Dissertations / Theses on the topic 'Organization of science and culture'

This research sought to understand the role of organizational learning and the experience of the use of organizational learning for the development of sustainability culture in life science companies. Therefore, the study utilized a phenomenological qualitative approach to find out the perspectives of life science companies and life science non-governmental organizations (NGOs) about the subject matter. Furthermore, this study was exploratory and inductive and used a combination of research methods (triangulation). It was found that organizational learning creates sustainability awareness and engagement which contributes to the development of sustainability culture. This in turn would lead to the organization becoming a learning organization that focuses on sustainability. Government policies, quality management systems and internal standards serve as factors that create awareness of sustainability issues and encourage life science small-medium enterprises (SMEs) to continuously engage in sustainability business practices. It was found that various learning methods can be used internally and externally to learn about sustainability. However it is important that learning that is done externally or on an individual level be shared with the organization in a group or organizational level. The study acknowledged a heightened awareness for more sustainability focused practices within the operations of life science companies, however the financial constraints negatively influence how they prioritize their actions. It also identified how collaborations with life sciences NGOs help facilitate the implementation of a long-term sustainability vision and strategies into life science companies.

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

In now-a-days competitive global markets, organizations are required to become more flexible and adaptable in order to survive in the rapidly changing business environment. The ability to innovate is touted to be the key factor for ensuring the continuity and increased competitiveness of organizations. However, many attempts to create and implement innovations in organizations turn out to be unsuccessful due to the fact that organizational culture is unsuitable for the innovation effort. This thesis contributes to the discussion of innovation supportive culture by identifying the most essential aspects of organizational culture related to organizations’ ability to innovate. It is argued, that despite the extensive research on the subject of organizational culture, the terminology and definitions are found to vary greatly within researchers, thus complicating the research subject. Nevertheless, organizational culture, and especially it’s aspects of innovative values, organizational climate and leadership, are identified as crucial components for successful creation and implementation of innovations.

The rapid developments occurred in the process of Turkey&rsquo
s participation movements into European Union brought also with themselves the first signs of the potential impacts which the European Union will cause to come into existence on the Turkish bureaucracy. The purpose of this study is to ascertain the role the European Union plays as an environmental factor in the formation of organizational culture. In order to realize the purpose of this thesis, a comparative survey was administered between the State Planning Organization (SPO) and the Turkish National Agency which was established as a department in SPO in 2002 and attained its autonomous body within the framework of legal arrangements and which is in a direct interaction with the European Commission in respect of working environment. The study has reached the conclusion that the Turkish National Agency has higher level of cultural characteristics than SPO in the framework of organizational culture. The reached findings support that the Turkish National Agency, although a state/public institution, is under the impact of EU which bring in differentiation. In addition, questionnaire results were compared with Turkish cultural characteristics in Hofstede&rsquo
s national cultural analysis and it was seen that some aspects of Turkish National Agency were also reflected those characteristics. As a result, the Turkish National Agency developed a &rdquo
hybrid&rdquo
structure under the impact of EU and Turkish bureaucracy, and this structure, which is the first sample of its own kind, will be a significant example for similar institutions which will possibly come into being in future.

The issue of environmental sustainability is rising nowadays, which made the organisations to survive the planet. Accordingly, the governments are giving support to organisations for taking steps to achieve the environmental sustainability. To achieve the environmental sustainability, it is needed to bring change in organisations. Besides, Information Technology plays a significant role to develop novel processes and technologies to control the environmental loads for achieving environmental sustainability. This study is based on three mainstay concepts: Change Management, Green IT, and Organisational Culture. This research is intended to identify Green IT initiatives to achieve the environmental sustainability through change management and organisational culture in the organisations. A change management model is ultimately presented in the analysis, which describes the process of change management within an organisation based on the three main concepts mentioned above. This study is an investigation based on literature reviews and two case studies (Tetra Pak (Pakistan) and Panasonic (Sweden)). Case Studies have been carried out to verify the commodity of change process model (theoretical framework) and change management model. The research is also aimed to find, if the investigated organisations ultimately capture the targeted result, when willing to bring Green IT in their organisational systems.

Information systems are considered to be a critical and strategic part of most organizations today. Because of this it has become increasingly important to ensure that there is an effective information security program in place protecting those information systems. It has been well established by researchers that the success of an information security program is heavily dependent upon the actions of the organizational members that interact with the information security program. Because of the interaction between people and the information security program an appropriate information security culture is required to effectively influence and control the actions of the members within that organization. While the importance of an information security culture has been well established by researchers there has been little research conducted to date that assist in understanding and managing information security culture within organizations. To expand the body of knowledge in this area this study will explore the information security culture of a large organization using interpretive case study methodology. The use of semi-structured interviews to collect data has allowed the researcher to report back their interpretation of shared meanings, consciousness, language and artifacts observed while at the research site. Structuration theory was applied as a theoretical lens with which to better understand information security culture and explore ways in which organizations can better understand and manage information security culture. We found structures of signification and legitimacy were the most influential on employee's behavior towards information security. While the structure of domination exerted minimal influence over employee's behavior. This research study contributes to the existing body of knowledge regarding information security culture by examining the role of structural properties exhibited within information security culture. Structural properties of information security culture have not been adequately considered within the existing literature. By expanding our understanding of the role of social structures such as systems of meaning, power and legitimacy on information security culture researchers will have a deeper understanding of this phenomena call information security culture. This will enable us to better understand how to develop and manage an appropriate information security culture.

Thesis (Ph. D.)--University of Sydney, 2001.
Title from title screen (viewed Apr. 22, 2008). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Dept. of Government and Public Administration, Faculty of Economics & Business. Degree awarded 2001; thesis submitted 1999. Includes bibliography. Also available in print form.

Organisatoriskt lärande är ett begrepp som i dagens föränderliga värld är relevant för alla organisationer. Då det är individer som utgör organisationer, är medarbetarnas utveckling essentiell för organisationens utveckling. Vilka faktorer kan då främja organisatoriskt lärande? Denna studie syftar till att ur ett medarbetarperspektiv, med hjälp av systemteori, dra slutsatser angående hur faktorer som organisationskultur, kommunikation, samarbete, visioner och uppsatta mål påverkar lärandet i en organisation. Utifrån syftet formulerades tre frågeställningar som behandlar vilka förutsättningar till lärande som kan identifieras i en organisation, medarbetares upplevelser av organisationens klimat och kultur, samt hur medarbetarna upplever att de övergripande mål och visioner som finns i organisationen speglar deras personliga mål och visioner. För att besvara dessa frågeställningar genomfördes sju halvstrukturerade intervjuer med medarbetare i en svensk arbetsorganisation för att samla in den empiriska datan. Som analysverktyg användes Peter Senges systemteori, såväl som andra relevanta teorier inom fältet. Resultatet visar att det råder beroendeförhållanden mellan medarbetarens personliga visioner, organisationens övergripande mål och visioner, organisationskultur och kommunikation. Vidare påvisas att alla dessa faktorer har inverkan på lärandet. Att finna hävstångskraften betyder att identifiera vilka möjligheter som finns till att påverka nämnda faktorer, för att i slutändan främja det organisatoriska lärandet.
Organizational learning is a concept that in a changing world is relevant to all organizations. As organizations consist of individuals, employee development is essential for the organization's development. So what factors can promote organizational learning? The purpose of this study is by taking an employee perspective, and using systems theory, draw conclusions about how factors such as organizational culture, communication, cooperation, vision and goals affect learning in an organization. Based on the design of this study, three questions were formulated regarding the conditions for learning that can be identified in an organization, employees' perceptions of organizational climate and culture, and how employees perceive that the overall goals and visions that exist in the organization reflects their personal goals and visions. To answer these questions seven semi-structured interviews with employees in a Swedish organization were conducted, to collect the empirical data. The analytical tools used are Peter Senge's systems theory, as well as other relevant theories in the field. The result shows that there are interdependences between the employee's personal vision, the organization's overall goals and vision, organizational culture and communication. Further demonstrated is that all these factors have an impact on learning. Finding the leverage means to identify the opportunities that exist to influence the aforementioned factors, to ultimately promote organizational learning.

The organizational culture school of thought is a relatively recent notion in the field of organizational theory and is a response to the perceived shortcomings of other modes of thinking that may miss some important aspects, not just of organizing and the purpose of organizations, but of the real workings of organizations. The organizational culture of the research university is highly complex, because, in part, of the multifarious demands on and activities of the institution. This article examines the culture that pervades the research university, the problematic conflict between the cultures of university and of discipline, the implications of organizational culture for meaning formation and the reduction of uncertainty. Since this is the culture in which many LIS programs exist, the implications of the culture, especially regarding determination of success, are explored.

