To see the other types of publications on this topic, follow the link: Organization recognition.
Dissertations / Theses on the topic 'Organization recognition'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Organization recognition.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Wilson, Susan E. "Perceptual organization and symmetry in visual object recognition." Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/29802.
Full textAbstract:
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
2
Kawashima, Ayato. "Molecular Recognition and Self-Organization of Functionalized Porphyrin via Multi-Point Interactions." Kyoto University, 1997. http://hdl.handle.net/2433/77841.
Full text
3
Juha, Mikael Lintuluoto. "Self-organization and Dynamic Molecular Recognition of Nucleoside Derivatives through Hydrogen Bonding." Kyoto University, 1997. http://hdl.handle.net/2433/202325.
Full text
4
Hu, Guoning. "Monaural speech organization and segregation." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1143212799.
Full text
5
Shao, Yang. "Sequential organization in computational auditory scene analysis." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1190127412.
Full text
6
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.
Full textAbstract:
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.
7
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.
Full text
8
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.
Full text
9
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.
Full textAbstract:
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.
10
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.
Full text
11
da, Silva Gomes Joao Paulo. "Brain inspired approach to computational face recognition." Thesis, University of Plymouth, 2015. http://hdl.handle.net/10026.1/3544.
Full textAbstract:
Face recognition that is invariant to pose and illumination is a problem solved effortlessly by the human brain, but the computational details that underlie such efficient recognition are still far from clear. This thesis draws on research from psychology and neuroscience about face and object recognition and the visual system in order to develop a novel computational method for face detection, feature selection and representation, and memory structure for recall. A biologically plausible framework for developing a face recognition system will be presented. This framework can be divided into four parts: 1) A face detection system. This is an improved version of a biologically inspired feedforward neural network that has modifiable connections and reflects the hierarchical and elastic structure of the visual system. The face detection system can detect if a face is present in an input image, and determine the region which contains that face. The system is also capable of detecting the pose of the face. 2) A face region selection mechanism. This mechanism is used to determine the Gabor-style features corresponding to the detected face, i.e., the features from the region of interest. This region of interest is selected using a feedback mechanism that connects the higher level layer of the feedforward neural network where ultimately the face is detected to an intermediate level where the Gabor style features are detected. 3) A face recognition system which is based on the binary encoding of the Gabor style features selected to represent a face. Two alternative coding schemes are presented, using 2 and 4 bits to represent a winning orientation at each location. The effectiveness of the Gabor-style features and the different coding schemes in discriminating faces from different classes is evaluated using the Yale B Face Database. The results from this evaluation show that this representation is close to other results on the same database. 4) A theoretical approach for a memory system capable of memorising sequences of poses. A basic network for memorisation and recall of sequences of labels have been implemented, and from this it is extrapolated a memory model that could use the ability of this model to memorise and recall sequences, to assist in the recognition of faces by memorising sequences of poses. Finally, the capabilities of the detection and recognition parts of the system are demonstrated using a demo application that can learn and recognise faces from a webcam.
12
Wenzel, Eric. "An exploration of processes of mutual recognition in organization development initiatives from the standpoint of a practising consultant." Thesis, University of Hertfordshire, 2012. http://hdl.handle.net/2299/7658.
