviewed. Additionally, documents concerning the merger were analysed to reveal the way in which the company’s organisational communication is constructed by managers. During the data collection, participants were questioned about their perspectives of organisational communication and organisational culture with regard to the merger. The data strongly shows that communication is generally not considered an important aspect in an organisation during the merging process. Interestingly, when participants’ attention is, however, drawn to specifically the concept of communication, a mechanistic view of communication is presented with only selected communicative practices considered as ‘communication’. The analysis further indicates changing communicative practices in the newly merged company. In conclusion, this study argues that organisations, especially in a merging context, can benefit from a greater awareness regarding the importance of organisational communication. Further linguistic research in the form of organisational studies in this regard is suggested.
AFRIKAANSE OPSOMMING: Hierdie studie ondersoek die wyse waarop die konsep van kommunikasie deur diskoers gekonstrueer word in ʼn Suid-Afrikaanse versekeringsmaatskappy. Hierdie organisasie het onlangs ʼn amalgameringsproses ondergaan wat volgens die literatuur behoort te lei tot ʼn toename in bewustheid van kommunikatiewe praktyke en veroorsaak dat die konteks ʼn kardinale element in die navorsing is. Hierdie tesis bou op onlangse teoretiese ontwikkelings in organisatoriese studies, met ‘n spesifieke fokus op diskoers en taal (die ‘linguistic turn’). Die fokus val op die manier waarop organisatoriese kommunikasie gekonstrueer word deur die analitiese metodes van tematiese analise en diskoersanalise te implementeer. Al die deelnemers in hierdie studie was betrokke by die amalgamering van die maatskappy. Die steekproef van drie-en-twintig deelnemers sluit agtien werknemers in wat aan die elektroniese opname deelgeneem het en vyf werknemers waarmee individuele onderhoude gevoer is. Dokumente aangaande die amalgamering is addisioneel geanaliseer om sodoende die wyse waarop die maatskappy se organisatoriese kommunikasie gekonstrueer word deur bestuurders, aan die lig te bring. Gedurende die data-insameling is deelnemers ondervra aangaande hulle perspektiewe op organisatoriese kommunikasie en organisatoriese kultuur ten opsigte van die amalgamering. Die data dui daarop dat kommunikasie oor die algemeen nie beskou word as ʼn belangrike aspek van ʼn organisasie tydens die amalgameringsproses nie. Tog, wanneer die deelnemers se aandag daarop gevestig word en hul gevra word om spesifiek te fokus op die konsep van kommunikasie, word ʼn meganiese uitkyk van kommunikasie voorgestel met slegs geselekteerde kommunikatiewe praktyke wat as ‘kommunikasie’ beskou word. Die analise lig verder die idee van veranderlike kommunikatiewe praktyke in die nuwe geamalgameerde maatskappy uit. Ter opsomming voer hierdie studie aan dat organisasies, veral in ʼn amalgameringskonteks, baat kan vind by ʼn groter bewustheid omtrent die belangrikheid van organisatoriese kommunikasie. Verdere linguistiese navorsing in organisatoriese studies in hierdie verband word voorgestel.
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Messaris, Annette. "The role of leadership style and organisational structure in organisational effectiveness: a case study." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/54452.
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This research explores the role leadership style and organisational structure play in organisational effectiveness. Organisational effectiveness is one of the more complex terms to define although essential to understand in order for an organisation to grow and develop. A small to medium wine sales and distribution organisation, its leadership style and organisational structure were chosen as a focus of this case study. Organisational effectiveness in this study is understood by the terms growth and development using the Greiner Theory of Evolution and Revolution (1983). The literature explores the role of leadership style in organisational effectiveness by exploring various theories and focusing on The Full Range Leadership Model by Bass and Avolio (1994). In order to analyse the role of organisational structure in organisational effectiveness, the different forms of organisational structure and the role they have on the organisation’s ability to grow and develop are explored. The primary purpose of this study is to investigate the role leadership style and organisational structure play in organisational effectiveness. A qualitative content analysis paradigm was used with a Case Study method. The data was gathered using structured interviews conducted on all 39 permanent staff members, day to day observation and the Multifactor Leadership Questionnaire (MLQ). The MLQ is used as a supporting tool to verify the leadership findings in the interviews. The data was analysed using NVivo10 and STATISTICA to gain insight into the leadership style and organisational structure of the organisation. The findings reflected that certain themes were repeatedly mentioned in the interviews and the definition of organisational effectiveness: structured leadership, more active leadership, lack of communication, staff motivation, staff training and development and organisational culture. As regards organisational structure, the following themes arose: The need for regular meetings, increased team work and more structured job descriptions. Through the analysis of all the components, leadership style and organisational structure were identified as having a significant role in organisational effectiveness which will be further analysed in this study.
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Jonathan, Gideon Mekonnen. "Information Technology Alignment : The Role of Organisational Structure." Licentiate thesis, Stockholms universitet, Institutionen för data- och systemvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-180803.