Thesis (MPhil (Informations Science))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: Karl E. Weick’s Theory of Organizational Sensemaking and Elliot Jaques’ Stratified Systems Theory are not often deemed to be complimentary. The generally accepted view is that these two positions represent two poles on a spectrum of organization theory. The thesis attempts to bring these two theories in conversation with one another and argues that organizational sensemaking is enriched in a requisitely structured organization. The essence of stratified systems theory is that all humans have an inherent cognitive potential level of coping with complexity. As people mature they gain the potential to handle the next level complexity jobs. Similarly, jobs have a certain span within which they can or should be successfully mastered. In organizations one can then identify different strata, according to job complexity. A requisitely structured organization uses strata to create a managerial hierarchy. Jaques argues that a hierarchy is not repressive if applied requisitely as people will naturally be drawn to jobs in the strata where they are most effective. Sensemaking on the other hand, is the cognitive ability to impose frames on ongoing flows and so make the world sensible. Normally it is an automatic process, but in organizations the sense made is often fragile and under threat. Sensemaking and management are two mutually interacting activities that influence each other constantly. The type of frame imposed on an object, the interpretation given to events, the plausibility of explanations forwarded and the contextualization of circumstances is dependent on one’s applied cognitive capabilities. It is argued that if there are no discontinuites in cognitive capabilities and if the organization is requisitely structured then sensemaking is enhanced. This argument serves as the bridge between Sensemaking Theory and Stratified Systems Theory. Other links are in pertinent properties that are common to both theories, for example, requisite variety, trust, meetings and leadership, which are fundamental requirements in both theories. While the theories are complementary, there remain some gray areas and some others of contention and these are considered towards the end.
AFRIKAANSE OPSOMMING: Karl Weick se Teorie oor Organisatoriese Singewing en Elliot Jaques se Stratifiseerde Sisteemteorie word nie gewoonlik as komplimentêr gesien nie. Die algemeen aanvaarde siening is dat die twee teorieë eintlik pole aan weerskante van ‘n teoretiese spektrum is. Die tesis probeer om die twee teorieë met mekaar in gesprek te bring en argumenteer dat organisatoriese singewing in ‘n genoegsaam gestruktureerde organisasie verryk word. Die kern van Stratifiseerde Sisteemteorie is dat alle mense ‘n inherente kognitiewe potensiaal vir kompleksiteitshantering het. Soos mense natuurlik verouder kan hulle potensiaal vergroot word en kan hulle ‘n volgende vlak van kompleksiteit hanteer. In organisasies beteken dit dat verskillende rolle in organisasies verskillende tydsperiodes vereis waarbinne dit suksesvol bemeester kan of behoort te word. In organisasies kan verskillende vlakke op hierdie manier geïdentifiseer word. Volgens Jaques gebruik ‘n genoegsaam gestruktureerde organisasie hierdie vlakke om ‘n hierargiese bestuurstruktuur daar te stel waarmee mense aangewend word op die vlakke waar hulle die effektiefste sal wees. Singewing daarteenoor, is die kognitiewe vermoë om raamwerke op deurlopende vloeie af te dwing. Normaalweg is dit ‘n outomatiese proses, maar in organisasies word singewing dikwels bedreig. Singewing en bestuur is twee aktiwiteite wat mekaar deurlopend beïnvloed. Die soort raam wat op die vloei afgedwing word, die interpretasie van gebeure, die geloofwaardigheid van verduidelikings en die kontekstualisering van omstandighede hang saam met mens se kognitiewe vermoëns. Daar word geargumenteer dat die afwesigheid van diskontinuïteite in kognitiewe vermoëns is en ‘n genoegsaam gestruktureerde organisasie singewing sal bevorder. Op hierdie manier word ‘n brug geslaan tussen Singewingsteorie en Stratifiseerde Sisteemteorie. In die proses word eienskappe wat sentraal staan vir beide teorieë, soos vereiste varieteit, belang van vergaderings, vertroue en leierskap, uitgelig as gedeelde eienskappe tussen die twee toerieë. Laastens word die grys areas en besware bekyk en waar die grense van komplimentariteit tussen die twee teorieë lê.

Many researchers in numerous studies have focused on leadership style and organizational cultures, but there is an absence of research regarding leader personality traits and productive work cultures in Alberta's oil and gas industry. The purpose of this correlational study was to assess the relationship between leader traits and preestablished learning organization culture benchmarks within Alberta's oil and gas industry. Learning organization culture is an extension of Senge's learning organization theory. Simple random sampling was used to attain a population comprised of 52 employees in Alberta's oil and gas industry who were accountable to an organizational supervisor. Data were collected via the NEO-FFI-3 and the Learning Organization Survey; summarization was accomplished by means of an online third party survey administration service. Regression analyses revealed that each of the 5-factor traits was correlated to learning organization culture. When the model was changed to multiple regression using all traits together, only 2 traits remained significant. Openness to experience positively correlated with learning organization culture, whereas neuroticism was negatively correlated with learning organization culture. The implication for social change is that human resource personnel in Alberta's oil and gas industry can institute information provided in this research to identify and develop leaders who promote innovation in a learning organization culture. Innovation in Alberta's oil and gas industry assists to overcome environmental sustainability, augment technology inefficiencies, and decrease workplace personnel issues.

This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the variables. The data indicated relationships existed among the criterion variable, transformational leadership and the predictor variables, culture and employee job satisfaction. Correlation tests and regression analysis reflected the existence of significant relationships. The MLQ survey instrument facilitated data collection on leadership styles and on employee job satisfaction. In addition, the MLQ survey facilitated the collection of data concerning outcomes or behaviors of the leadership styles. Outcomes included cultural artifacts, extra effort from employees, and employee job satisfaction. In addition, the amended survey included supplementary demographic questions. Transformational and transactional leadership positively correlated with increased employee job satisfaction correlated with organizational performance. The findings of this study supported the literature review findings. The results may illuminate the relationship among organizational leadership styles and organizational culture and organizational job satisfaction and performance thereby facilitating organizational success.

The purpose of this study was to examine theories of organizational culture typically applied to the university level of organization and their applicability to the academic department. Chaffee and Tierney's (1988) theory of organizational culture, dimensions of culture, and leadership strategies became the basis for a qualitative case study of a Department of Biological Sciences in a metropolitan university.;Interviews of current faculty members, current and former deans, and other administrators were conducted. Observations were made of faculty meetings and retreats and of departmental governance committee meetings. Extensive review of documents and correspondence covering more that twenty years provided additional data.;Interview and observation transcripts and documents were analyzed in terms of Chaffee and Tierney's (1988) concepts of the structural, environmental, and values dimensions of the department. Linear, adaptive, and interpretive strategies of faculty members and the department chair were identified.;The department was found to have what Clark (1972) refers to as strong organizational saga, or a sense of unique accomplishment which serves to maintain and perpetuate the integrity of the culture. Central to the value system of the Department of Biological Sciences is the shared sense that the department is unique in the degree to which faculty members work together cooperatively for the good of the department. These strong values were rooted in an earlier era when the department was experiencing growth and development of its research programs under adverse circumstances.;The primary usefulness of the results of this study go far beyond the particular findings for this individual academic department. Most important is the demonstration of the value of using this method of organizational analysis to understand the role of culture in shaping and perpetuating the organization. Administrators, department chairs, and faculty members can enhance their understanding of the departmental organization by applying concepts of organizational culture.;Further study and analysis are needed to evaluate disciplinary and institutional similarities and differences in departmental culture and to expand the existing theory to accommodate the variety of academic departments in colleges and universities.

Diversity practitioners in the United States have taken steps to implement programs for integration of people in organizations from across the socioeconomic and demographic spectrum. Despite changes in U.S. discrimination laws and work by diversity practitioners, maintaining equitable workplace diversity continues to be a problem in U.S. corporations. This correlational study was conducted to examine differences in life-guiding principles, urban identification, and person-organization fit between urban and suburban residents. A purposive sample of 180 adults was drawn in a voluntary online survey from industries in two U.S. representative counties with a mix of urban and suburban sprawl. This study was also conducted to further examine planned behavior, expectancy, normative social influence, and social impact theories by comparing how the independent variable of participant residence location affected the dependent variables of life-guiding principles, urban identification, and person-organization fit. T-test statistics were used to test mean differences in normally distributed data sets, and the Mann-Whitney U test was used for testing differences in non-normally distributed data sets. Test results revealed that there were differences in the dependent variables with a significant difference in urban identification for urban and suburban residents, confirming the hypothesis. Findings from this study may help diversity practitioners and organizational leaders understand the differences among urban and suburban residents. Study findings may also support organizations' social agenda toward addressing diversity issues and for narrowing career achievement gaps between urban and suburban residents through a better understanding of variations in culture.

Because academic libraries are primarily staffed by women and are relatively autonomous entities in colleges and universities, they offer a unique model of workplace gendering and feminism. This qualitative, ethnographic study examined 3 small college libraries in 3 regions of the United States and explored issues of bureaucracy and gendering in these libraries. Feminist challenges to bureaucracy emerged in the areas of hierarchy, division of labor, competition and collaboration, decision-making, and communication. Feminine practice in the libraries reflected private sphere attitudes toward work (values of community, emotionality, and caring) and an affirmation of feminine roles in the workplace. The organizational cultures of these libraries affirmed flexible scheduling, emotions and friendship at work, and parenting talk and behaviors. The library workers also engaged in an ethic of care for library users and colleagues. Individuals in the organizations expressed motivations for work not based in monetary or status gain and endorsed women's power in leadership roles. The gendering of libraries also placed strong masculinity outside of the norm, creating expectations for men to engage in androgynous or feminine behavior. Overall, the study gives voice to feminine and feminist practice in the workplace.