Full textAbstract:
What usually goes unaddressed in the consultancy literature is an exploration of how consultants make sense of their contributions in particular when they come to work in politically laden contexts. Resulting conflictual debates with clients and colleagues severely influence how their advice is responded to. Against this background, consultants’ ability to determine and predict future outcomes of their work is hardly problematized. Additionally, consultants are mutually dependent on both colleagues and clients. This dependency underpins power differentials and the struggle which arises when these are contested can often take violent forms, such as misrecognition, humiliation or public shaming. The central argument put forward in this thesis is that tolerating (the potential for) misrecognition and/or for violence when goals are not met or when power fluctuates is an important, yet rarely mentioned, aspect for being recognized as a consultant. These aspects deserve as much attention as the often ideal-typical forms management consulting is said to take in the mainstream management literature because they speak to the irremediably incomplete and rather probabilistic nature of consultants’ advice, and the multiplicity of (often not anticipated or undesired) meanings their work evokes. In order to make sense of the flux and flow of organizational activity, the plethora of responses such activity calls out and its attendant ambiguities are considered and critically reflected upon. The theory of complex responsive processes of relating (Stacey, 2007, 2010; Griffin, 2002; Shaw, 2002), theories of recognition, (Honneth, 1994, 2008; Kearney, 2003; Ricoeur, 2005), Hegelian dialectics and neo-pragmatist thought (Bernstein, 1983, 1991) are provided as non-orthodox views on human organizing. A perspective is proffered which pays attention to the inchoate, ambivalent and indeterminate dimensions of organizing as a way to make sense of how these simultaneously and paradoxically order, regularize, and normalize human activity. Particular attention will be paid to negotiations which take place in microinteractions to exemplify that it is not pre-planned human cooperation but the intermingling of intentions of people who are mutually dependent on one another which paradoxically gives rise to regular population-wide patterns and spontaneous change. To make sense of what these insights mean for a practising consultant a view is offered where our reflections (thought) on our interactions (practice) at once form and are being formed by one another. An attempt is made to move beyond the practice/theory dualism by taking a pragmatist view which claims that thought and action only ever arise together, thus rendering an understanding of consultative intervention in which thought comes before action idealized and rather dubious. It will be argued that the most important contribution consultants can make is to try to stay radically open, and to try to keep on exploring as long as possible the multiplicity of narratives which constitute the differing perspectives of organizational reality.
13
Kaplan, Bernhard. "Modeling prediction and pattern recognition in the early visual and olfactory systems." Doctoral thesis, KTH, Beräkningsbiologi, CB, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-166127.
Full textAbstract:
Our senses are our mind's window to the outside world and determine how we perceive our environment.Sensory systems are complex multi-level systems that have to solve a multitude of tasks that allow us to understand our surroundings.However, questions on various levels and scales remain to be answered ranging from low-level neural responses to behavioral functions on the highest level.Modeling can connect different scales and contribute towards tackling these questions by giving insights into perceptual processes and interactions between processing stages.In this thesis, numerical simulations of spiking neural networks are used to deal with two essential functions that sensory systems have to solve: pattern recognition and prediction.The focus of this thesis lies on the question as to how neural network connectivity can be used in order to achieve these crucial functions.The guiding ideas of the models presented here are grounded in the probabilistic interpretation of neural signals, Hebbian learning principles and connectionist ideas.The main results are divided into four parts.The first part deals with the problem of pattern recognition in a multi-layer network inspired by the early mammalian olfactory system with biophysically detailed neural components.Learning based on Hebbian-Bayesian principles is used to organize the connectivity between and within areas and is demonstrated in behaviorally relevant tasks.Besides recognition of artificial odor patterns, phenomena like concentration invariance, noise robustness, pattern completion and pattern rivalry are investigated.It is demonstrated that learned recurrent cortical connections play a crucial role in achieving pattern recognition and completion.The second part is concerned with the prediction of moving stimuli in the visual system.The problem of motion-extrapolation is studied using different recurrent connectivity patterns.The main result shows that connectivity patterns taking the tuning properties of cells into account can be advantageous for solving the motion-extrapolation problem.The third part focuses on the predictive or anticipatory response to an approaching stimulus.Inspired by experimental observations, particle filtering and spiking neural network frameworks are used to address the question as to how stimulus information is transported within a motion sensitive network.In particular, the question if speed information is required to build up a trajectory dependent anticipatory response is studied by comparing different network connectivities.Our results suggest that in order to achieve a dependency of the anticipatory response to the trajectory length, a connectivity that uses both position and speed information seems necessary.The fourth part combines the self-organization ideas from the first part with motion perception as studied in the second and third parts.There, the learning principles used in the olfactory system model are applied to the problem of motion anticipation in visual perception.Similarly to the third part, different connectivities are studied with respect to their contribution to anticipate an approaching stimulus.The contribution of this thesis lies in the development and simulation of large-scale computational models of spiking neural networks solving prediction and pattern recognition tasks in biophysically plausible frameworks.QC 20150504
14
Maile, Simeon. "Recognition of competence an empowerment model for the retention of excellent teachers in the classroom /." Thesis, Pretoria : [s.n.], 2000. http://upetd.up.ac.za/thesis/available/etd-01312007-111506.
