Relevant bibliographies by topics / Organization recognition

Contents

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

Academic literature on the topic 'Organization recognition'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Organization recognition"

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Peterson, Mary A. "Organization, Segregation and Object Recognition." Intellectica. Revue de l'Association pour la Recherche Cognitive 28, no. 1 (1999): 37–51. http://dx.doi.org/10.3406/intel.1999.1772.

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Travers, Andrew, and Horace Drew. "DNA recognition and nucleosome organization." Biopolymers 44, no. 4 (1997): 423–33. http://dx.doi.org/10.1002/(sici)1097-0282(1997)44:4<423::aid-bip6>3.0.co;2-m.

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Costas, Jana, and Chris Grey. "Violence and Organization Studies." Organization Studies 40, no. 10 (June 12, 2018): 1573–86. http://dx.doi.org/10.1177/0170840618782282.

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In this paper we argue that violence is curiously both absent and present within organization studies. By violence we mean actual or potential physical harm and, building on an insight from Norbert Elias, we suggest that such violence is both ‘totally familiar yet hardly perceived’ in organizations. We examine how in two major traditions of organization studies, one deriving from Weber and the other from Foucault, violence figures as, respectively, an ‘absent-presence’ and a ‘present-absence’. We then propose that a sensibility towards violence enables the recognition of ‘the blood and bruises’ of organizational life: something present close to home as well as faraway; here and now rather than long ago; and featuring in ‘normal’ organizations as well as in abnormal or exceptional circumstances.
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Thanem, Torkild, and Louise Wallenberg. "What can bodies do? Reading Spinoza for an affective ethics of organizational life." Organization 22, no. 2 (December 4, 2014): 235–50. http://dx.doi.org/10.1177/1350508414558725.

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Recent attempts to develop an embodied understanding of ethics in organizations have tended to mobilize a Levinasian and ‘im/possible’ ethics of recognition, which separates ethics and embodiment from politics and organization. We argue that this separation is unrealistic, unsustainable, and an unhelpful starting point for an embodied ethics of organizations. Instead of rescuing and modifying the ethics of recognition, we propose an embodied ethics of organizational life through Spinoza’s affective ethics. Neither a moral rule system nor an infinite duty to recognize the other, Spinoza offers a theory of the good, powerful and joyful life by asking what bodies can do. Rather than an unrestrained, irresponsible and individualistic quest for power and freedom, this suggests that we enhance our capacities to affect and be affected by relating to a variety of different bodies. We first scrutinize recent attempts to develop an ethics of recognition and embodiment in organization studies. We then explore key concepts and central arguments of Spinozian ethics. Finally, we discuss what a Spinozian ethics means for the theory and practice of embodied ethics in organizational life.
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Nisa', Nurul Hidayatin, Masreviastuti Masreviastuti, and Ayu Febriyanti Puspitasari. "ANALISIS FAKTOR MOTIVASI TERHADAP EFEKTIVITAS ORGANISASI PADA KARYAWAN MEDICAL REPRESENTATIF AREA MALANG." Jurnal Riset Entrepreneurship 4, no. 2 (August 22, 2021): 37. http://dx.doi.org/10.30587/jre.v4i2.2997.

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Organizational effectiveness is an issue that is being considered by many organizations, organizational effectiveness can be a reference for whether the organization has succeeded in achieving its planned goals or objectives. Several factors affect the effectiveness of the organization, one of which is the motivational factors of the members of the organization. According to research from K.P. Singh (2017) the dominant motivational factors for organizational effectiveness are: recognition and empowerment. This study was conducted on medical representative employees who are the spearhead of pharmaceutical companies. It is known that medical representatives have a significant role in the company, so the company is expected to pay attention to the factors that affect employee motivation so that employee effectiveness is formed. This study includes a quantitative method of explanatory research using a questionnaire questionnaire to medical representative employees. The data analysis technique used is multiple linear regression analysis. The results of this study indicate that the motivational factors, namely recognition and empowerment, have a dominant influence on organizational effectiveness and partially or jointly have a significant effect on organizational effectiveness.
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Ali, Shoaib, Farooq Azam, Hafiz Muhammad Naveed, Muneeba Qayyum, and Naveed Ahmed. "Impact of Bricolage on Organizational Innovation Through Recognition of Opportunities." Business Management and Strategy 11, no. 2 (September 25, 2020): 55. http://dx.doi.org/10.5296/bms.v11i2.17739.