Every member of the organization must be involved in proactively and consistently preventing data loss. Implementing a culture of security has proven to be a reliable method of enfranchising employees to embrace security behavior. However, it takes more than education and awareness of policies and directives to effect a culture of security. Research into organizational culture has shown that programs to promote organizational culture - and thus security behavior - are most successful when the organization's values are congruent with employee values. What has not been clear is how to integrate the security values of the organization and its employees in a manner that promotes security culture. This study extended current research related to values and security culture by applying Value Sensitive Design (VSD) methodology to the design of an end user security policy. Through VSD, employee and organizational security values were defined and integrated into the policy. In so doing, the study introduced the concept of value sensitive security policy (VSP) and identified a method for using VSPs to promote a culture of security. At a time when corporate values are playing such a public role in defining the organization, improving security by increasing employee-organization value congruence is both appealing and practical.

Knowledge management (KM) has been determined by many researchers as one of the most important domains within the information systems (IS) field, and knowledge sharing (KS) has been identified as the most vital component of KM. Lack of KS within organizations has been approached from many perspectives. One perspective that has been outlined in recent studies is the organizational culture (OC) perspective, which examines the interaction between OC and KS behaviors.

Although research has been conducted on OC and KS, the findings of recent studies have been contradictory. These conflicts were due to the different operationalization of KS. The purpose of this research was to conduct a multi method study to investigate the interaction between KS and OC in detail. A case study within a Fortune 50 organization was undertaken to address the problem. By focusing on socialization adopted from the socialization, externalization, combination, internalization (SECI) model, the iceberg theory, and the Competing Values Framework (CVF), two questions were explored to address an unexamined area within the body of knowledge. Per the recent calls for research, the questions addressed KS itemized into knowledge seeking and knowledge contributing, and investigated the phenomenon at multiple levels of the organization. The first question examined the interaction between OC and KS via socialization amongst peers for: (a) overall organization, (b) non-managers, (c) first level managers, and (d) second-level managers. The second question examined the interaction between OC and KS via socialization amongst various levels for: (a) subordinates and managers in overall organization, (b) non-managers and first level managers, and (c) first level managers and second level managers.

Data were collected through 82 surveys, 23 interviews, 23 observations, and company records for the calendar year of 2017 to provide multiple types of data for triangulation. The quantitative data were analyzed through descriptive statistics, correlation tables, multivariate analysis of covariance (MANCOVA), and visualization. The qualitative data were analyzed through open coding, axial coding, and selective coding. The combined results were triangulated to reach the conclusions.

The MANCOVA displayed a significant interaction between OC and KS via socialization. Furthermore, the triangulated results showcased that perceived bureaucratic culture and perceived competitive- bureaucratic culture had a negative relationship with KS via socialization amongst peers, knowledge seeking for manager to subordinate, and subordinate to manager, but not for between level knowledge contributing. While perceived clan culture had a positive relationship with KS via socialization amongst peers, and for knowledge seeking from managers, but not for between level knowledge contributing. Perceived competitive culture was only discovered to have a negative relationship with knowledge seeking for level two managers, while having a positive relationship with knowledge contributing to employees, and knowledge contributing amongst peers with knowledge seeking as moderating variable. The various organizational levels also showcased distinct results which requires further investigation. Future research suggestions were made to extend the body of knowledge through various directions, alongside an IS solution recommendation for organizations to improve KS.

Business leaders must adopt new business practices to sustain their organizations and meet the paradigm of global competition. In the 21st century, innovation and market readiness have become the primary criteria for sustainability of an organization. Some organizational leaders should adopt open innovation strategy to stay competitive and foster a positive impact on their organizations' performance while practicing a systematic inclusion of knowledge from sources outside of the organization. The purpose of this multiple case study was to explore effective strategies business leaders use to cultivate a sustainable open innovation culture. The population consisted of leaders from 200 high technology organizations in the Washington, D.C. area. Purposeful sampling was used to select 4 organizations whose leaders demonstrated successful cultivation of open innovation culture. Schein's culture theory was the conceptual framework for this study. Data were collected through semistructured interviews and review of the organizations' annual reports, publications, websites, and brochures. Data analysis was based on Vaismoradi, Turunen, and Bondas's systematic content and thematic analysis approach, proceding from study data to codes to themes. The outcome led to 4 primary themes: organizational strategic alignment, collaboration as a force multiplier for innovation, organizational culture change, and expert understanding of the customers' needs. Implications for positive social change include fostering innovative organizations whose members bring to the market cost-effective solutions and bridge between market needs and technological solutions. Members of innovative organizations impact underserved communities in terms of material wealth, social welfare, and employment opportunities.

Although a modest body of literature exists on accreditation, little research was conducted on the impact of accreditation on primary healthcare organizations in the Middle East. This study assessed the changes resulting from the integration of Accreditation Canada International's accreditation program in a primary healthcare organization in the State of Qatar. The study also investigated how accreditation helped introduce organizational changes through promoting organizational learning as well as quality improvement initiatives. Pomey's Dimension of Change framework and questionnaire was used to measure the effect of Accreditation Canada International standards on the perceived quality performance and the progress towards organizational learning. The study explored the quality improvement initiatives resulting from the introduction of Accreditation Canada International accreditation program at the institutional level. It also aimed to identify the organizational learning resulting from application of accreditation standards across the various levels in the organization. Applying a quantitative design, a structured questionnaire was used to collect data from 500 staff. The study used T-test, Spearman's correlation coefficient, ANOVA to analyze the collected survey data. The results of this study provided much-needed insights on the possible changes that organizations might go through concerning quality improvement and organizational learning. The results would potentially support a smooth accreditation preparation process and ultimately contribute to positive social changes at the level of the safety and wellbeing of the people accessing the health services in the community.

Even though it is prescribed by law in Sweden that children in elementary school must fulfil a compulsory education, a significant number of students are absent. The aim of this thesis is therefore to analyse two municipalities’, Halmstad and Borås, efforts to improve student attendance in elementary school. The two municipalities are of middle size with approximately the same number of citizens and elementary schools. Both municipalities, that have large autonomy, have recently developed new policies regarding how schools should manage absence in elementary school. By studying these policies and interviewing responsible authorities, principals and representatives from student health care, the goal is to find out what governance models characterize the municipalities’ efforts to promote attendance in school. The methods used are of a qualitative character and the interviews semi-structured. The theoretical framework concentrates on organization theory, such as management models, instrumental, mythical and culture perspectives and evaluation.   The results found show that the management model is strongly dominating the governance within the educational system. However, the practical methods used to promote school attendance depend in wide measures on experience and values among the actors working with the students, indicating a cultural perspective. Since the management model is dominating the governance of the school system, and this model highlights public servants’ acting space, the actors’ values and interpretations become important factors for the outcome.

A general aviation industry segment member known as a Certified Non-scheduled Air Taxi Operator (CNATO) conducts passenger flights on-demand for hire. While airline accidents have reached historic lows, CNATO accident rates remain above one per 100,000 hours (NTSB, 2015b). Unlike airlines, the Federal Aviation Administration has not made safety management system implementation mandatory within CNATOs. As a result, there has been no decrease in CNATO organizational accidents over a 6-year period since 2009. Study goals strove to find a predictable method of variable identification influencing at-risk CNATOs.

The study utilized a sequential transformative design comprising quantitative surveys and aviation accident databases to answer four research questions. Research questions used explanatory correlational methodology of independent and intervening variables examining descriptive, relational, and comparative results. Safety Culture Indicator Scale Measurement System (SCISMS) and Multifactor Leadership Questionnaire (MLQ) Form 5x served as survey instruments that gathered leadership and safety culture information. Accident data was obtained from government sources through the Aviation Safety Information Analysis and Sharing (ASAIS) database.

An inclusion criterion, stratified random cluster, and systematic random sampling narrowed the entire 2,046 CNATO population to a sample size of 25 participants from three FAA flight standards regional offices. Each participant had 3-weeks to complete an online survey containing 106 questions. Twenty participants completed the survey. Data analysis followed a discriminant function analysis to develop quantitative correlations between multiple variables. Characteristics of each participant yielded no conclusive data to suggest CNATOs share common safety culture dimension dominance. Study results concluded there was no relationship between leadership style, safety culture dominance, and accident rates. A comparison of CNATOs using safety management systems and accident rates also showed no relationship exists. The final research question sought to find a relationship between leadership style, safety dimension, and accident rate. None was found, however, a statistical trend emerged outside the research questions as a result of sequential research design. Data indicated a relationship among transformational leadership characteristic scale and SCISMS mean score. While the study yielded seminal individual results, research questions proved safety culture remains difficult to define and found relationships to identify at-risk organizations remains elusive.

Uppsatsens syfte är att analysera och diskutera vad som legat till grund för organisering av arméns insatsförband insatsorganisations år 2009 (IO 09). Hur ser organisationsstrukturen ut och vilka faktorer har påverkat organiseringen av IO 09? Uppgiftens komplexitet innebar att jag närmade mig problemformuleringen från olika perspektiv. Studien omfattar därmed en mångsidig kvalitativ analys av data från både styrdokument och intervjuer.