Full text
15
Berkes, Pietro. "Temporal slowness as an unsupervised learning principle self-organization of complex cell receptive fields and application to pattern recognition /." [S.l.] : [s.n.], 2005. http://deposit.ddb.de/cgi-bin/dokserv?idn=978710878.
Full text
16
Zukauskis, Ronald L. "Tachistoscopic recognition of vertical and horizontal letter symmetry in response to the contralateral organization of the human nervous system." Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1221268.
Full textAbstract:
Eight-letter upper case arrays containing vertically symmetrical (VS), e.g., A-T-U-W, horizontally symmetrical (HS), e.g., B-D-C-E, doubly symmetrical (DS), e.g., H-I-O-X, and non-symmetrical (NS), e.g., F-G-L-R, were tachistoscopically exposed bilaterally for 50 ms. to fifteen male and fifteen female undergraduates. The number of letters correctly recognized for each classification condition was used as the criterion measure. A fixed, two-factor design with the second factor being repeated was analyzed using a repeated measures analysis of variance. Consequent to testing Null Hypothesis 1 (that there is no difference between the classification conditions), a check was made for the presence of a significant interaction between gender and classification condition (Null Hypothesis 2). Because Null Hypothesis 1 was rejected and there was no interaction present, the classification group means were tested using a post hoc multiple comparison procedure identified as Tukey's Honestly Significant Difference (HSD) test. Test statistics for the Tukey HSD contrasts found that significantly more VS letters were reported than DS, HS, and NS letters. Significantly more DS letters were reported than HS and NS letters. No difference in report accuracy was found between HS and NS letters. This is in sharp contrast to studies that count only responses reported in the same left-to-right order as the tachistoscopic presentation, i.e., order of report. Previous studies using an order of report method found vertically asymmetrical letters to be reported more accurately than vertically symmetrical ones. The present study disregarded order of from an order of report. It was emphasized that the subject maintain focus on the fixation dot and not attempt to scan the letter-array pattern in a left-to-right direction, as the lettersdid not have to be reported in their respective positions. A different explanation for the Harcum (1964) directionality and Bryden (1968) masking interpretations follows from an order of report method activating additional processing mechanisms such as working memory that are ordinarily not needed to process letter features.Results obtained by the present study are discussed in terms of a reversal of spatial information for touch, kinesthesis, and sound to match the brain’s reversed retino-cortical projection.Department of Educational Psychology
17
White, Hannah, Rachel Jubran, Alison Heck, Alyson Chroust, and Ramesh S. Bhatt. "The Role of Shape Recognition in Figure/Ground Perception in Infancy." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2729.
Full textAbstract:
In this study we sought to determine whether infants, like adults, utilize previous experience to guide figure/ground processing. After familiarization to a shape, 5-month-olds preferentially attended to the side of an ambiguous figure/ground test stimulus corresponding to that shape, suggesting that they were viewing that portion as the figure. Infants’ failure to exhibit this preference in a control condition in which both sides of the test stimulus were displayed as figures indicated that the results in the experimental condition were not due to a preference between two figure shapes. These findings demonstrate for the first time that figure/ground processing in infancy is sensitive to top-down influence. Thus, a critical aspect of figure/ground processing is functional early in life.
18
Mann, Paul Anson. "Chinese Law Regarding International NGOs and Its Implementation: The Ford Foundation and Greenpeace." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1367596368.
Full text
19
Riddles, Alton. "Cultural production and the struggle for authenticity : a Study of the Rastafarian student organization at the University of the Western Cape." Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/3972.