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Information technology (IT) alignment studies which focus on conceptual debates have left little room for studies investigating practical issues such as organisational structure. On the other hand, the attention paid to private and commercial organisations has resulted in findings that might not apply to public organisations. To address this gap in the literature, and respond to calls for further research, this study explored the influence of formal and informal organisational structures on IT alignment in a public organisation. This thesis is a compilation of three studies—a systematic literature review and two case studies. The literature review revealed the lack of IT alignment studies in public organisations focusing on organisational structure. The findings of the case studies, conducted in one Swedish municipality, indicate the simultaneous existence of a formal and informal organisational structure which influenced IT alignment. The result of the qualitative case study revealed a centralised formal organisational structure, and three forms of informal organisational structure—interpersonal relationships, cross-departmental relationships, and professional networks—were identified. The findings also seem to indicate that the identified organisational structure forms have influence on IT alignment. The second (i.e. quantitative) case study established the strength of these effects. Among the identified organisational structure forms, cross-departmental relationships were found to have the most substantial influence on IT alignment, particularly on communications, partnership and the dynamic IT scope. The influence of a centralised organisation structure on IT governance was also confirmed. While the influence of interpersonal relationships on the three dimensions of IT alignment—communications, IT governance and skills development—was established, the influence of professional networks on IT alignment could not be substantiated. This study makes several contributions to research and practice in IT alignment. Although prior studies have investigated the role of different organisational structures in IT alignment, the contribution of this research is that it looked into the influence of both formal and informal organisational structures on IT alignment, simultaneously. The research has also assessed the relative significance of various forms of organisational structure on IT alignment. Leaders and managers in the public sector can make use of the findings of this research to help them identify different organisational structure forms and make the necessary adjustments to improve IT alignment.Tidigare informationsteknologi (IT)-alignment-studier fokus legat på den konceptuella debatten och inte på studier som undersöker praktiska frågor. En sådan praktisk fråga är vilken påverkan som organisationens struktur har på IT-alignment. Forskningsfokus för IT-alignment-studier legat på privata och kommersiella organisationer och inte offentliga organisationer. För att ta itu med dessa luckor i forskningslitteraturen syftar denna studie till att undersöka formella och informella organisationsstrukturers inflytande på IT-alignment i offentliga organisationer. Avhandlingen är en sammanställning av tre studier - en systematisk litteraturöversikt och två fallstudier. Litteraturöversikten visar på bristen på IT-alignment-studier i offentliga organisationer med fokus på organisationsstruktur. Resultaten från de två fallstudierna i en svensk kommun, tyder på att det samtidigt både finns formella och informella organisationsstrukturer som påverkar IT alignment. Resultatet av den första (kvalitativa) fallstudien visade centraliserad formella organisationsstrukturen samt tre former av informella organisationsstrukturer, nämligen interpersonella relationer, tvärsavdelningsrelationer och professionella nätverk, vilka alla påverkade IT-alignment. Den andra (kvantitativa) fallstudien syftade till att fastställa styrkan i de olika organisationsstrukturformernas påverkan på IT-alignment. Bland de identifierade organisationsstrukturformerna hade den informella organisationsstrukturen tvärsavdelningsrelationer det mest betydande inflytandet på IT-alignment, mer precis kommunikation, partnerskap och den dynamiska IT-räckvidden. Även interpersonella relationer hade inflytande på kommunikation, IT-styrning och kompetensutveckling. Den centraliserade organisationsstrukturens inflytande på IT-styrning bekräftades också, däremot gick det inte att fastställa inflytandet av professionella nätverk. Denna studie ger flera bidrag till forskning och praktik. Även om tidigare studier har undersökt olika organisationsstrukturers inflytande på IT-alignment, så är – så vitt vi vet – detta den första studie som undersökt inverkan från både formella och informella organisationsstrukturer på IT-alignment. Studien ger också empiriskt stöd för den rollen organisationsstruktur spelar för IT-alignment i offentliga organisationer. Ledare inom den offentliga sektorn kan använda sig av resultaten för att identifiera olika organisationsstrukturformer och göra nödvändiga justeringar för att förbättra IT-alignment.
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Grobler, Schalk Willem. "Organisational structure and Elliot Jaques' stratified systems theory." Unisa, 2005. http://hdl.handle.net/10500/146.
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Conduct an exploratory study on operationally focussed managers within a South African company, using both quantitative and qualitative analysis, to determine the correlation between the required and actual levels of complexity and time-span of control at specific hierarchical levelsOrganisational design needs to be in line with capabilities of the individual-inrole. The structure of an organization directly impacts the overall effectiveness and ultimately the success of such an organization and the number of layers required in any given hierarchy is a product of the organization’s mission (Jaques, 1989). Stratified Systems Theory (Jaques, 1989) defines work in seven strata based on a basis of decision-making complexity. The research presented here identifies a specific organisation’s current level of work based on complexity and the time-span of decision-making. Research was done in one specific geographical region of a company operating in the Supply Chain and Logistics industry in South Africa. Qualitative data collection was done by means of interviews with a defined sample group that provided an adequate cross-section of the main functions of the business, however, the sampling technique used may not provide results representative of the entire population. ii The Brunel Institute for Organisation and Social Studies’ (BIOSS) Matrix of Working Relationships was used as main basis for reporting results. The research indicates that the organisation is presently, according to Jaques Stratified Systems Theory (Jaques, 1989), operating at one level below their intended level that will allow them to effectively meet their longterm strategic objectives. The report identifies shortcomings in terms of the current capabilities of the individual-in-role and the actual work requirements, setting a foundation for further analysis of individual capabilities for effective organisational design.
Graduate School of Business Leadership
MBL
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Satardien, Maahierah. "Perceived organisational support, organisational commitment and turnover intentions amongst employees in a selected company in the aviation industry." University of the Western Cape, 2014. http://hdl.handle.net/11394/4207.
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Magister Commercii (Industrial Psychology) - MCom(IPS)A large body of research on staff turnover report that intention to leave the organisation is one of the key predictor’s to staff turnover (Chen & Francesco, 2003; Steel & Lounsbury, 2009). Researchers agree that when organisational commitment is high amongst staff the result is low turnover (Abdulkadir & Orkan, 2009; Culpepper, 2011; Muse & Stamper, 2007; Rhoades & Eisenberger, 2002). A strong correlation between voluntary turnover and the three organisational commitment dimensions (namely, affective, continuance and normative) was also found (Tansky & Cohen, 2001; Ucar & Otten, 2010). Organisational commitment has been identified as an important employee job related behaviour and perceived organisational support plays a vital role in enhancing employees’ organisational commitment. As employees’ commitment increases, employees feel more obligated and committed towards their organisation and products of this increased commitment are favourable benefits such as organisational effectiveness, reduced turnover, improved performance and reduced absenteeism (Yang, Wu, Chang, & Chien, 2011). The purpose of this study was to identify the relationship between perceived organisational support, organisational commitment and turnover intentions. Convenience sampling was used to identify the sample and questionnaires were used to collect the data. The questionnaires used to gain information include a biographical questionnaire; Eisenberger et al.’s Survey of Perceived Organisational Support, Meyer and Allen’s Organisational Commitment Questionnaire and Roodt’s Turnover Intentions Questionnaire. These questionnaires were administered to individuals employed as load control agents and support staff at a selected company in the aviation industry. The data was analysed using SPSS version 22. The results of the study reveal that no statistically significant relationship exists between perceived organisational support and turnover intentions amongst employees, however a statistically significant relationship between organisational commitment and its various dimensions namely, affective, continuance and normative commitment was found with turnover intentions. Furthermore, a statistically significant relationship between perceived organisational support and organisational commitment and its various dimensions namely, affective, continuous and normative commitment was also found. In addition to this both perceived organisational support and organisational commitment were found to predict turnover intentions. However, organisational commitment was found to be a stronger predictor of turnover intentions than perceived organisational support. Furthermore, when exploring the dimensions of organisational commitment and turnover intentions, normative commitment was found to be the strongest predictor of turnover intentions. Limitations of the findings are presented and possible recommendations for the organisation and future research are also provided.