Studien visar att det framförallt är de klassiska ”byråkratiska teoretiska” perspektiven som dominerar organisationsdesignen inom arméns insatsorganisation 2009. Vidare förefaller det finnas en arketyp för hur ett förband i armén skall vara organiserat. Denna arketyp omfattas sannolikt av en organisationsstruktur om fyra ledningsnivåer och ett kontrollspann om fyra eller fem enheter i alla nivåer. Signifikant för maskinbyråkratimodellen, vilken identifierats i nio av tio organisationsstrukturer i IO 09, är att denna organisationsdesign underlättar tydliga och klara ledningsförhållanden. Däremot har maskinbyråkratimodellen en del nackdelar såsom att modellen anses vara rigid och svår att förändra. Studien konstaterar därmed en intressant paradox d.v.s. kravet på att organisationerna i IO 09 skall vara modulära och flexibla samtidigt som organisationsstrukturerna i IO 09 antyder något annat. Ett annat resultat som studien visar är att det framförallt synes varit mänskliga faktorer tillsammans med omgivningskaraktäristiska faktorer som dominerat ”processerna” i organiseringen av IO 09, därmed också i allra högsta grad resultatet av hur arméns insatsorganisation 2009 är organiserad.

The purpose of this essay is to analyse and discuss what has been the basis of the organization of the mission-based armed forces in the year of the mission-based organization 2009 (IO 09). What does the organizational structure look like and what factors have affected the organization of IO 09? The complexity of the task demanded an approach to problem formulation from various perspectives. Thus, the study includes a diversified qualitative analysis of data collected from governing documents as well as interviews.

The study shows that, above all, it is the classic “bureaucratic theoretical” perspectives that dominate the organizational design within the mission-based organization 2009. Furthermore, there seems to exist an archetype with respect to how an army force battalion unit should be organized. This archetype does most likely represent an organizational structure comprised of four levels of leadership and a span of control of four or five units operating at all levels. Significant to the machine bureaucracy model, which has been identified in nine out of ten organizational structures in IO 09, is that this organizational design facilitates distinct and clear leadership conditions. However, the machine bureaucracy model demonstrates some disadvantages such as the fact that it is considered to be rigid and difficult to change. Hence, the study reveals an interesting paradox, that is, the requirements stipulated for the organizations in IO 09 are supposed to be modular and flexible while the organizational structures in IO 09 suggest something else. An additional result showed by the study is that, primarily, it appears that human factors combined with environmental characteristic factors have dominated the “processes” with regard to the organization of IO 09. Consequently, these factors have also seem to generated the outcome with regard to how the army’s mission-based organization 2009 has been organized.

This qualitative study investigated the information culture and beliefs within two United Church of Christ congregations in Northeast Ohio. One congregation was Open and Affirming (ONA), and one congregation was not. ONA refers to a congregation's decision to be listed as a place where LGBT individuals—in particular—are welcomed and accepted. Using a purposive sampling technique, 8 focus groups of 4-8 participants each were asked to discuss content derived from three research question areas: participant beliefs, information that participants used to inform these beliefs, and how this information was used.

Analysis found that both congregations espoused the superiority of their beliefs about inclusivity, thus creating a paradox whereby their inclusivity involved excluding beliefs of exclusion. Because the ONA congregation preferred a personal expression of belief, they were more comfortable with the potential divisions caused by this paradox than the non-ONA congregation, which preferred a communal expression of belief.

Analysis also found that most participants relied heavily and placed great authority in information from internal sources, e.g., prayer, meditation, and emotion. The ONA congregation reflected the presence of more unique information, indicating that they approached the Bible and other common religious information critically and with more freedom to come to different conclusions than fundamentalists and biblical literalists.

Despite these differences in belief expression and information type, the analysis found that both groups showed evidence of Chatman's Small Worlds theory. First, participants showed evidence of unmet information needs. Many lacked confidence in the ability to articulate personal beliefs. Second, participants noted the presence of long-term attendees who determined the relevancy of incoming information. Finally, participants tended to guard against disclosing information about personal problems to other congregants, preferring to anonymously seek out answers.

The research highlights the social nature of belief formation and the impact of religious tradition, pastoral sermons, and external information on these beliefs. It contains important implications for pluralistic communication and the social nature of organizational legitimization. It extends the literature on belief formation and information science by developing mid-range theories about the processes by which individuals in religious communities use information to form beliefs.

Thesis (MPhil)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: In our contemporary globalized world, Eritrean enterprises are challenged with high competition from within and from foreign counterparts. Consequently, only those companies that predict the future and take proactive decisions can win the game. However, none of these organizations have applied formal competitive intelligence practice in a proactive, disciplined, and systematic fashion to defend against threats as well as to exploit opportunities, though informally they do engage in the practice. Some of these informal competitive intelligence practicing companies are relatively 'good performers' and others are 'poor performers'. The level of this competitive intelligence performance is believed to be influenced by organizational culture. This implies that employees who are encouraged and trained to have shared values, beliefs, norms and practices are in a better position to share information and interact with each other with open minds. Here, the free flow of information is the basic ingredient that helps to produce effective competitive intelligence. In an attempt to explore if a statistically significant relationship exists between organizational culture and competitive intelligence performance, a literature study was first carried out to learn from other scholars' work. The literature review was then followed by an empirical study. This empirical part of the study attempted to investigate if Eritrean manufacturers and traders perform informal competitive intelligence practice as well as if there is a positive relationship between the independent and dependent variables. Data was collected through a questionnaire from top level managers. Of the 39 questionnaires distributed, 23 organizations properly completed the questionnaire. Statistical analysis was then computed using the SPSS package to determine the correlations. The relationship between organizational culture and competitive intelligence was determined in two ways: first, it was correlated in terms of the six selected organizational culture dimensions (employee involvement, human resources, organizational focus, communication flow, reward, and trust) and competitive intelligence; and second, in terms of scores of each firm's organizational culture and competitive intelligence. Moreover, the level of the score determined whether these companies performed well or not. In both cases a positive relationship was found between organizational culture and competitive intelligence performance. These results supported the hypothesis that organizational culture does contribute to improved competitive intelligence practice. Furthermore, the finding suggests that Eritrean firms are doing moderately good in their informal competitive intelligence.
AFRIKAANSE OPSOMMING: In ons huidige globaliseerde wêreld kry Eritrea se ondernemings te doen met sterk kompetisie van binne en van buite die land. Dus floreer net daardie ondermemings wat die toekoms kan voorspel en pro-aktiewe besluite kan neem. Dit is egter waar dat nie een van hierdie organisasies formele, kompeterende intelligensiepraktyke op 'n pro-aktiewe, gedisiplineerde en sistematiese wyse toegepas het om hulself teen dreigemente te beskerm en om geleenthede uit te buit nie; informeel het hulle wel. Sommige van hierdie maatskappye wat informeel kompeterende intelligensie toepas, is betreklike 'goeie presteerders' en ander is 'swak presteerders'. Daar word geglo dat die prestasievlak van hierdie kompeterende intelligensie beïnvloed word deur organisatoriese kultuur. Die implikasie is dat werknemers wat aangemoedig en opgelei is om aan dieselfde dinge te glo en wat dieselfde waardes, norme en praktyke deel, in 'n beter posisie is om inligting te deel en met 'n ope gemoed met mekaar om te gaan. Die vrye vloei van inligting is die basiese bestanddeel wat help om doeltreffende kompeterende intelligensie te produseer. Met die doel om na te vors of daar 'n statisties sinvolle verhouding bestaan tussen organisatoriese kultuur en kompeterende intelligensie, is daar eers 'n literatuurstudie gedoen om uit ander se werk te leer. Na die literatuuroorsig is daar 'n empiriese studie gedoen. Die empiriese deel van die studie poog om na te vors of die vervaardigers en handelaars informele kompeterende intelligensie toepas en ook of daar 'n positiewe verhouding bestaan tussen die onafhanklike en afhanklike veranderlikes. Data is versamel deur middel van 'n vraelys aan hoëvlak bestuurders. Nege-en-dertig vraelyste is uitgestuur waarvan 23 volledig deur die organisasies ingevul is. Statistiese ontleding is toe gedoen om deur middel van die statistiese pakket SPSS die korrelasies te bepaal. Die verhouding tussen organisatoriese kultuur en kompeterende intelligensie is op twee maniere bepaal: dit is eers gekorreleer in terme van die ses geselekteerde organisatoriese kultuurdimensies (werknemer betrokkenheid, menslike hulpbronne, organisatoriese fokus, kommunikasievloei., beloning en vertroue) en kompeterende intelligensie; en tweedens in terme van tellings van elke maatskappy se organisatoriese kultuur en kompeterende intelligensie. Die vlak van die telling het bepaal of die maatskappy goed presteer het of nie. In albei gevalle is daar gevind dat daar 'n positiewe verhouding bestaan tussen organisatoriese kultuur en prestasie in kompeterende intelligensie. Hierdie bevindinge ondersteun die hipotese dat organisatoriese kultuur wel bydra tot verbeterde intelligensiepraktyke. Verder bewys dit dat ondernemings in Eritrea redelik goed vaar in informele kompeterende intelligensie.