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Although several studies have presented bricolage as a method in the context of new projects to address resource limitations, none have specifically explored the effects of bricolage to find potential on organizational innovation prospects within the context of recognition of opportunity. The purpose of this research is to identify how the bricolage effect on organization innovation through the recognition of opportunities. The prior study was adopted a causal and comparative design of a quantitative approach while a cross-sectional survey technique is determined to gather data by questionnaire. A simple random sampling technique is adopted to select 242 employees of various Chinese organizations who are working in Pakistan. Descriptive statistics, Pearson correlation, ANOVA, and simple linear regression is regressed to analyze the data through inferential statistical techniques. The results of the study showed there is no substantial change of bricolage on organizational innovation by recognition of opportunities based on the number of staff, year of initiation, and position of the employee. However, it is suggested that organizations should hold training and conferences to raise awareness among workers about the recognition of opportunities and their benefits. This study could be useful to decision-makers, Chinese, and resident investors who plan to invest in Pakistan. Investors can take benefit from understanding the local economy and organization innovation by recognition of opportunities.
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Aleksander, I. "Cybernetics systems: Recognition, learning, self-organization." Signal Processing 11, no. 4 (December 1986): 411–12. http://dx.doi.org/10.1016/0165-1684(86)90082-4.

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Arthurs, Kathy, Charyl Bell-Gordon, Becky Chalupa, Alexis L. Rose, Denise Martinez, Jon Ann Watson, and David P. Bernard. "A culture of nursing excellence: A community hospital’s journey from Pathway to Excellence® to Magnet® recognition." Journal of Nursing Education and Practice 8, no. 5 (December 18, 2017): 26. http://dx.doi.org/10.5430/jnep.v8n5p26.

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Creating a culture of nursing excellence requires strategic planning, transformational leadership, and effective change management. The American Nurses Credentialing Center (ANCC) provides 2 programs that recognize nursing practice. The Pathway to Excellence Program® recognizes health care organizations that provide nurses with positive and safe practice environments. The ANCC Magnet Recognition Program®, the highest level of recognition for nursing, recognizes health care organizations that demonstrate excellence in nursing and quality patient outcomes. Both of these programs promulgate the valuable contributions of nurses to influence the practice environment and ultimately enhance patient outcomes. ANCC recognition, as either a Pathway to Excellence® or a Magnet® recognized facility, is a significant achievement for both the nursing enterprise and the organization. The transition from achieving Pathway to Excellence® recognition to Magnet® recognition requires organizational change management through transformational leadership and employee engagement at multiple levels. This article addresses one community hospital’s strategy to advance a culture of nursing excellence through integration of the Pathway to Excellence® 12 Practice Standards and enculturation of the Magnet® Model to achieve Magnet® recognition. The ADKAR® Model of change management was applied throughout this journey in a systematic approach that created awareness, desire, knowledge, ability, and reinforcement. Key strategies were implemented to engage employees and resources were provided to advance the culture of nursing excellence within the health care organization.
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Asan, Sucipto, Andry Panjaitan, Selvi Esther Suwu, and Ferry Vincenttius Ferdinand. "EMPLOYEE ENGAGEMENT AND ORGANIZATION SUPPORT STRATEGIES: THE MEDIATING ROLE OF PERCEIVED ORGANIZATION SUPPORT FOR HOLISTIC EMPLOYEE SUBJECTIVE WELL-BEING." Jurnal Aplikasi Manajemen 18, no. 4 (December 1, 2020): 754–66. http://dx.doi.org/10.21776/ub.jam.2020.018.04.14.