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Ndwalaza, Tsepo. "An exploration of organisational communication within Algoa Bus Company, Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1012358.
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The study explored organizational communication at Algoa Bus Company (ABC) in Port Elizabeth. The exploration exercise was based on flows of communication at ABC. This research project captured the four flows of communication as they colour relations within the company. The four flows of communication are, namely: upward communication which refers to messages that flow from subordinates to superiors, downward communication flow which refers to communication directed to the lower levels of hierarchy by higher levels, horizontal communication flow which refers to communication amongst people who are at the same level of authority and diagonal communication flow refers to communication across the organisational levels. The study also explored the structure of such communication processes and from a normative point of view, it does expose weaknesses though.
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Azhar, Zubir Bin. "Organisational change, accounting change and situational logics : an intra-organisational analysis of reengineering in a Malaysian government-linked company." Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/organisational-change-accounting-change-and-situational-logics-an-intraorganisational-analysis-of-reengineering-in-a-malaysian-governmentlinked-company(522daa1b-a3cc-4c70-bd68-ed3f174e6680).html.
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This thesis presents an interpretive case study of a Malaysian Government-linked Company (GLC) namely Malaysia Airports Holdings Berhad (MAHB) which has recently implemented a business reengineering programme. This change programme was imposed by MAHB's parent company as part of a wider government reform agenda to address GLCs' 'underperformance' post-privatisation. Since long-term business value has become an increasingly important goal, MAHB has attempted to enhance its performance through various change initiatives which have led to institutional change. The thesis analyses the role of situational logics in the context of this institutional change, drawing on the situated logics perspective developed by ter Bogt and Scapens (2014), together with insights from the institutional logics and practice variations literature. Using semi-structured interviews, documentary analysis and observation, the study provides a comparative analysis of three subsidiaries and their relationship with the Finance Division's accounting change. The thesis recognises there are diverse situational logics that different groups of organisational actors apply in their day-to-day activities and change initiatives, emerging from a complex interplay of contextual and historical forces. This recognition enables us to understand how the three subsidiaries and the Finance Division of MAHB have differently interpreted the notion of performance improvement by applying these diverse situational logics. It sheds light on the issue of how accounting change can give rise to different responses. While the different responses present a theoretical puzzle-why there are different responses to accounting change-this thesis delineates how situational logics shape organisational responses by relating them to the underlying taken-for-granted assumptions of different groups of organisational actors. The thesis shows that the existence of diverse (or rather multiple) situational logics has led to multiple responses from different groups of organisational actors in the different parts of MAHB. The thesis also shows how multiple situational logics can co-exist or conflict and how this is contingent upon the compatibility and/or incompatibility of different interests at the intra-organisational level. Issues concerning multiple changes and multiple responses to institutional pressures, competing interests between public service and profitability, and the interplay of acceptance and resistance are all discussed in the thesis. Using the situational logics perspective, the thesis contributes to understanding the complexity of the ongoing processes of both the organisational change and accounting change at the intra-organisational level. This perspective enables us to understand the different courses of action and practices within the different parts of MAHB due to their situated functionalities. The thesis concludes by discussing the implications of the research findings and possible directions for future research.
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Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.
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The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake tolerance; risk aversion by employees; recognition and reward systems perceived to be inadequate; performance management is perceived to be ineffective and inadequate; Employee Share Options Program (ESOP) perceived to have a negative influence on employee behaviours; the nature of the social environment perceived to be unfriendly; low level of knowledge and skills sharing; inadequate human resource management practices; These findings highlight the importance of certain aspects within the environment that influence employee perceptions. Organisational climate literature suggests that organisational climate has various behavioral influences and its consideration is essential in the effective functioning of the organisation. Secondly, the research considered the relationship between organisational climate and organisational commitment within the relevant department. The Patterson et al. (2005) Organisational Climate Measure (OCM®) and Meyer and Allen (1991) Organisational Commitment Questionnaire (OCQ) were used to assess the relationship between organisational climate and organisational commitment, respectively. Significant correlations were found between integration, pressure to produce, innovation, supervisory support, reflexivity, clarity, involvement, autonomy, welfare and tradition, and both affective and normative commitment, Training was only significantly correlated to affective commitment. No significant correlations were found with continuance commitment.
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Newnam, Sharon. "Multilevel organisational structure in the management of fleet safety." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16316/.