Historiskt sett har idrotten i Sverige utövats dels efter ett amatörideal i syfte att bekämpa ohälsa, dels efter eget idrottsintresse. Idrotten har sedan den etablerade sig, följt samhällsutvecklingen och anpassat sig därefter. När amatörregeln togs bort på 60-talet genomgick idrotten en förändring mot professionalisering vilket bland annat innebär att anställda inom professionella idrottsorganisationer erhåller ekonomisk ersättning för deras arbete och utövarna kunde tjäna pengar på sin idrott. Idrotten utvecklades i samhället och kommersialisering blev ett fenomen som har gett bestående inslag inom idrottsvärlden, där det nu återfinns flera kulturella värdegrunder som består av ideell, professionell och kommersiell idrott. Syftet med studien är att undersöka om de olika kulturella värdegrunderna kan förenas inom en idrottsorganisation och om det då uppstår några problematiska situationer, spänningar, när de förenas. Studien är en kvalitativ fallstudie där tre semistrukturerade intervjuer har genomförts. Resultatet utgick ifrån Schein’s organisationskultursmodell samt de kulturella värdegrundernas identiteter och visade på att organisationskulturen formas och integreras av ideell, professionell och kommersiell idrott samt att det uppstår spänningar när dem förenas i en organisation. I detta fall blir den professionella och kommersiella verksamheten mer dominerande i organisationskulturen.
Historically, sports in Sweden have been practiced either according to an amateur ideal for the purpose of combating ill-health or and in accordance with the athletes own sports interest. Since its establishment, sport has followed social development and adapted accordingly. When the amateur rule was removed in 1967, the sport underwent a change towards professionalization. It is primarily sports organizations that compete at the highest level and with a focus on team sports that have embraced this professionalization. The professionalization meant that employees in sports organizations were paid a salary and that the athletes could make money from their sports. Development in sport has since continued in line with society and commercialization has become a phenomenon as well as a lasting element that has taken over parts of the power in the sports world. This has created different cultural values ​​in sports.  We now talk about non-profit -, professional - and commercial sports. This study investigates whether these values ​​can work together within an elite organization and what tensions may arise between them. The study is a qualitative case study in which three semi-structured interviews have been conducted. The analysis was based on Schein's organizational culture model, which focuses on the levels of artifacts, espoused beliefs and values ​​and basic underlying assumptions. The result showed that organizational culture is shaped and integrated by the different cultural values.

The study of conflict resolution has ballooned in the last few decades, but the literature remains sparse regarding leaders’ perspectives of navigating conflict. Currently, researchers have not addressed the conflict experiences of Jamaican church leaders residing in South Florida. Using phenomenology and social construction theory, I explored the lived experiences of this population as they addressed conflict. Twenty-two church leaders from Rhema Word Ministries International and affiliated organizations answered interview questions for an average of 45 to 60 minutes each. The data were transcribed, coded, and analyzed, yielding seven core themes: solving problems, exercising faith in God, demonstrating compassion, building personal development, employing strategies in conflict resolution, providing service to others and facing the challenging side of conflict. The findings showed that for these participants, their conflict resolution approaches were contingent on their perceptions of how others perceived them. The multilateral conflict theory that emerged from the lived experiences of the participants in the study showed the interconnectedness between the factors influencing their identities and their conflict resolution approaches. The study has merit for its useful insights for practitioners. In addition, the study has activated voices in academic literature that might otherwise have been silent.

Book Summary: Popular culture helps construct, define, and impact our everyday realities and must be taken seriously because popular culture is, simply, popular. Communication Perspectives on Popular Culture brings together communication experts with diverse backgrounds, from interpersonal communication, business and organizational communication, mass communication, media studies, narrative, rhetoric, gender studies, autoethnography, popular culture studies, and journalism. The contributors tackle such topics as music, broadcast and Netflix television shows, movies, the Internet, video games, and more, as they connect popular culture to personal concerns as well as larger political and societal issues. The variety of approaches in these chapters are simultaneously situated in the present while building a foundation for the future, as contributors explore new and emerging ways to approach popular culture. From case studies to emerging theories, the contributors examine how popular culture, media, and communication influence our everyday lives.

The purpose of this study was to broaden the knowledge about organizational change towards an agile organization through exploring how the faktors; structure, culture, agility och psychosocial work environment interacts during this process and how the relationship manifests in practice. To achieve the purpose, the fowling questions guided the way: • In what ways can older organizational structures and organizational culture affect agile organizational change? • What effects on the psychosocial workplace environment may an organizational change towards agile organization generate. This qualitative study with deductive approach was based on an organization where the implementation of the agile form was conducted three years ago. The collection of data was based on three semi-structured interviews with representatives from HR, the union and the research team witch also has conducted a study of the organization. Content analysis was use as a method of preparing the data for the analysis, which was done so though a model based on the theoretical  starting points and previous research that have founded this study. The conclusions drawn by this study shows that parts of the organizations older structure an culture still are present inte the new organization and that they inhibited the anchoring of the new approach and way of working . The same situation applies to the opportunity of improved psychosocial work environment where the dominance of the older organizational form resulted in the opportunities remaining just that - in the areas of the organization where it wasn’t impaired.
Syftet med denna studie är att bredda kunskapen om den agila organisationsförändringen genom att undersöka hur faktorerna; struktur, kultur, agilitet och organisatorisk och social arbetsmiljö interagerar med varandra under processen och hur detta kan te sig i praktiken. För att uppnå syftet användes följande frågeställningar: • På vilka sätt kan äldre organisationsstruktur och organisationskultur påverka en agil organisationsförändring? • Vilka organisatoriska och sociala arbetsmiljökonsekvenser kan en agil  organisationsförändring få? Denna kvalitativa och deduktiva studie utgick ifrån en organisation där tidpunkten för implementeringen av det agila låg tre år tillbaka i tiden. Genom tre semistrukturerade intervjuer med representanter från HR, fack och det följeforskningsteam som också studerat organisationen, samlades det empiriska materialet in. Innehållsanalys användes som metod för bearbetning av materialet inför analysen, vilken gjordes utifrån en analysmodell baserad på de teoretiska utgångspunkter och den tidigare forskning som lagt grunden för arbetet. De slutsatser som kan dras av denna studie visar att delar av organisationens äldre struktur och kultur fortfarande lever kvar i den nya organisationsformen och att dessa hämmat hur väl de nya arbets- och förhållningssätten har förankrats. Detsamma gäller möjligheten till förbättrad organisatorisk och social arbetsmiljö då den äldre organisationsformens dominans gjort att möjligheterna förblev just bara möjligheter - i de delar där denna inte blev direkt negativt påverkad.

The focus of this study was the organizational working environment and existing partisanship evident in the United States Congress. There has been a reduction in the number of laws passed over the last 30 years from a high of over 1,000 to a low of around 120, with a period of complete government shutdown in 2013. This qualitative research utilized qualitative content analysis to discover the nature of partisan conflict as demonstrated by 6 members of Congress. The conceptual framework for this study was moral foundations theory. Different moral principles held by Democrats and Republicans were studied as a possible explanation for the inability of one end of the political spectrum to identify with, work with, and comprehend the belief systems of the other. Archival video data for each participant was viewed on C-Span and related transcripts were analyzed using qualitative content analysis. Emerging themes were then inductively coded in order to understand the nature of the partisan conflict in Congress. Results demonstrate that Republicans and Democrats rely on different sets of moral foundations and that there is limited crossover between those who occupy the extreme ends of the ideological continuum. This lack of crossover essentially leads members with differing ideology and moral foundations to not comprehend the moral message of their opponents. With this knowledge, political strategists can help to develop communication and political approaches that take into consideration the moral foundations of ideological opponents. Social change implications include improved understanding of the ideological stance of members of the opposing party and improved working relationships in Congress, resulting in an organizational working environment that is less conflicted.

Organizational culture defines how employees should behave in a given set of circumstances. The purpose of this study involved analyzing the organizational culture of an Icelandic software consultancy company in relation to employees´ work-life balance as an aspect of health, and explaining the process for creating and sustaining a supportive work-life culture. Achieving this purpose required answers to several research questions, What are the components of the existing organizational culture? What is the managers´ role in creating and sustaining this organizational culture? What are the challenges in sustaining this organizational culture? This case study used both quantitative and qualitative methods, and four data sources for triangulation purposes. The methodological approaches included a questionnaire-based survey, completed by 72 employees (90%); semi-structured interviews with eight employees; observations conducted during two separate weeks; and document analysis of various documents dating back a maximum of two years. The results suggest that the case organization´s culture was work-life supportive, i.e., the organization supported and valued employees´ integration of work and private life. The components of the existing organizational culture were defined as: fun, ambition, flexibility, international character, openness, cooperation, informality, flat organizational structure, responsibility, trust, understanding, support, and pride. The managers´ role in creating and sustaining this culture involved availability, supportiveness, understanding, trusting, and giving feedback. Among the main challenges in sustaining the culture was the growth of the organization, which could affect considerably the informal culture. Description of the components of the case organization’s existing culture includes description of the culture’s enablers, according to the purpose of explaining how a supportive work-life culture can be created and sustained.