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Keeping employees engaged is strategically important. This paper analyzes the drivers of employee engagement from the point of view of organizational support for employee well-being. The article contains an analysis of data of 509 respondents from a faithbased higher education in Indonesia, conducted through PLS structural equation modeling analysis. The result indicates that the organization support in terms of organization internal communication, performance-based reward and recognition, and perceived organization support on holistic employee subjective well-being has a direct positive influence on employee engagement. The perceived organization support on holistic employee subjective well-being played a mediating role between employee engagement and teamwork dynamic, supervisor support, and work environment. The findings imply theory and practice especially in enhancing employee engagement experience through organizational support. For future research, we suggest including more various organizations and industries to better understand the variable interdependencies in various contexts.
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Matosas-López, Luis, and Alberto Romero-Ania. "The Efficiency of Social Network Services Management in Organizations. An In-Depth Analysis Applying Machine Learning Algorithms and Multiple Linear Regressions." Applied Sciences 10, no. 15 (July 27, 2020): 5167. http://dx.doi.org/10.3390/app10155167.

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The objective of this work is to detect the variables that allow organizations to manage their social network services efficiently. The study, applying machine learning algorithms and multiple linear regressions, reveals which aspects of published content increase the recognition of publications through retweets and favorites. The authors examine (I) the characteristics of the content (publication volumes, publication components, and publication moments) and (II) the message of the content (publication topics). The research considers 21,771 publications and thirty-nine variables. The results show that the recognition obtained through retweets and favorites is conditioned both by the characteristics of the content and by the message of the content. The recognition through retweets improves when the organization uses links, hashtags, and topics related to gender equality, whereas the recognition through favorites increases when the organization uses original tweets, publications between 8:00 and 10:00 a.m. and, again, gender equality related topics. The findings of this research provide new knowledge about trends and patterns of use in social media, providing academics and professionals with the necessary guidelines to efficiently manage these technologies in the organizational field.
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Dissertations / Theses on the topic "Organization recognition"

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Wilson, Susan E. "Perceptual organization and symmetry in visual object recognition." Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/29802.

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A system has been implemented which is able to detect symmetrical groupings in edge images. The initial stages of the algorithm consist of edge detection, curve smoothing, and the extension of the perceptual grouping phase of the SCERPO [Low87] vision system to enable detection of instances of endpoint proximity and curvilinearity among curved segments. The symmetry detection stage begins by first locating points along object boundaries which are significant in terms of curvature. These key points are then tested against each other in order to detect locally symmetric pairs. An iterative grouping procedure is then applied which matches these pairs together using a more global definition of symmetry. The end result of this process is a set of pairs of key points along the boundary of an object which are bilaterally symmetric, along with the axis of symmetry for the object or sub-object. This paper describes the implementation of this system and presents several examples of the results obtained using real images. The output of the system is intended for use as indexing features in a model-based object recognition system, such as SCERPO, which requires as input a set of spatial correspondences between image features and model features.
Science, Faculty of
Computer Science, Department of
Graduate
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Kawashima, Ayato. "Molecular Recognition and Self-Organization of Functionalized Porphyrin via Multi-Point Interactions." Kyoto University, 1997. http://hdl.handle.net/2433/77841.

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Juha, Mikael Lintuluoto. "Self-organization and Dynamic Molecular Recognition of Nucleoside Derivatives through Hydrogen Bonding." Kyoto University, 1997. http://hdl.handle.net/2433/202325.

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Hu, Guoning. "Monaural speech organization and segregation." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1143212799.

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Shao, Yang. "Sequential organization in computational auditory scene analysis." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1190127412.

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MacDonald, Ian. "Identity development of people with learning difficulties through the recognition of work." Thesis, Brunel University, 1990. http://bura.brunel.ac.uk/handle/2438/1366.