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This thesis presents a program of research exploring the multilevel organisational structure of fleet safety management. The aim of this research was to investigate three current fleet safety initiatives, and individual and contextual factors influencing safe driving behaviour in a work vehicle. Three studies were conducted to achieve this aim. This research utilised a sample of employees from a range of Queensland Government agencies.-----
Study one evaluated three current fleet safety initiatives within the Queensland Government. From a sample of fleet co-ordinators (N=24) and drivers (N=88), this study established the extent to which specific psychological processes underlying the fleet safety initiatives were adopted, and the attitude change associated with their use. This study found mixed support for the Hypotheses, with the influence of the fleet safety initiatives on fleet co-ordinators' and drivers' attitude change being consistent with processes associated with the persuasive communication framework, and behaviour management. However, the study found no support for the behavioural management processes hypothesised to underlie the incentive scheme (CPP). The findings of the study suggested that while fleet safety initiatives can have an influence on fleet co-ordinator and driver attitude change, their impact depends on the extent to which safety issues are viewed as relevant, and the extent to which there is reinforcement within the organisational environment to support these safety initiatives. Therefore, the findings from this study, combined with existing research into the impact of safety climate, suggest the workplace context needs to be taken into account. For this reason, study two investigated the role of perceptions of the safety climate, in addition to individual attributes, as predictors of self-reported crash involvement.-----
Study two applied a framework incorporating driver attributes, including attitudes towards traffic safety and self-efficacy, and drivers' perceptions of the safety climate, as predictors of self-reported crashes in a work vehicle. Within this framework, drivers' perception of the safety climate, and their individual attributes were conceptualised as antecedents of driving performance, and driver safety motivation and knowledge mediated the relationship between these factors and self-reported crashes. A total of 385 drivers participated in this study, which found motivation to drive safely mediated the relationship between driver attributes and self-reported crashes. The initial analysis did not find a significant relationship between safety climate and safety motivation. However, posthoc analyses exploring this non-significant relationship found managerial safety values could be distinguished from other facets of the safety climate construct. Subsequently, the results indicated managerial safety values predicted safety motivation, when drivers perceived a strong safety climate. This study provided a more thorough understanding of the variables predicting driver behaviour at an individual level of analysis. However, a shortcoming is the study did not consider the various influences impacting on drivers' safety perceptions, and individual attributes within the context of the work environment.-----
Study three extended on the framework established in study two, and investigated the contribution of leader attributes to the prediction of drivers' safety perceptions, and individual attributes. The leader attribute measures, specifically, perceptions of the safety climate, motivation, knowledge, and work overload were collected from a sample of fleet co-ordinators (N=52) and supervisors (N=88). Through multi-level analyses, both supervisors and fleet co-ordinators were shown to influence the safety perceptions and individual attributes of individuals who drive work vehicles. Support was found for positive relationships between supervisor safety knowledge, and the individual attributes. However, there was a large amount of variation due to group membership unaccounted for by supervisor safety knowledge and the safety performance factors investigated within the supervisor groups. These findings suggested supervisors may not be interacting with drivers in relation to fleet safety matters, but that other factors associated with work group membership are having an impact on drivers' safety perceptions. In comparison, there was a small amount of variation accounted for by fleet co-ordinator group membership. However, the results suggested the fleet co-ordinator leader attributes accounted for a high percentage of this variation in group membership. Support was found for a positive relationship between fleet co-ordinator safety perceptions, and driver safety perceptions. Other results found fleet co-ordinators were engaging in higher workloads to enhance the safety perceptions, and attitudes towards traffic safety of drivers within their groups.-----
Overall, these studies establish a multilevel organisational process of effect, whereby individual and leader attributes, and organisational initiatives all play a role in influencing the safety performance of work-related drivers. The results also indicated an unclear structure in the management of fleet safety, as perceived by drivers, and through the roles and responsibilities of supervisors and fleet co-ordinators. The implications of these results for the management of fleet safety are discussed.
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Gunz, H. P. "The structure of managerial careers : Organisational and individual logics." Thesis, University of Manchester, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.371910.
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Lang, John William. "Strategic flexibility through modularization, technology partnering and organisational structure." Thesis, University of Cambridge, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.624119.
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Mejtoft, Thomas. "Institutional arrangements and competitive posture : effects of company structures in the commercial printing industry." Doctoral thesis, KTH, Medieteknik och grafisk produktion, Media, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-9392.
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The research objective of this dissertation is to investigate the impact of institutional arrangements, with respect to vertical integration and cooperation, on competitive advantages within the commercial printing industry, with specific focus on digital printing. This dissertation comprises six research papers, based on four qualitative case studies and a quantitative survey study, all carried out in Sweden in the years 2004-2008.The results show that vertical integration is a way to achieve competitive advantages in the commercial printing industry and is a widely used strategy in Sweden. Being able to contract full service companies is appreciated by customers to printing houses, especially direct customers, due to their need for a supplier of complete solutions for printed matters. Consequently, a vertically integrated company can provide value added services which makes it possible for customers to minimize their organization regarding production and purchasing of printed matters. Other reasons for vertical integration are the need to ensure fast deliveries to customers and having a steady supply of appropriate jobs. Despite the believed strategic importance by the industry, the results show that the level of vertical integration has no significant impact on profitability. Vertical integration is strategically important for digital printing houses in order to develop their business because digital printing allows for fast deliveries, on-demand printing and variable data printing. Despite the commoditization of printed matter, the findings indicate that the industry, in general, focuses on providing a high service level even though it means having to set higher prices. Furthermore, the results point toward that this strategic positioning is beneficial for digital printing houses because they experience a lower degree of competition and a lower price pressure.Vertical integration can, however create inflexibility due to ownership and employment. The findings suggest that cooperation can be used to achieve fast access to valuable resources, such as production equipment and knowledge, and, hence, increase printing houses’ resource flexibility. Even though internal control of resources is regarded as important to be able to satisfy customers’ needs and produce customers’ orders on time, cooperation with partners can create similar strategic effects. Furthermore, cooperation can give cost and flexibility advantages compared to vertical integration by reducing internal need for production capacity and allowing access to complementary resources. Nevertheless, it is common to combine vertical integration with cooperation to create competitive advantages and make a company more flexible and dynamic toward market changes.QC 20100827
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Kassiem, Wahib. "A case study of organisational change in an employee wellness company and its effects on job satisfaction and organisational climate." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1016404.
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The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
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Roth, Nina A. "An exploration of organisational readiness for change within a municipal utilities company." Thesis, University of Gloucestershire, 2015. http://eprints.glos.ac.uk/4130/.