ISBN 978-91-85721-57-3

In this work, I present a conceptual framework for understanding how international non-governmental organizations (INGOs) become powerful international organizations (IOs), and how their pursuit of legitimacy leads to the formation of specific kinds of organizational cultural proclivities and dysfunctional tendencies that shape how these groups behave as international actors. Despite their increasing prominence in international affairs, INGOs remain largely understudied by International Relations (IR) scholars; my work provides a theoretically driven and empirically supported analysis of the power and performance of these actors, thus filling the existing gap in the IR literature. Relying on the basic tenets of sociological institutionalism, I argue that there is an indissoluble relationship between the ways in which an INGO becomes powerful and its ultimate performance outcomes.

Company mergers and acquisitions often create tremendous conflict for employees because they force them into a spiral of organizational change. In this environment, employees are challenged with redefining themselves within a new organization. The purpose of this phenomenological study was to discover and explain the particular conflict experiences of professional employees who experienced the merger and acquisition of their company. A phenomenological research study was conducted to discover and describe the shared conflict experiences of professional employees during the merger and acquisition of their consulting firm. Semi-structured in-depth interviews were conducted with 17 self-identified professional employees. It was found through an extensive phenomenological data analysis that: (a) the merger and acquisition experience is believed to have strengthened and improved the participants' skills for their professional advancement. With M&A, (b) the major conflict experienced by participants was the feeling of indifference and apprehension by the employees being merged with or acquired by another company as trust and credibility needed to be regained. Lastly, (c) the participants' sense of identity (confidence and professional identity) is still present as they are willing to accept the new factors and aspects of changes and developments that come with the merger and acquisition. The study contributes to the field of conflict analysis and resolution by providing new understandings and perspectives on how mergers and acquisitions are experienced and how they impact employees' conflict experiences and sense of identity.

Abstarct Vi har valt att undersöka hur officerare inom försvaret ser på och upplever den organisationsförändring som verksamheten nu genomgår. I vår studie avser vi att undersöka våra berörda respondenters syn på förändringen i sig, samt hur de uppfattar eventuella förändringar, särskilt rörande deras yrkesidentitet. Vi har valt att göra undersökningen med hjälp av kvalitativa intervjuer med personer som arbetar som officerare inom Försvarsmakten, dessa som nu ställts inför kravet att skriva på kontrakt om obligatorisk utlandstjänst alternativt bli avskedade. Denna förändring, som innebär att försvaret byter huvuduppgift, medför en stor omställning för de flesta anställda. Vårt resultat visar oss att de individuella upplevelserna samt förmågan att hantera och anpassa sig till denna förändring är kopplat till flera saker, så som inställning till personens uppgift och ålder samt, beroende på hur familjesituationen ser ut, den sociala omgivningen. Detta innefattar såväl det stöd personen har i sin närhet, som stöd från samhället och myndigheter.
We have chosen to examine how officers experience the change within the department that comes with the concept. In our study we attend to look at how the officers we have met think about the change within the organization, the meaning of this and definitions like work-identity. We have chosen to do the survey by using qualitative interviews with people who work as officers, who has been put in front of an demand to go out on international service rather than service their own country which has been the primary subject until now. These officers have to sign a contract about international service or else they will get fired. This change within the organization brings quite a big changeover for the employees at the department. Our results have shown us that the individual experiences and the ability to manage the organization change have to do with the attitude towards the changes, age differences and also social environment depending on the family situation. This includes both the support from the closest surroundings, as well as the society’s authorities whose power is affecting the individuals.

This study describes cultural values and communication styles that are attributable to Kenyans and U.S. Americans. It examines how Kenyans and U.S. Americans experience these different cultural values and communication styles and how they contribute to intercultural misunderstanding and conflict while working together in an office setting. Ten Kenyans and ten U.S. Americans who work or worked together in Nairobi, Kenya were interviewed and surveyed. The goal of the study was to explore and identify the experiences of the participants relative to the following values: individualism and collectivism; power distance; time orientation; high and low context; and universalism and particularism. The methodology used for this study included phone interviews and an extensive survey, which provided anecdotal evidence on how individuals experience and interpret the differences in these values. The interpretation of the data offers insights into significant intercultural differences between these two groups. The need for effective intercultural communication is an everyday reality in Nairobi, whether at the office, in the market, or on the street. Recommendations are offered for both Kenyans and U.S. Americans to work through and manage the differences to enhance productivity and satisfaction in the workplace. Ultimately the findings from this study will facilitate a rich discussion for human resources and training departments of similar organizations whether in Kenya or elsewhere.

The object of this study was to assess the influence of native language, as a principal cultural characteristic, one users’ behavior when using a web-based e-commerce application. The study expands on previous research by comparing English and Russian users. The research also considered demographic data to assess additional factors that influence behavior and task performance. The research design encompassed an online shopping application with two different navigation menus. One menu was based on the action-object model and the other was based on the object-action model. The user interface was created in two different languages (Russian and English). This study suggests that language, as a cultural indicator, has a direct relationship to user satisfaction and performance in e-commerce web applications.