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This thesis examines the development of identity of people with learning difficulties. It concentrates on an aspect which has hitherto not received significant attention, that is the importance of recognition of work in the developmental process. In order to do this the thesis defines work in a particular way, based on the work of E Jaques. It defines work in terms of the decision making process which leads to an external transformation of the world. It is the recognition of this transformation by another person which affirms the actor and enhances a sense of self. For this recognition to be effective, i.e. help in the development of identity, the thesis argues that it is critical to understand the way in which a person constructs their world and links intention with action. A general model is offered to describe this process whereby the person moves from a subjective construction of the world (a world of subjective discontinuity) to one which can be understood by others (interactive discontinuity). Although the model can be applied generally the thesis examines problems faced by people with learning difficulties due to their relatively limited intellectual ability, communication skills and not least the particular social context in which many have lived, i.e. institutional care. The thesis begins by examining the problem of the appropriate social role for such people given the current intention to allow each person to develop to their full potential. This involves a discussion of social policy leading to a consideration of institutionalisation and its alternatives. Then the model of identity development is presented in terms both general and specific to people with learning difficulties. In the context of methods of assessment a particular form of assessment, The Chart of Initiative and Independence, is considered in the light of the main thesis of identity development. Its subsequent use is then analysed and compared with other approaches in different settings. The thesis concludes by appreciating the limitations of both the model of identity development and the C.I.I, and considering complementary approaches whilst underlining the significance of recognition of work in any setting.
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Großekathöfer, Ulf [Verfasser]. "Ordered Means Models for recognition, reproduction, and organization of interaction time series / Ulf Großekathöfer." Bielefeld : Universitätsbibliothek Bielefeld, 2013. http://d-nb.info/1051076978/34.

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Michler, Frank [Verfasser], and Thomas [Akademischer Betreuer] Wachtler. "Self-Organization of Spiking Neural Networks for Visual Object Recognition / Frank Michler ; Betreuer: Thomas Wachtler." Marburg : Philipps-Universität Marburg, 2020. http://d-nb.info/1204199876/34.

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Gustavsson, Markus, Emil Lindqvist, and Johan Jönsson. "Standardization : Implementation of Process Standardization in a Decentralized organization." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-20722.

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Title: Standardization - Implementation of Process Standardization in aDecentralized OrganisationBackground and problem: Developing mutual operations increase efficiency and facilitate management control, which is important for unit comparison in decentralized organisations. Many organisations worldwide choose to standardize their processes because of these advantages. But standardization is not without problems since it brings negative effects that need to be considered.Purpose: The purpose of this study is to compare the units within the company in order to identify differences and important factors when considering standardization. The study also intends to contribute to the knowledge concerning standardization by identifying essential factors for a successful implementation, based on how the company operates at present. This intends to result in recommendations for the company to use when standardizing their processes regarding POC.Methodology: This study consists of a qualitative case study on a company, which is in the process of implementing standardization. Interviews were performed in three of the company’s Swedish offices.Conclusion: The study shows that standardization will bring several benefits for the company and the recommendations are to proceed with the implementation process. The company must however take action in order to make the implementation possible. By introducing a mutual template for models, document best-in-class procedures and adopt them, set procedures for storing essential documents, and increase the knowledge and understanding for other units’ procedures and needs.
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Donatti, Guillermo Sebastián [Verfasser], Rolf [Gutachter] Würtz, and Boris [Gutachter] Suchan. "Memory organization for invariant object recognition and categorization / Guillermo Sebastián Donatti ; Gutachter: Rolf Würtz, Boris Suchan." Bochum : Ruhr-Universität Bochum, 2016. http://d-nb.info/1114496944/34.

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Books on the topic "Organization recognition"

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Lowe, David G. Perceptual Organization and Visual Recognition. Boston, MA: Springer US, 1985. http://dx.doi.org/10.1007/978-1-4613-2551-2.

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Lowe, David G. Perceptual Organization and Visual Recognition. Boston, MA: Springer US, 1985.

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Perceptual organization and visual recognition. Boston: Kluwer Academic Publishers, 1985.

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Sarkar, Sudeep. Computing perceptual organization in computer vision. Singapore: World Scientific, 1994.