Full textAbstract:
Magister Artium - MAThis thesis explores the precarious nature of authenticity as it manifested itself in the activities of H.I.M. Society, the Rastafarian student organization at the University of the Western Cape. Ethnographic research was conducted, to explore the above mentioned issue, which involved observation of various activities and in depth interviews. I also inquired about outsiders' perspectives on Rastafarianism and H.I.M. Society in particular. Authenticity, as it is conceived in this thesis, is about what a group of people deem culturally important. Three important ideas follow from this. The first is that not everyone in a group agrees on what is important. Put differently authenticating processes tend to be characterized by legitimizing crises. Therefore, secondly, social actors need to invest cultural ideas, objects and practices with authenticity. Lastly the authenticating processes are predicated on boundaries not necessarily as a means of exclusion but as fundamental to determining the core of cultural being and belonging
20
Bartoo, Debora S. "Financial Services Innovation: Opportunities for Transformation Through Facial Recognition and Digital Wallet Patents." Antioch University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1370778739.
Full text
21
Wiener, Seth. "The Representation, Organization and Access of Lexical Tone by Native and Non-NativeMandarin Speakers." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1429827661.
Full text
22
Van, der Walt Christiaan Maarten. "Data measures that characterise classification problems." Diss., Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-08292008-162648/.
Full text
23
Koppman, Sharon. "Different Like Me: Social Exclusion and the Recognition of Creativity in Advertising Organizations." Diss., The University of Arizona, 2015. http://hdl.handle.net/10150/556023.
Full textAbstract:
Historically considered a "gift" from an other-worldly source, today creativity is championed by politicians and business leaders for its economic value. Yet we know relatively little about how people and ideas come to be viewed as creative in real-world business organizations. In this dissertation, I examine the social process of recognizing creativity through an investigation of a quintessential creative industry--advertising. Using a mixed methodological approach, I draw on original data collected through a survey of a probability sample of U.S. advertising agencies, semi-structured interviews with survey respondents, and several months of participant observation in an agency. I find that social exclusion shapes the recognition of creativity in these ostensibly open and tolerant sectors of the labor market. Socioeconomic status and gender affect occupational entry and advancement through evaluations that rely on familiarity with high-status culture and identity characteristics that match artistic stereotypes to signal creativity. Additionally, the assessment of creative work itself is used as a form of boundary work to exclude those outside the profession from making contributions considered creative. Taken together, this dissertation suggests that although creativity has been widely heralded as a force for expanding opportunity and social progress, inequality plays an enduring role in the formation and maintenance of this workforce.
24
Hanisch, Emma. ""Vi är deras räddning i vardagen" : Stadsmissionernas betydelse i ett föränderligt välfärdssystem." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-43041.
Full textAbstract:
En förändring i det svenska välfärdssystemet har pågått sedan 1990-talet, ett årtionde som i många fall anses vara en brytpunkt för den svenska välfärden. De kommande decennierna efter 1990-talet har kännetecknats av ett välfärdssystem som har blivit allt mer nermonterat. En stark utveckling av arbetslinjen (workfare) har ersatt den välkända svenska välfärdsmodellen. I dagens välfärdssystem har tidigare studier en enad bild om hur individer i utsatthet och fattigdom tenderar att falla mellan skyddsnätet och hamnar allt längre ifrån samhället. Baserat på sju semistrukturerade intervjuer med personal på ekonomiskt bistånd inom socialtjänsten och med personal från stadsmissionen visar resultatet på en ökad ojämlikhet i samhället, där individer i utsatthet får en allt mer komplex problematik. De krav som ställs på de allra mest utsatta är för höga och inte alltid möjliga att genomföra. Samhället har svårt att nå individerna på deras behovsnivå och när offentlig sektor misslyckas får den tredje sektorn så som stadsmissionerna ta över. En studie som berör hur det strukturella blir individuellt och hur individer på flera olika sätt faller mellan stolarna och hamnar hos stadsmissionens verksamheter.A change in the Swedish welfare system has been going on since the 1990s, a year that in many cases is seen as a breakpoint for the Swedish welfare. The coming decades after the 1990s have been characterized by a welfare system that has been increasingly dismantled and a strong development of the workfare has replaced the well-known Swedish welfare. In today's welfare system, previous studies have a united picture of how individuals in vulnerability and poverty tend to fall between the safety net and end up increasingly further from society. Increased inequality is described in the study and the demands placed on the most vulnerable are too high for them to be able to see the ones that are possible to implement. It is difficult for society to reach the individuals at their level and when the public sector fails, the third sector such as Non-profit organizations take over. A study that deals with how the structural becomes individual and how individuals ends up with Non-profit organizations when the public sector fails.