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The research presented in this thesis is an exploration of readiness for change within a municipal energy supplier. The literature review revealed a particular gap of the concept of organisational readiness for change in the context of public sector companies with specific characteristics that may impede change. With a high rate and intensity of change due to radical changes within that industry, especially energy suppliers are under increasing pressure to adapt. Increasing forces for change combined with little change experience created an extreme context for the research presented. The concept of organisational readiness was chosen as the research focus with the aim to account for these characteristics and environmental specifics. The work of key authors in this field, including Armenakis and collaborating authors (Armenakis & Harris, 2009, 2002; Armenakis, Bernerth, Pitts & Walker, 2007; Armenakis & Bedeian, 1999; Armenakis & Fredenberger, 1997), Holt et al. (2007) and Mossholder et al. (2000) provided the main theoretical basis for the research. The research objectives were to gain a richer understanding of managers’ and other employees’ perceptions and beliefs concerning Stadtwerke Bielefeld’s readiness for change and key issues for successful change implementation. I adopted a constructivist paradigm with the focus on meanings and understanding using a qualitative approach and a local knowledge case study as the research design. The main element of the data collection was semi-structured interviews with a sample of senior managers identified as key informants, in order to interpret the phenomena in their unique setting. This was complemented by a questionnairebased survey of non-managerial employees’ assessments of readiness for change. The focuses of the applied content analysis were the context and the understanding of the situation as a whole. A striking finding among the management sample was a predominant focus on the rational side of leadership and a lack of acknowledgement of emotional aspects of change and its implementation. While in broad terms the non-management employees generally shared the managers’ confidence that change could successfully be implemented, there were significant and thus enriching differences at the detail level between the perceptions and beliefs of the two groups. The research makes a significant contribution to the understanding of change in public sector organisations. A methodology for change readiness assessment and analysis for these companies is proposed and successfully implemented during the research project. A notable finding was the very different and sometimes contradictory perspectives of managers and employees regarding readiness for change, which demonstrated the value of conducting research within two different groups of organisation members.
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Kemp, Linzi J. "Organisational team : modern and postmodern perspectives of primary health care." Thesis, Manchester Metropolitan University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271244.
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Ridzuan, Kushairi Mohd Ramli. "An organisational approach to sustainable public procurement." Thesis, University of Bath, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.619246.
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Purpose – The study aim to investigate the adoption of social and environmental objectives in public procurement. Design/ methodology/ approach – This study undertook an exploratory case study research based on the theory of bureaucracy and the theory of organisational configuration. A semi structured interview and a survey was conducted among public procurement professionals at five Ministries in Malaysia. Findings – The public procurement system were found to contain two organisational structures – The Machine Organisation and the Innovative Organisation. These structures were based on the analysis that there were two approaches to public procurement – the Compliant Approach and the Sustainable Objective Adoption Approach that respectively contained organisational structures of its own in managing public procurement. Mutual adjustment with the stakeholders was seen as a key driver in implementing sustainable objectives successfully in public procurement. Research limitations/ implications – Case studies have been viewed as controversial for the generalizability of knowledge and philosophical approaches to academia due to the low number of respondents. An in-depth study was the key direction of this study in investigating the organisation structure and relationships with the public procurement system that contained the system of administration and governance, people of the organisation, and the hierarchy of the organisation. Practical Implications – This research adds volume to practitioners and policy makers in designing public procurement policies and regulations by identifying the key areas of sustainable adoption in public procurement. Originality/ Value – The in-depth nature of this study provides a perspective into the intricacies of the public procurement system where the procurement officers were found to consolidate working with the regulations, the components of the organisation, and the hierarchies to achieve organisational objectives.
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Magee, Ryan. "The effect of company performance and executive remuneration on employee's perceptions of fairness in the South African financial services industry." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13797.
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The main objective of the present study, which was conducted within the South African financial services industry was to establish whether executive remuneration (consisting of basic salary and short-term incentive bonuses) and company performance (in terms of return on equity) affects employees' perceptions of fairness. In the South African context there are many senior executives that in most peoples' opinion earn excessive salaries and bonuses, this while the organisations' that they lead perform poorly. As a consequence of their organisation performing badly, employees need to be retrenched, yet executives seemingly do not forego or even reduce their salaries or bonuses in order to retain employees and improve the organisation's bottom line. The widely publisicised (often extreme) examples of this, illustrate and are explained by the disconnect that is currently taking place globally, specifically in South Africa. This disconnect is that of inequality of wealth between the rich and the poor as measured by the Gini Coefficient, in which South Africa is now ranked the most inequal country in the world. The aim of the present study is to better understand some of the dynamics that influence perceptions of fairness in such scenarios. The present study has implications for organisations in terms of distributive justice outcomes, Human Resources practices and policies, as well various impacts on employee motivation and satisfaction.
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Hjelm, Lidholm Sara. "Re-creating processes : when Internet came to the mail order company." Doctoral thesis, University of Gothenburg; School of Business, Economics and Law, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-7511.
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The subject of this thesis is the implementation of e-commerce as a technical and commercial strategy of a mail order company. The study is longitudinal and mainly performed with interviews and observations during 2001 and 2009. I have analyzed the material with the help of translation theory and with an emphasis on Callon (1986).The study revealed that the mail order company over time changed the way e-commerce was looked upon and thereby also the way that the company should organize. I identified six different definitions of e-commerce which sequentially replaced one another as the idea that was to be translated in the company. In the beginning of the translating process the idea with e-commerce was identified as mainly technical, but that changed over time and thereafter mainly became a commercial idea about trade. This meant that focus shifted and that the persons involved in translating e-commerce also became more closely linked to the market and the customers. The e-commerce site was then defined as a shop or a warehouse and thereby became connected with familiar physical places and not with abstract digital and technical places such as cyberspace where sites are offline or online.At the end of the study e-commerce tended to be defined as an opportunity for customers to shop together and thereby being social on an interactive media. This meant that the customers contributed in defining new boundaries for the company, boundaries that included the customers since they now could interact with each other as well as with the company on the web site. The idea with e-commerce was thereby translated several times in the company during the time of the study. The translation process was bewildering for the company and meant at the end of the study that it identified itself as an e-commerce company and not as a mail order company, partly due to that 60% of the customer orders were then laid over the Internet. Another reason was that mail order was considered out of date and that e-commerce was and is the main channel for distance shopping today at the studied company.