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L, Boyer Kim, ed. Computer perceptual organization in computer vision. Singapore: World Scientific, 1994.

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Humber, Sonya. WorldVentures: Recognition events. Birmingham, Ala: Woman's Missionary Union, 2000.

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Peucelle, Nicolas. Peacekeeper recognition guide. St. Peter Port, Guernsey, Channel Islands: Field Logistics Support, 1998.

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Pitts, Colin. Motivating your organization: Achieving business success through reward and recognition. London: McGraw-Hill Book Co., 1995.

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Rai, Sheela. Recognition and regulation of anti-dumping measures under GATT/WTO. Lucknow: Eastern Book Co., 2004.

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Rai, Sheela. Recognition and regulation of safeguard measures under GATT/WTO. Abingdon, Oxon: Routledge, 2011.

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Book chapters on the topic "Organization recognition"

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Kohonen, Teuvo. "Pattern Recognition." In Self-Organization and Associative Memory, 185–209. Berlin, Heidelberg: Springer Berlin Heidelberg, 1989. http://dx.doi.org/10.1007/978-3-642-88163-3_7.

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Kohonen, Teuvo. "Pattern Recognition." In Self-Organization and Associative Memory, 185–209. Berlin, Heidelberg: Springer Berlin Heidelberg, 1988. http://dx.doi.org/10.1007/978-3-662-00784-6_7.

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Hull, Jonathan J., and Richard K. Fenrich. "Large Database Organization for Document Images." In Fundamentals in Handwriting Recognition, 397–414. Berlin, Heidelberg: Springer Berlin Heidelberg, 1994. http://dx.doi.org/10.1007/978-3-642-78646-4_24.

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Alleva, Fileno A. "Search Organization for Large Vocabulary Continuous Speech Recognition." In Speech Recognition and Understanding, 217–22. Berlin, Heidelberg: Springer Berlin Heidelberg, 1992. http://dx.doi.org/10.1007/978-3-642-76626-8_25.

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Simon, Steffen, Friedhelm Schwenker, and Günther Palm. "A Hierarchical Neural Network Model for Pattern Recognition." In Classification and Knowledge Organization, 136–42. Berlin, Heidelberg: Springer Berlin Heidelberg, 1997. http://dx.doi.org/10.1007/978-3-642-59051-1_14.

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Jann, Klaus, Ralph Ahrens, Thomas Bühler, and Heinz Hoschützky. "Function and Organization of Escherichia Coli Adhesins." In Molecular Recognition in Host-Parasite Interactions, 47–55. Boston, MA: Springer US, 1992. http://dx.doi.org/10.1007/978-1-4615-3038-1_6.

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Kim, Sung-Ill. "Neural Net Pattern Recognition Equations with Self-organization for Phoneme Recognition." In Advances in Neural Networks - ISNN 2006, 172–77. Berlin, Heidelberg: Springer Berlin Heidelberg, 2006. http://dx.doi.org/10.1007/11760023_26.

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Haken, Hermann, and Arne Wunderlin. "Application of Synergetics to Pattern Formation and Pattern Recognition." In Self-Organization, Emerging Properties, and Learning, 21–30. Boston, MA: Springer US, 1991. http://dx.doi.org/10.1007/978-1-4615-3778-6_2.

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Saund, Eric, James Mahoney, David Fleet, and Daniel Larner. "Perceptual Organization as a Foundation for Graphics Recognition." In Lecture Notes in Computer Science, 139–47. Berlin, Heidelberg: Springer Berlin Heidelberg, 2002. http://dx.doi.org/10.1007/3-540-45868-9_11.

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Salem, Zouhour Neji Ben, Feriel Mouria-beji, and Farouk Kamoun. "Spatio-Temporal Organization Map: A Speech Recognition Application." In Artificial Neural Networks: Biological Inspirations – ICANN 2005, 371–78. Berlin, Heidelberg: Springer Berlin Heidelberg, 2005. http://dx.doi.org/10.1007/11550822_58.