Antecedents:Malgrat la importància oferta en la literatura, el concepte de congruència de valors és encara poc conegut. La literatura és ambigua i el tema és encara poc conegut. La congruència de valors es tracta a les àrees de gestió i psicologia relacionant-la amb diverses actituds cap al treball o cap als resultats empresarials. No obstant això, el procés que afecta a aquests resultats segueix sent molt polèmic. És a dir, no sabem exactament per què la congruència de valors produeix efectes en els resultats empresarials. Pregunta de recerca:Aquesta tesi intenta explicar l'efecte de la congruència de valors. És a dir, quin és la correlació o relació semicausal entre la congruència o incongruència de valors i determinades actituds laborals tals com la satisfacció laboral, compromís organitzacional, d'una banda, i de salut, tals com l'estrès laboral o la salut física, per l'altre. Enfocament teòric:Reconeixent el fet que les explicacions actuals sobre els efectes de la congruència dels valors són especulatives, fragmentades i de caràcter social, en aquesta tesi s'utilitza la teoria basada en l’autoconcepte com a teoria subjacent per comprovar empíricament el mecanisme de mediació de les variables de autoconcepte en la relació entre la congruència de valors i els resultats empresarials. S'afirma que aquest mecanisme individual és similar a l'efecte de mediació dels mecanismes socials tals com la confiança. Disseny:En aquesta tesi s'utilitza l'enfocament de tres papers relacionats. En el primer d'ells es fa una revisió de la literatura existent sobre congruència de valors i contextualitza la investigació des d'un marc global. El segon paper utilitza la teoria de l’autoconcepte per explicar els efectes de la congruència de valors en els resultats laborals relacionats amb l'actitud, tals com a salut mental (burnout) i una sèrie de resultats relacionats organitzativament com la propensió d'accidents i de les intencions de rotar. Les dades van ser recollides entre les infermeres que treballen en un gran hospital universitari a Catalunya. El tercer paper utilitza algunes de les variables derivades de la teoria de l'autoconcepte per provar empíricament la importància relativa i la configuració de mecanismes individuals i mecanismes socials com a mediadors entre la congruència de valors i una sèrie de resultats específics individuals, com la satisfacció en el treball, el compromís amb l'organització i l'esgotament. Aquest tercer estudi es va dur a terme en un hospital del nord-est de Xina. Resultats: El primer paper estableix les bases per a futurs estudis especificant les necessitats i les limitacions de treballs previs. En els dos estudis empírics, s'ha trobat que la teoria de l’autoconcepte es pot aplicar en el context de la comprensió del procés d'efectes de la congruència dels valors. En el segon paper, s'ha observat que, per a diferents tipus de valors, l'esgotament intervé de forma diferent entre els efectes de la incongruència de valors en els resultats. Quant al tercer paper, s'ha trobat que, per a diferents resultats, les variables de l’autoconcepte intervenen entre els efectes de la congruència dels valors de forma diferent, però s'ha constatat que la confiança en l'organització és un mediador social consistent. Això últim reforça el recent interès a utilitzar en major mesurada la construcció de la confiança en les investigacions sobre organitzacions. Això va resultar ser vàlid en el context xinès. Conclusions: Aquesta tesi sosté que l'estudi sobre la congruència de valors és molt important tant per als individus com per a les organitzacions. A pesar que els seus efectes directes o de mediació, això també afecta a resultats relacionats amb la salut de l'individu (és a dir, esgotament o la salut física), així com a resultats relacionats amb la salut de l'organització (el compromís, la propensió d'accidents,, la previsió de volum de negoci, i similars).
Antecedentes: A pesar de la importancia ofrecida en la literatura, el concepto de congruencia de valores es aún poco conocido. La literatura es ambigua y el tema es aún poco conocido. La congruencia de valores se trata en las áreas de gestión y psicología relacionándola con diversas actitudes hacia el trabajo o hacia los resultados empresariales. No obstante, el proceso que afecta a estos resultados sigue siendo muy polémico. Es decir, no sabemos exactamente por qué la congruencia de valores produce efectos en los resultados empresariales. Pregunta de investigación: Esta tesis intenta explicar el efecto de la congruencia de valores. Es decir, cuál es la correlación o relación semicausal entre la congruencia o incongruencia de valores y determinadas actitudes laborales tales como la satisfacción laboral, compromiso organizacional, por un lado, y de salud, tales como el estrés laboral o la salud física, por el otro. Enfoque teórico: Reconociendo el hecho de que las explicaciones actuales sobre los efectos de la congruencia de los valores son especulativas, fragmentadas y de carácter social, en esta tesis se utiliza la teoría basada en el autoconcepto como teoría subyacente para comprobar empíricamente el mecanismo de mediación de las variables de autoconcepto en la relación entre la congruencia de valores y los resultados empresariales. Se afirma que este mecanismo individual es similar a los efectos de mediación de los mecanismos sociales tales como la confianza. Diseño: En esta tesis se utiliza el enfoque de tres papers relacionados. En el primero de ellos se hace una revisión de la literatura existente sobre congruencia de valores y contextualiza la investigación desde un marco global. El segundo paper utiliza la teoría del autoconcepto para explicar los efectos de la congruencia de valores en los resultados laborales relacionados con la actitud, tales como salud mental (burnout) y una serie de resultados relacionados organizativamente como la propensión de accidentes y de las intenciones de rotar. Los datos fueron recogidos entre las enfermeras que trabajan en un gran hospital universitario en Cataluña. El tercer paper utiliza algunas de las variables derivadas de la teoría del auto-concepto para probar empíricamente la importancia relativa y la configuración de mecanismos individuales y mecanismos sociales como mediadores entre la congruencia de valores y una serie de resultados específicos individuales, como la satisfacción en el trabajo, el compromiso con la organización y el agotamiento. Este tercer estudio se llevó a cabo en un hospital del noreste de China. Resultados: El primer paper establece las bases para futuros estudios especificando las necesidades y las limitaciones de trabajos previos. En los dos estudios empíricos, se ha encontrado que la teoría del autoconcepto se puede aplicar en el contexto de la comprensión del proceso de efectos de la congruencia de los valores. En el segundo paper, se ha observado que, para diferentes tipos de valores, el agotamiento media de forma distinta entre los efectos de la incongruencia de valores en los resultados. En cuanto al tercer paper, se ha hallado que, para diferentes resultados, las variables del autoconcepto median entre los efectos de la congruencia de los valores de forma distinta, pero se ha constatado que la confianza en la organización es un mediador social consistente. Esto último refuerza el reciente interés en utilizar en mayor medida la construcción de la confianza en las investigaciones sobre organizaciones. Ello resultó ser válido en el contexto chino. Conclusión: Esta tesis sostiene que el estudio sobre la congruencia de valores es muy importante tanto para los individuos como para las organizaciones. A pesar de que sus efectos directos o de mediación, ello también afecta a resultados relacionados con la salud del individuo (es decir, agotamiento o la salud física), así como a resultados relacionados con la salud de la organización (el compromiso, la propensión de accidentes,, la previsión de volumen de negocio, y similares).
Background: Albeit the critical importance accorded in the literature to the concept of value congruence it is still poorly understood. The literature dealing with it is ambiguous and inconsistent. Value incongruence in the management and psychological disciplines, has been related to various job attitudes and other work related outcomes, but the process of which it affects the latter remains controversial. That is, we do not know exactly why value congruence (or value incongruence) is supposed to have these effects on the outcomes studied. Research question:This thesis is an attempt to understand the process of value congruence’s effect. That is to say: what are the correlational or semi causal relationships between value congruence and value incongruence on selected attitudinal outcomes such as job satisfaction, organizational commitment on one hand, and health outcomes, such as job burnout or physical health , on the other hand?. Theoretical approach:The underlying theory of “self-concept” has been used in its application to the construct of value congruence. More specifically, the mediating mechanism of self-concept variables on the relationship between value congruence and outcomes was empirically tested. Furthermore, the relative importance and the particular configuration of individualmechanism vssocial mechanism functioning simultaneously as mediatorshave been tested. . Design:This thesis uses three connected papers. The first paper is a comprehensive review of the literature on value congruence. Itintegrates value congruence research into a coherent framework.A clear agenda for research results from the conclusions reached in this first paper. The second paper inspired by the “self-concept theory”,tests the relationships between value congruence on specific outcomes such as mental health (burnout), physical health, and a host of organizationally related outcomes such as accident propensity and turnover intentions. Data was collected amongst nurses working in a large university hospital in Catalonia. The third paper also uses some variables derived from the self-concept theory to empirically test the relative importance and the particular configuration of individualmechanism and social mechanism functioning simultaneously as mediatorsbetween value congruence and a host of specific individual outcomes such as job satisfaction, organizational commitment and Burnout. This third study was carried out in a county hospital in northeast China. Method: The first paper is qualitative in nature. It synthesizes and classifies related definitions, models and measurement based on the literature. The second and the third papers are empirical studies based on cross-sectional pre validated surveys conducted in Spain and China in the health care settings. Univariate, bivariate and multivariate analyses were employed throughout different phases of the studies. Multiple regressiontechnique was employed to test the mediation effect. Results:The first study sets up the agenda for future research in specifying needs and limitations of previous research. In the two empirical papers, it has been found that self-concept theory can serve for understanding the effects of value congruence. More specifically the second paper shows that for different types of value incongruence, burnout mediatesin a differential manner the effects on the outcomes studied. Third paper, found that, for different outcomes, self-concept variables mediates the effects of value congruence differentially, but trust in the organization, a specific variable that was added in this study, was a consistent social mediator. The latter reinforces recent call to further use the construct of trust in organizational research. This was found to be valid in the Chinese context. Conclusion: The thesis argues that studying value congruence can be very important to both individuals and organizations. Regardless of its direct or mediating effects, it impacts outcomes connected with individual health (i.e. Burnout or physical health) and also outcomes connected with organizational health (commitment, accident propensity, turnover intention, and alike). The thesis also shows how important it is to identify various linkages and configurations between value congruence and outcomes while borrowing from the self-concept theory.

As a result of globalization, multinational teams are being more frequently used in today´s businesses. This specific type of team can be described as heterogeneous when it comes to nationality and linguistics. The aim of this study was to explore the concept of multinational teams. This was made using culture as a main concept, and nationality, linguistics, and organizational culture in order to describe it. We intended to say something about how this type of team´s efficiency; when it comes to satisfaction and performance; was affected by national and linguistic heterogeneity within the team. While analyzing differences between the teams’ efficiency when it comes to satisfaction and performance, we also intended to say something about how organizational culture can affect this. This study was made by using a qualitative approach, with focus on a deductive way of doing it. Four different case studies were conducted in order to support this study. A total of seven different respondents where used in this study and their narratives are together with the theoretical framework the basis for this study´s analysis and conclusions. This study reveals that perceived efficiency when it comes to satisfaction and performance can be affected by national and linguistic heterogeneity among team members in multinational teams. It also suggests that organizational culture can be used in order to overshadow these differences among team members, and that this in turn affects the perceived efficiency. A straightforward answer regarding nationality, linguistic, and organizational culture´s influence on multinational team´s efficiency, was never given from the case studies. Instead, this seemed to vary from case to case. Two extremes were yet to be found. When nationality and linguistic heterogeneity were easy to observe, low efficiency was perceived in the multinational team. In contrast, when organizational culture was easy to observe, high efficiency was perceived within the multinational team. This suggests that organizational culture can override national and linguistic heterogeneity when it comes to creating high performance and satisfaction among members of multinational teams.

Trust is in decline within organizations resulting from poor management and ethical indifference. Failing to address trust perceptions has led to stress between management and employees. Researchers have studied organizational trust as a constant quality within groups but have neglected the uniquely individual constructs of trust that inhibit trust-building efforts. The purpose of this quantitative study was to evaluate how personal constructs of trust may affect outcomes at the organizational level among workers and managers in hierarchal structured organizations. The topics of the research questions addressed the extent which cultural values and the relative trust situation affected individuals' perceptions of the state of trust in organizations. The recruitment strategy included 92 managers and workers over the age of 18 from the Survey Monkey Audience participation pool. The theoretical framework was Glidden's structuration and Bandera's social cognitive theories. The data analysis strategy involved implementing Pedhazur and Schmelkin's procedures for multiple regressions along with effect coding. The study included a survey instrument composed of Hofstede's Values Survey Module 2013 and Chathoth's Trust and Employee Satisfaction Survey. The results indicated an association between social-cultural values and trust. The results from Chathoth's Trust and Employee Satisfaction Survey indicated that the variables of integrity, commitment, and dependability all had a significant statistical association with the demographic role in the organization and with Hofstede's quality of individualism. To enact positive social change, organizational leaders would benefit from evaluating the managerial and worker relationships indicated in the study and incorporate them into trust-building programs.