25
Leitão, Carla Cabo. "Organizational recognition of the contributive uniqueness: construction of an instrument for its assessment." Master's thesis, Universidade de Évora, 2011. http://hdl.handle.net/10174/15162.
Full textAbstract:
People, by their unique and changeable character, are presently a valuable and
active organizational factor that can make a difference in an organization. The
present study aimed to create an instrument that could provide additional
information about organizational recognition of employees’ contributive
uniqueness. After consulting the literature and analyzing interviews to 10
workers, the first version of the subsequent set of items was elaborated and
applied to 384 employees. The KMO and Bartlett’s test indicated that it was
possible to proceed to the EFA. In the final solution, obtained with varimax
rotation, the questionnaire had 20 items composed by 4 factors with Cronbach
alpha’s values above .70. We further conducted some differential studies with
demographic variables. The results showed significant differences between the
questionnaire’s dimensions and the studied demographic variables and
reinforced the importance of recognizing one’s contributive uniqueness as an
important asset for organizational development and increased value; Resumo: Pelo seu carácter único e modificável, as pessoas são presentemente um
factor valioso e activo que pode fazer a diferença numa organização. O
presente estudo teve como objectivo criar um instrumento que forneça
informação adicional acerca do reconhecimento organizacional da
singularidade contributiva. Após consultada a literatura e analisadas 10
entrevistas a trabalhadores, a primeira versão dos subsequentes itens foi
elaborada e aplicada a 384 trabalhadores. O KMO e teste de Bartlett indicaram
que era possível proceder à AFE. Na solução final, obtida com rotação varimax,
o questionário teve 20 itens composto por 4 factores com valores de alfa de
Cronbach acima de .70. Posteriormente foram conduzidos estudos diferenciais
com variáveis demográficas. Os resultados demonstram diferenças
significativas entre as dimensões do questionário e as variáveis demográficas
estudadas reforçando assim, a importância de reconhecer a singularidade
contributiva como um importante contributo para o desenvolvimento
organizacional e para a incrementação do seu valor.
26
Scherer, Danielle K. "RETURN TO THE FIRST IMAGE: A PLACE FOR PEOPLES IN INTERNATIONAL RELATIONS." Diss., Temple University Libraries, 2018. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/530661.
Full textAbstract:
Political SciencePh.D.
This project examines the relationship between the international system and the lived experience of peoples. This dissertation is aimed at understanding the ways in which recognition at the international level can shape not only the way people choose to behave, but also the way they conceive of their own identities. It introduces theorizing on the concepts of identity, habitus, and hysteresis to the field of international relations (IR) in an attempt to better understand often overlooked conflicts created by the international state system. In doing so, it includes an exploration of the role that recognition plays in creating idealized identities for everyone in the state system and the resulting conflicts that arise when individuals possess group identities that do not align with the state-based identities that the international system and its structures are premised upon. Through a return to studying the first image in the IR literature I explore the ways in which varying forms of recognition in international institutions (states, collections of law, and IO positions, agreements, and membership rules) impact the way different groups of people view themselves within the larger global order, and how that in turn alters the way they behave politically over time. I argue that misrecognition of the identities of individuals and collectives of individuals by international institutions and actors threatens their habitus, potentially resulting in shifts in their political behavior dependent upon the cohesion of the collective’s sense of self and the support they have from other members of the international community.
Temple University--Theses
27
Osborne, Schrita. "Employee Engagement and Organizational Profitability." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3194.