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Conference papers on the topic "Organization recognition"

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"Organization." In 2020 25th International Conference on Pattern Recognition (ICPR). IEEE, 2021. http://dx.doi.org/10.1109/icpr48806.2021.9413217.

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"Conference Organization." In 2017 4th IAPR Asian Conference on Pattern Recognition (ACPR). IEEE, 2017. http://dx.doi.org/10.1109/acpr.2017.169.

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"Workshop Organization." In 2015 International Workshop on Pattern Recognition in NeuroImaging (PRNI). IEEE, 2015. http://dx.doi.org/10.1109/prni.2015.6.

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"Workshop Organization." In 2007 IEEE Conference on Computer Vision and Pattern Recognition. IEEE, 2007. http://dx.doi.org/10.1109/cvpr.2007.382946.

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"Conference Organization." In 7th International Conference on Automatic Face and Gesture Recognition (FGR06). IEEE, 2006. http://dx.doi.org/10.1109/fgr.2006.34.

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"Conference Organization." In 2014 14th International Conference on Frontiers in Handwriting Recognition (ICFHR). IEEE, 2014. http://dx.doi.org/10.1109/icfhr.2014.6.

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"Conference Organization." In 2018 16th International Conference on Frontiers in Handwriting Recognition (ICFHR). IEEE, 2018. http://dx.doi.org/10.1109/icfhr-2018.2018.00006.

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"Organization." In 2015 Pattern Recognition Association of South Africa and Robotics and Mechatronics International Conference (PRASA-RobMech). IEEE, 2015. http://dx.doi.org/10.1109/robomech.2015.7359484.

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"Conference Organization." In 2014 1st Workshop on Pattern Recognition Techniques for Indirect Immunofluorescence Images (I3A). IEEE, 2014. http://dx.doi.org/10.1109/i3a.2014.6.

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"CCPR 2008 Sponsorship and Organization." In 2008 Chinese Conference on Pattern Recognition. IEEE, 2008. http://dx.doi.org/10.1109/ccpr.2008.3.

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Reports on the topic "Organization recognition"

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Arlitsch, Kenning. Data set supporting the dissertation Semantic Web Identity in Academic Organizations: Search engine entity recognition and the sources that influence Knowledge Graph Cards in search results. Montana State University ScholarWorks, 2016. http://dx.doi.org/10.15788/m2f590.

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Dashiell, William H., L. Arnold Johnson, and Lynne S. Rosenthal. Criteria for United States Geological Survey (USGS) recognizing certificate issuing organizations functions and requirements part of United States Geological Survey recognition of Spatial Data Transfer Standard (SDTS) Topological Vector Profile (TVP) certification system. Gaithersburg, MD: National Institute of Standards and Technology, 1998. http://dx.doi.org/10.6028/nist.ir.6126.

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The Initiative Project on the Guideline of the Understanding Framework on the Veterinary Profession in ASEAN (GUFVA 2014). O.I.E (World Organisation for Animal Health), June 2014. http://dx.doi.org/10.20506/standz.2791.

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To facilitate an initial discussion regarding the ASEAN Mutual Recognition Agreement (MRA) for the Veterinary Profession, Faculty of Veterinary Science and the ASEAN Studies Center, Chulalongkorn University, Veterinary Council of Thailand and Department of Livestock Development, Ministry of Agriculture and Cooperative, Royal Thai Government, in collaboration with World Organisation for Animal Health (OIE) Sub-Regional Representation for South-East Asia, and the Federation of Asian Veterinary Associations (FAVA), organised the GUFVA 2014 in Bangkok, Thailand on 25-27 June 2014. The meeting was attended by the ASEAN Secretariat, representatives from the Veterinary Educational Establishments (VEEs) and Veterinary Statutory Bodies (VSBs) of the ASEAN Member States, as well as the organising institutions and organizations (OIE SRR SEA, FAVA, SEAVSA, and Veterinary Associations). The meeting was supported by the Innovative Thai-ASEAN Academic Co-operation at Chulalongkorn University: ITAAC@CU).
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