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Di, Stefano Alexandra. "Beyond the rhetoric : a grounded perspective on learning company and learning community relationships." n.p, 2000. http://library7.open.ac.uk/abstracts/page.php?thesisid=69.
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Morar, Varsha. "A qualitative investigation into the experiences of retrenchment survivors : a case study of employees at a South African alcoholic beverage company." Master's thesis, University of Cape Town, 2004. http://hdl.handle.net/11427/5834.
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Bibliography: leaves 99-105.Retrenchments have become increasingly prevalent in South Africa affecting those that are retrenched and the survivors of such a process. Despite survivors being the linchpins of future profitability, research on their experiences is limited in this country. This research followed a case study approach and examined survivor experiences in a South African alcoholic beverage organisation. Qualitative data was obtained through fourteen semi-structured interviews with employees who are retrenchment survivors. Following thematic analysis, three key themes emerged: survivor responses throughout the retrenchment process, survivor work attitudes and behaviours throughout the retrenchment process and survivor perceptions on the management of the process.
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Hartmann, Suzette. "Psychological empowerment in a recruitment company / Suzette Hartmann." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2442.
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Goldsmith, Alistair Lindsay. "The development of the city of Glasgow police c.1800 - c.1939." Thesis, University of Strathclyde, 2002. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21167.
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Butcher, Catherine. "Heterodox forms of university ownership/control, governance, financing and organisational structure." Thesis, University of Roehampton, 2018. https://pure.roehampton.ac.uk/portal/en/studentthesis/heterodox-forms-of-university-ownershipcontrol-governance-financing-and-organisational-structure(4faff030-ffa8-4e1c-8a19-c4ace8f7a22e).html.
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This study explores heterodox forms of higher education institutions in the context of the intensification of neoliberal forms in the UK and Australia. It aims to understand how heterodox forms might enhance students' educational experiences, in which under-privileged students will be recipients of higher education at no cost to them. Students have been recast as customers who must pay for their education and a debt crisis is being created among young people who are made to carry, what I refer to as, an 'educational mortgage' throughout their adult life. The situation is even more burdensome for students from under-privileged backgrounds whose debts will continue to accumulate with interest as they take a longer time to repay the debt than their more affluent fellow students. An interpretivist approach to data collection was adopted. Interviews were conducted with eight senior executives and government officials in contemporary public higher education institutions in the UK and Australia to gain insight into the market model that is being adopted and its impact on students' experiences. Case-studies were also undertaken of four alternative higher education institutions in the US, Europe and Asia, to gain an in-depth understanding of their forms of ownership, governance, financing and organisational structure and the ways in which students' experiences in these alternative models differed from the mainstream. The findings revealed that students democratically participated in governance and operations of two institutions as beneficial owners, while students took ownership of curriculum design in one institution. Two institutions provided students with a free tuition education while students participated in a labour/work programme in all institutions. The study concludes with a conceptual framework of a heterodox higher education institution model and proposes a hybrid of a cooperative and trust, as provided in Chapter 7, that will be owned and operated by students, academics and other stakeholders in a democratic process, and in which students will be integrally involved in the process of their education and in curriculum development. This research therefore, contributes to the body of knowledge on alternative forms of higher education institutions and on-going efforts aimed at addressing issues of access to higher education for students from under-privileged backgrounds. It also has practical significance for education policy.
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Danzfuss, Theodor Werner. "The impact of organisational structure on the performance of virtual teams." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29515.
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Globalisation and advances in Information and Communication Technologies (ICT) are contributing to the increased virtualisation of work teams within organisations. Researchers are in agreement that most modern day work teams have some degree of virtualisation (Workman, 2007) and that it is critical for researchers and practitioners alike to understand the impact of virtualisation on the inputs, process and outputs of work teams. Benefits commonly associated with increased team virtualisation such as increased knowledge retention (Dietz-Uhler&Bishop-Clark, 2001), cost savings (Bergiel, Bergiel,&Balsmeier, 2008) and flexibility (Clemons&Kroth, 2011) are proven and well researched. However we know that no benefit can be obtained without incurring some sort of a cost (Colander, 2010) and research showed that virtual teams typically incur additional challenges in the areas of communication, culture, technology and leadership (Kayworth&Leidner, 2000).This research hypothesised that the three levers of organizational structure as defined by Satô (2010) namely the formalization, standardization and centralization of organisational elements can ease the negative effects caused by an increase in team virtualisation. We evaluated the impact that the organisational structure has on the performance of work teams throughout the team virtualisation continuum by conducting a set of interviews, a survey and performing descriptive quantitative analysis on the results. A total of three interviews were conducted which served as confirmation of our research questions and provided guidance to construct the questionnaire. A total of 87 respondents participated in our online survey of which 69 responses were included in the quantitative analysis phase. The responses received were equally distributed between four categories namely: Organic Face-to-face, Mechanistic Face-to-face, Organic Virtual and Mechanistic Virtual.The results revealed that there is no statistically significant relationship between the organisational structure and the performance of virtual teams. We further noticed a higher variance in the performance scores of virtual teams which indicates that the performance of virtual teams are more inconsistent than that of Face-to-face teams. The key finding of the research is that virtual teams perform equally well in both organic and mechanistic organisational structures.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Kokt, D., and der Merwe C. A. Van. "The impact of organisational culture on service delivery in a major private security company." Journal for New Generation Sciences, Vol 7, Issue 2: Central University of Technology, Free State, Bloemfontein, 2009. http://hdl.handle.net/11462/535.
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Published ArticleIn today's highly competitive business environment service delivery has become a key issue. Providing quality service could enhance an organisation's competitive advantage with beneficial financial implications. Service delivery requires the full cooperation and commitment of all the employees in the organisation, including management. The culture of the organisation supports this by eliciting a unified response from employees that supports the quality of service rendered to customers. In this regard the paper provides a statistical analysis of the impact of organisational culture on service delivery in a major South African private security company. Due to its applicability the Competing Values Framework (CVF) was instrumental in measuring the culture of the organisation and the award winning Baldrige Award Criteria in ascertaining its levels of service delivery.