Full textAbstract:
Disengaged employees typically cost U.S. corporations $350 billion annually. The purpose of this case study was to explore strategies that some communication business leaders used to engage their employees that resulted in increased profits. The target population consisted of 4 communication business leaders located in Jackson, Mississippi who possessed at least 1 year of successful employee engagement experience. The self-determination theory served as the study's conceptual framework. Semistructured interviews were conducted and the participating company's archived documents were gathered. Patterns were identified through a rigorous process of data familiarization, data coding, and theme development and revision. Interpretations from the data were subjected to member-checking to ensure trustworthiness of the findings. Based on the methodological triangulation of the data collected, prominent themes emerged from thematically analyzing the data: rewards and recognition, empowering employees, and building a bond between leaders and employees. The implications for positive social change include the potential to improve employee engagement. Enhanced employee engagement could create social innovation and foster goodwill among employees, customers, and community members.
28
Makoni, Eric. "Employee Engagement Strategies That Healthcare Managers Use to Increase Organizational Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6730.
Full textAbstract:
The annual cost of low employee engagement in Australian workplaces was $18.7 billion in 2015. Healthcare managers who adopt employee engagement strategies have the potential to achieve robust clinical, operational, and financial results that benefit both the organization and the community as a whole. The purpose of this single case study was to explore effective employee engagement strategies that some healthcare managers used to increase organizational performance. Social exchange theory was the conceptual framework for the study. Data were collected through semi structured interviews with 8 healthcare managers in Queensland, Australia. Participants who implemented successful employee engagement strategies were selected using a snowball sampling technique. Data analysis consisted of generating themes through coding using a deductive approach and reporting emergent themes. Five key themes that emerged from the data analysis were psychological ownership, job resources, leadership, training and development, and rewards and recognition. The process of member checking ensured that findings accurately represented participants' views. Recommendations from the study highlight the need for healthcare managers to implement employee engagement strategies that motivate discretionary efforts, resulting in improved quality patient care and organizational performance. The implications for positive social change include providing healthcare managers with effective employee engagement strategies that could improve patient experiences, operational efficiencies, and quality healthcare provisions in the healthcare industry.
29
LeBreton, Daniel Lawrence. "An Investigation of Behavioral Accuracy and Leniency: The Roles of Aberrant Self-Promotion, Accountability, and Opportunity for Personal Recognition." Thesis, Virginia Tech, 1999. http://hdl.handle.net/10919/42803.
Full textAbstract:
A sample of aberrant self-promoters (ASPs) was identified through their pattern of answers on a 179-item questionnaire. A group of comparison participants who did not exhibit the ASP pattern was also identified. The participants viewed a videotape of a lecture and rated the lecturer's performance. Half of the participants were told that they were required to provide face-to-face feedback to the lecturer (the accountability condition); the other half were not given these instructions (non-accountability condition). Also, half of the participants were told that there may be an opportunity for them to appear on a training video for graduate student instructors (opportunity for personal recognition condition); the other half were not told of this opportunity (no opportunity condition). This study attempted to identify the roles of aberrant self-promotion, accountability, and opportunity for personal recognition in rater accuracy and rater leniency.Master of Science
30
Tuohy, Honor. "Negotiations of legitimacy : the value of recognition for Glasgow UNESCO City of Music." Thesis, University of St Andrews, 2014. http://hdl.handle.net/10023/7050.
Full textAbstract:
This thesis examines the emergence of the organization, the Glasgow UNESCO City of Music, following the award of the title UNESCO City of music to Glasgow in 2008 from a Bourdieusian perspective. Bourdieu's concepts of field, habitus, and particularly capital are used to interrogate the negotiation of symbolic capital (Bourdieu, 1986) in the field of music in Glasgow. The thesis examines how the members of the organization–viewed their organization's position in the field of music in Glasgow and their attempts to secure its legitimacy in a field with established players. It shows how agents ‘work' to negotiate for the positions they want, or need, in order to establish the legitimacy, and thus the position, of an organization through the acquisition and use of capital. Although cultural capital is a core constituent of an organization's original position in the field of music the dominant and influential position of economic capital means that it is the symbolic capital associated with being granted funding rather than cultural capital, which influences and thus legitimate organizations in the cultural field. In its discussion of capital the thesis contributes to the literature on institutional work and organizational legitimacy.