Thesis (MBA)--Stellenbosch University, 2014.
Human resource management is a widely researched field. However, the research done in terms of small to medium-sized enterprises, is extremely limited, especially in South Africa. The aim of this research was to investigate human resource management practices in one such a company, and to develop a feasible action plan to improve on these practices. The chosen company, Task Applied Science (Pty) Ltd, is a medical research company based in Cape Town, South Africa. The data for the study was obtained through a literature review and interviews. The data from the literature review identified best practices and frameworks. This was combined with interviewing company employees as well as HRM practitioners in the medical field to not only identify problems, but to also suggest possible solutions. These solutions were compiled in a comprehensive action plan. As such, the results offer a workable solution for Task Applied Science, and can serve as example for all small to medium-sized enterprises. The literature review further showed that smaller companies tend to ignore the importance of human resource management due to the time and costs involved and the fact that they are focussed on the external environment rather than the internal. This cannot simply be remedied by implementing practices developed in large companies. Best practices need to be customised to fit the needs of the specific company. The findings showed that only certain human resource management practices were implemented in reaction to crises, or as needs arose. This, combined with the rapid growth and lack of structure, caused a breakdown in communication, transparency, and trust. Staff loyalty decreased because they felt that they were left in the dark. Both the company strategy and values became vague, and thus staff could not be aligned to it. Noteworthy was that the increase in policies and documentation did not cause employees to feel restricted, but rather that it created a feeling of security. The study made it abundantly clear that the human resources department needs to be treated as a strategic partner in the planning and execution of the company strategy; especially in terms of efficient change management. Their role is to communicate the strategic direction, while at the same time acting as an activist for the staff, voicing their needs and capabilities. The proposed action plan focused mainly on the company culture and the alignment of staff with the company’s business strategy. This was done by addressing issues such as company culture, communication, company values, and staff development. The plan offers practical solutions within each of these categories. Furthermore, it suggests solutions in terms of efficient staff recruitment and knowledge management. By implementing this plan the company will be able to increase the synergy between the business units within the company, eradicating silos, and establishing the staff as a competitive advantage. In addition to this, it will establish the human resources department as a credible partner for the staff in developing both their personal and professional lives.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
Considering that information permeates all processes means of the various subsystems of an organization it is possible to direct studies to the organizational context, regarding to understand and identify the practices in which individuals deal to information. It is relevant to study how individuals develop behavioral patterns and oriented attitudes toward information, which implies in doing an analysis from a cultural focus. This research discusses the style of information processes produced in a public university, and it has as general goal to analyze the style of information generated in the organizational environment of the Human Resources Department, in Federal University of Campina Grande (DHR UFCG), intending to define the formation of an informational culture. The methodological procedures were defined in quantitative and qualitative approaches, such as exploratory and descriptive research, characterized as a field study. The research universe comprehended a total of 39 members of the referred department. As instruments of data collection were used mixed questionnaire, semistructured interviews and a field diary to record observations. In the organization and analysis of quantitative data, it was adopted simple statistical techniques for tabulation of the percentage achieved with established averages to define the trends.The technique of content analysis was adopted for qualitative analysis in order to achieve the complexity of the object. Both techniques were associated with the triangulation strategy of data, systematized in tables and charts. The results indicate that in a greater and/or lesser degree, the styles of information are generated in the informational process of DRH UFCG. The nature of the styles revealed in the studied department contributes to the formation of an information culture, motivated by values, practices, attitudes, patterns, symbols, assumptions, rules, behaviors and rituals related to the information usage. Styles trends of information indicated the tendency in the current cultural typology in the researched environment, and highlighted the stage of information culture and its weaknesses, allowing subsequent management investments. In order for informational culture becomes increasingly appropriate and positive it is necessary to establish a better organization and operation of information and thus achieve strategic success in the department.
No entendimento que a informação perpassa por todos os meios processuais dos vários subsistemas de uma organização é possível direcionar estudos ao contexto organizacional, no que diz respeito a compreender e identificar as práticas de como os indivíduos trabalham a informação. Estudar a forma como os indivíduos desenvolvem padrões comportamentais e atitudes orientadas em relação à informação é mais do que relevante, o que implica fazer uma análise sob um enfoque cultural. A presente pesquisa discorre sobre o estilo do processo de informação gerado no ambiente de uma universidade pública, com o objetivo geral de analisar o estilo do processo de informação gerado no ambiente organizacional da Secretaria de Recursos Humanos da Universidade Federal de Campina Grande, com vistas à definição da formação de uma cultura informacional. Os procedimentos metodológicos foram definidos nas abordagens quantitativa e qualitativa, como pesquisa exploratório-descritiva, caracterizada como estudo de campo. O universo pesquisado abrangeu um total de 39 participantes integrantes da Secretaria. Como instrumentos de coleta de dados foram utilizados: questionário misto, entrevista semiestruturada e um diário de campo para registrar as observações. Na organização e análise dos dados quantitativos foram adotadas técnicas de estatísticas simples para tabulação do percentual atingido com atribuições de médias aritméticas para definição das tendências. A técnica de análise de conteúdo foi adotada para a análise qualitativa, de forma a atender a complexidade do tema abordado. As duas técnicas foram associadas com a estratégia de triangulação dos dados sistematizados em tabelas e quadros. Os resultados obtidos indicam que, em maior e/ou menor intensidade, os estilos de informação são gerados no processo informacional da SRH da UFCG. A configuração dos estilos, revelados no setor pesquisado, contribui à formação de uma cultura informacional, motivados por valores, práticas, atitudes, padrões, símbolos, pressupostos, regras, comportamentos e rituais em relação ao uso da informação. As tendências aos estilos de informação proporcionaram a inclinação para a tipologia cultural vigente no ambiente pesquisado ao sinalizar o estágio da cultura informacional e suas fragilidades, permitindo investimentos gerenciais posteriores. Para que a cultura informacional se torne, cada vez mais, adequada e positiva é necessário que se estabeleça uma melhor organização e operacionalização da informação, para assim alcançar êxito estratégico no setor.

Thesis (Ph.D.)--Antioch University, 2008.
Title from PDF t.p. (viewed March 26, 2010). Advisor: Carolyn Kenny, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy 2008."--from the title page. Includes bibliographical references (p. 147-153).

The purpose of this study was to explore the characteristics of school culture that influenced college-going rates for high school graduates in northeast Tennessee. The study involved one-toone interviews with selected high school teachers and principals. Six high schools in northeast Tennessee were used in the study. The significance of this study was to generate a grounded theory that could be used to explain the characteristics of school cultures that were effective in supporting students' college-going rates. This knowledge could be used to inform high school principals, school boards, state legislatures and other government bodies, and colleges and universities. Findings in this study indicated that effective schools needed to establish a school culture that exhibited 5 major characteristics. These major characteristics helped schools improve students' performance, they helped improve students attendance rate and reduced students' drop-out rate, and they improved student college-going rate. The 5 characteristics were: (a) communicating high expectations to all stakeholders, (b) building a strong learning community, (c) promoting positive partnership with parents in the education of their children, (d) establishing partnership with local industries, colleges, and universities, and (e) focusing on students' ownership of their learning, students' performance, and students' continuation to higher education. The conclusion made from this study was that communicating high expectations for stakeholders needed to be combined with support for stakeholders, especially for teachers and students, in order to maximize their potential to achieve high goals. Successful schools also needed to establish knowledge base for a community of learners. The learning community would encompass those areas that made the most impact on students' learning. These were: (1) knowledge supporting growth for the corporate faculty, (2) knowledge supporting growth and orientation of new teachers, and (3) knowledge supporting positive partnership with parents in the education of their children. Parental involvement in the education of their children played a major role in improving students' attendance rate; reducing the drop-out rate, and supporting students' college-going rates.

Flygverksamhet är till sin karaktär krävande, komplex och förenad med stora risker. I och med detta följer ett stort ansvarstagande. Syftet med denna uppsats är att skapa en djupare förståelse för ansvars- och säkerhetskulturen i Flygvapnet. Delfrågor som författaren ställer för att besvara problemformuleringen är: Hur ser ansvars- och säkerhetskulturen ut i Flygvapnet? Hur manifesteras den skriftligt i regler och policys? Hur upprätthålls och reproduceras den av medlemmarna? Det teoretiska ansatsen i uppsatsen utgörs av institutionell teori och ett sociokulturellt perspektiv. Den empiriska delen består av intervjuer, den flygoperationella manualen samt utbildningsreglemente grundläggande flygutbildning. För att besvara frågeställningarna används en kvalitativ metod och den empiriska delen analyseras med hjälp av det teoretiska perspektivet. Studien visar att ansvars- och säkerhetskulturen i Flygvapnet är väl rotad. Ansvarskulturen bygger på ett väl utvecklat formellt regelverk, starka traditioner formade under en lång tid och inflytelserik utbildning och pedagogik. En viktig del av ansvarskulturen utgörs av hur man tar hand om erfarenheter genom ett system för driftstörningsanmälningarna, vilket bygger på öppenhet varför sanktioner inte förekommer. Utmärkande för medlemmarna är: en god självkänsla, hög motivation, seriositet och en väl utvecklad etik.

Flight operations are by nature challenging, complex and full of risks. With this comes large responsibility. The purpose of this study is to create a deeper understanding of responsibility and safety culture of the Swedish Air Force. For the issue to be analysed the author sets the following questions: What is the responsibility and safety culture like in the Swedish Air Force? What is manifested in the written rules and policies? How is it maintained and reproduced by the members? The theoretical approach in this paper is the institutional theory and a socio-cultural perspective. The empirical part consists of interviews, the air operation manual and the training syllabus for basic flying training. To answer the questions a qualitative method is used and the empirical part is analysed using the theoretical perspective. The study shows that responsibility and safety culture in the Swedish Air Force is well rooted. Responsibility culture is based on well-developed formal regulations, strong traditions formed during long time and influential education and pedagogy. An important part of the responsibility culture is how to take care of experiences through a system of disruption notifications. This is based on transparency which is why sanctions do not appear. The attributes of the members are: self-esteem, high motivation, seriousness and a well-developed ethics.