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Riegler, Robert. "Fragmentation and integration : new evidence on the organisational structure of UK firms." Thesis, University of Nottingham, 2012. http://eprints.nottingham.ac.uk/12770/.
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This thesis will discuss how fragmented UK firms are and how they have changed between 1997-2008. We examine possible explanations for fragmentation and try to capture the effects of fragmentation on employment and labour productivity. We consider an organisational and a spatial dimension of fragmentation for the manufacturing and the tradable service sector. The data used comes from the Business Structure Database - a firm and plant level database which captures 99 percent of UK economic activity.
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Jordan, Ernest. "Information strategy: a model for integratingcompetitive strategy, organisational structure and information systems." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31233582.
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Kotze, F. E. (Francina Elizabeth). "An investigation into the internal structure underlying the organisational diagnostic questionnaire (ODQ)." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/20903.
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Thesis (MA)--University of Stellenbosch, 2004.ENGLISH ABSTRACT: This study investigates the internal structure that underlies the ODQ. A structural model that explicates the nature of the causal linkages between the six main constructs comprising the ODQ was developed and tested. Data obtained from 273 employees in a chrome manufacturing plant was used. This research found that the proposed model offers a plausible account of the influences that exist between the six main constructs. The benefit of this structural model will be in the enhanced interpretation of the diagnostic results derived from the ODQ.
AFRIKAANSE OPSOMMING: Hierdie studie stel ondersoek in na die interne struktuur wat onderliggend is aan die Organisasie Diagnostiese Vraelys (ODV). ‘n Strukturele model wat die onderliggende kousale verhoudings van die ses hoofkonstrukte van die ODV blootlê, is ontwikkel en getoets. Data van 273 werknemers, verbonde aan ‘n chroom vervaardigingsaanleg, is gebruik. Die navorsing toon dat die voorgestelde model ‘n aanneemlike weergawe is van die onderliggende verhoudings wat tussen die ses hoofkonstrukte bestaan. Die voordeel van die voorgestelde model lê daarin dat dit die interpretasie van resultate, wat uit die diagnose verkry is, kan verbeter.
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Valentine, Vincent Francis. "Measuring efficiency of container ports : an analysis by organisational and ownership structure." Thesis, University of Plymouth, 2002. http://hdl.handle.net/10026.1/1146.
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Fundamental to any business is the concept of performance. This can be compared by using the competition as a benchmark for achievement or by comparing performance with previously defined goals and objectives. Stakeholders constantly demand to know whether their investmerit in a company is obtaining an adequate return and whilst there are established accounting techniques to calculate return on investment or capital employed, calculating efficiency can be rather a grey area in some industries. Ports are no exception and it is only by comparison that performance can be evaluated. Ports are, however, a complex business with many different sources of inputs and outputs which make direct comparison among apparently homogeneous ports seem difficult. The subject is further complicated by the various types of port ownership and organisational structures that exist throughout the world. This thesis seeks to determine whether there is a particular type of ownership and organisational structure that leads to a more efficient port. This aim is achieved by examining the efficiency of differently owned container ports, comparing privately owned ports against those remaining in the public sector, and those that have elements of both public and private ownership patterns. In addition, the organisational structure of those ports examined is analysed and classified with the results placed into a singular conceptual model for a clear comparison. The conceptual model can be then applied to any type of business enabling the performance of ownership and organisational structures to be compared with ease. The results of this thesis show that there is a strong relationship between the relative efficiency of ports examined and organisational structure and a weaker relationship between port ownership patterns. These results should assist governments, port administrators and port owners in determining the different ways they can structure their ports.
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Milliken, J. "The organisational structure, dynamics and strategy of integrated education in Northern Ireland." Thesis, Queen's University Belfast, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.273390.
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Wallin, Hageving Andreas. "IFPI : A Postcolonial Critique of the Trade Body’s Organisational Structure and Ideology." Thesis, Linnéuniversitetet, Institutionen för musik och bild (MB), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-94723.
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The purpose of this thesis is to present a postcolonial critique that may empower non-Western music industries globally. As per Nigerian music executive Tunde Ogundipe’s reasoning, its analysis isn’t prescriptive – it presents a critical analysis of IFPI’s organisation and ideology, which non-Western stakeholders may use as free strategic business intelligence if/as they please. Using a sociological methodology, IFPI’s organisational structure and operations are analysed with reference to three postcolonial axes: ideology, history and political geography. The analysis uncovers colonial path dependencies and present-day policies that reproduce the ‘civilising mission’.Syftet med detta examensarbete är att presentera en postkolonial kritik som kan stärka icke-västerländska musikindustrier globalt. Enligt den nigerianska musikföretagsledaren Tunde Ogundipes resonemang är analysen inte föreskriftsmässig – den presenterar en kritisk analys av IFPIs organisation och ideologi, vilken icke-västerländska intressenter kan använda som gratis strategisk affärsintelligens om/som de vill. Med hjälp av en sociologisk metodik analyseras IFPI:s organisationsstruktur och verksamhet med hänvisning till tre postkoloniala axlar: ideologi, historia och politisk geografi. Analysen påvisar kolonialt stigberoende och samtida policys som reproducerar den “civiliserande missionen”.
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Folkerd, Christopher. "Issues in public information systems development : the impact of regionalised organisational structure." Thesis, Brunel University, 2011. http://bura.brunel.ac.uk/handle/2438/8715.
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This thesis highlights the critical impact the effects of regionalised organisational structure and external political pressures have on the development of public sector information systems. Through the extension of a socio-technical systems (STS) model which encompasses these effects, a tool is provided for their investigation and evaluation in past and present information system (IS) developments. The foundations for this model were derived through an in-depth study of a large scale, national public IS development. Despite a large volume of research into the development and implementation of information systems, a high incidence of failure of such projects is still observed. With information systems now commonly integrated into many facets of an organisation’s business processes the costs and consequences of such failures can be far reaching. Given the additional scope and scale of many national public sector projects such consequences can be profound. While public sector IS failure has been studied in the literature, its focus is observed to be primarily that of an examination of e-government systems, neglecting the back-end (non-public facing) support systems. The focus of such studies is predominantly on the public’s interface and interaction with these systems together with their adoption and acceptance by the public. This view is a valid contribution but it does not inform the literature on the full range of unique problems that can be encountered across a complete IS development lifecycle within the public sector. Seeking to investigate these matters further, a collaboration was formed with a UK public body to facilitate the examination of the issues affecting the development and implementation of a national IS project. Onsite observations, interviews and document sampling were used across the development cycle to gather information from the perspectives of the stakeholders involved. The analysis of the data collected from this exercise highlighted a number of factors that were observed to have a significant effect on the project’s ultimate failure. Examination of this analysis from an STS perspective allowed for the extension of an existing STS model. It was extended to encompass the significant adverse effects that an organisational regionalised structure and external political pressure placed on the development of public information systems.
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Shapely, Peter. "Voluntary charities in nineteenth century Manchester : organisational structure, social status and leadership." Thesis, Manchester Metropolitan University, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.241554.
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O'Mara, Charles Edward, of Western Sydney Macarthur University, and Faculty of Business and Technology. "An examination of the linkages between organisational performance measures and strategic objectives." THESIS_FBT_XXX_Omara_C.xml, 1996. http://handle.uws.edu.au:8081/1959.7/48.
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To be successful, in the competitive, global business environment, firms must have a sound understanding of all their operations and the factors which impact upon them, combined with a performance management system which allows them to assess their progress towards achieving the organisation's objective. The thesis examines 3 propositions : that managers are unaware of the need to link performance measures to strategic goals and that, as a consequence, performance measures do not change to reflect a change in strategic direction; that the link between the performance measurement system and organizational goals is weak because the organization's structure inhibits a coordinated approach towards achieving strategic objectives through the use of performance measures; and, that the dynamic environment in which firms operate serves to disassociate strategic objectives from the performance management system, and the lack of managerial attention to the link between the two will result, over time, in a set of performance measures which provide insufficient, late or wrong information. The research indicated that awareness of the need to link performance measures with strategy rose with managerial responsibility; that the wider the scope of the performance measurement system, the better it would be at accommodating and monitoring changes in strategic direction; that, where the performance management system covered a broad range of activities it could be better used by managers to coordinate and integrate those activities; that managers' perceptions of the reliability, validity and timeliness of the information provided by their performance management system were positively related to the level of ownership of the system; and, in a dynamic business environment, the more comprehensive the information provided by the performance management system, the less likely the organisation would respond inappropriately to external factors. Additional research needs to be done on ways to make performance management systems more reactive to management's needsMaster of Commerce (Hons)
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Sam, Nerine Carmel. "A study to analyse the organisational wellness present in a Port Elizabeth-based pharmaceutical company with the intent of developing and implementing an organisational wellness programme." Thesis, Port Elizabeth Technikon, 2005. http://hdl.handle.net/10948/185.
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South African employees have found a wide range of stressors prevalent in their working experience. The impact of these stressors on the lives of the employees adversely affects the organisational effectiveness of any organisation. The 21st century business world has become more stressful and risky because of the daily workplace demands, coupled with internal competitive challenges, placed on employees. The effect of this stress on employees is seen in an increase in absenteeism, a loss in employee productivity, increased insurance premiums, reduced workforce efficiency and an increase in training and employment costs. As a result, organisations are compelled to commit their management team to ensuring their employees health and wellness. This can be achieved through the implementation of a structured wellness programme or policy. This study's intention, forming the main problem, was to determine the wellness programmes that would be required by the pharmaceutical company, Bodene (Pty) Ltd, in order to enhance, maintain and develop its organisational wellness. This resulted in the development of a wellness programme. The approach taken to resolve this problem began with an intensive literature survey to determine the critical wellness factors that literature indicated as necessary for employees to be successful and happy in their work environments and outside of them. This was followed by an empirical study undertaken within the Small Volume Parenteral department of the organisation. The study was undertaken by the administration of a structured employee questionnaire to blue collar workers and a select number of middle managers in order to determine the level of wellness present amongst the employees. In addition, a structured management questionnaire was administered to the Sister-on-site and the Industrial Relations manager in order to determine whether any wellness programmes currently existed within the organisation, the extent to which they had been implemented, the extent to which they are successful within the organisation and the role, if any, that management play in actively promoting employee wellness. Among the main findings, on the negative side, the study revealed that employees within the department are close-lipped when it comes to revealing information of a personal nature. This has resulted in a difficulty in assessing their sexual and financial wellness, in particular. With regards to management, findings revealed that the employees felt that there is not enough trust between the employee and management. It was also indicated that management is not as open as possible with the employees. In addition, employees indicated that they felt that there was a lack of communication among team members as well as various forms of discrimination existing in the organisation. On the positive side, the study has indicated that a respect for all cultures exists within the organisation. It has also indicated that a minimal amount of conflict is experienced between superiors and subordinates and that the majority of employees feel a sense of belonging within the organisation. Findings from the literature survey undertaken and the empirical study done within the organisation were integrated and a coherent organisational wellness programme was developed. The organisational wellness programme has been recommended to the management of Bodene (Pty) Ltd. If the programme is considered viable, it will be implemented within the organisation.
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Rognes, Jon. "Telecommuting : organisational impact of home-based telecommuting." Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics (EFI), 1999. http://www.hhs.se/efi/summary/509.htm.
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Van, Niekerk Hennie. "An investigation of senior leadership and organisational structure in a Malagasy congregational setting." Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-10302007-084511/.
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Dumas, Angela Mary Piers. "The effect of management structure and organisational process on decisions in industrial design." Thesis, London Business School (University of London), 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.388816.
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Jordan, Ernest. "Information strategy : a model for integrating competitive strategy, organisational structure and information systems /." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13645997.
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