31
Roberts, Roshan Levina. "The relationship between rewards, recognition and motivation at an insurance company in the Western Cape." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
Full textAbstract:
Increasingly, organisations are realising that they have to establish an equitable balance between the employee&rsquos contribution to the organisation and the organisation&rsquo
s contribution to the employee. Establishing this balance is one of the main reasons to reward and recognise employees. Organisations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition (Deeprose, 1994). Studies that have been conducted on the topic indicates that the most common problem in organisations today is that they miss the important component of recognition, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued (Sarvadi, 2005). Research has proven that employees who get recognised tend to have higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative (Mason, 2001). The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and Work Motivation Questionnaire was administered to respondents (De Beer, 1987). The sample group (N= 184) consists of male and female employees on post-grade levels 5 to 12. The results of the research indicated that there is a positive relationship between rewards, recognition and motivation. The results also revealed that women, and employees from non-white racial backgrounds experienced lower levels of rewards, recognition and motivation. Future research on the latter issues could yield interesting insights into the different factors that motivate employees. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, thereby restricting the generalisability to the wider population.
32
Crocker, Jillian M. "Contours of workplace resistance: Organization, collaboration, and recognition." 2014. https://scholarworks.umass.edu/dissertations/AAI3615405.
Full textAbstract:
Studies of workplace resistance tend to focus on research subjects as workers - reifying the notion of the ideal worker, disconnected from families and communities. This simplification of workers' experiences and their motivations lays the foundation for another: the idea that workers' actions can be easily and categorically understood either as accommodations of management interests or as resistance to those interests. Taking these two issues together, this dissertation considers the extent to which a more complete account of individuals' lives and interests might refashion our conceptualization of resistance. Focusing on workplace resistance, this multi-case study considers two central questions. First, what counts as resistance, and to what degree is the distinction between resistance and accommodation a useful distinction? Second, when considering the contours of everyday workplace resistance, in what ways does a multidimensional consideration of individuals' experiences as both workers and members of families and communities shape our understanding of power relations? The dissertation concludes by considering the potential positive or negative impacts of a broad - and contextualized - understanding of workplace resistance.
33
Fan, Kai-Tang, and 范凱棠. "The Impact of Organization Development Intervention on Personnel’s Perceptions of Environment and Organizational Recognition." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/22849739521667612597.
Full textAbstract:
碩士國立中興大學
企業管理學系研究所
92
Recently, many life insurance companies had changed their business model into holding companies to stand out the rest through merge and acquisition. Previous researches indicated that reinforcing the communication with personnel, reforming the organization culture, and changing the concepts of staffs can not only increase their support but ease their nerves and agitation during organization change as well. The study focuses on reinforcing the communication with the personnel and enhancing their perceptions of environment, in an attempt to facilitate the innovation of organization. In the beginning, we analysis the performance of all the life insurance companies to confirm our subject. At the first stage, we try to figure out the relationship among the perceptions of environmental, the perception of organizational climate, job satisfaction, and organizational citizenship behavior（OCB）by questionnaire test. At the second stage, we employ the organization development process to intervene the personnel’s perceptions and behaviors, and then conduct the test again to examine the variation between these two tests. The study has validated that there has significant relationship among the perceptions of environmental and organizational climate, job satisfaction and OCB. Multiple regression analysis indicated that both the perceptions of environmental and organizational climate have positive influence on job satisfaction and OCB. In addition, the result of the second stage shows that the perceptions of personnel have significant improvement on organization commitment and the future development. Therefore, the firm should make good use of the intervention to communicate with their staffs continuously, so as to facilitate the innovation of organization change and development.
34
Min-Chih, Wu. "Exploring the Impacts of Organization Reform Recognition to Organization Conflict between Hospitals in Penghu." 2006. http://www.cetd.com.tw/ec/thesisdetail.aspx?etdun=U0002-1407200611064400.
Full text
35
Wu, Min-Chih, and 吳旻芝. "Exploring the Impacts of Organization Reform Recognition to Organization Conflict between Hospitals in Penghu." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/18867261416577845880.
Full textAbstract:
碩士淡江大學
企業管理學系碩士在職專班
94
The purposes of this study were to understand the relationship of organization culture, organization reform recognition, life style and organization conflict between two hospitals in Penghu. This study used a questionnaire research method. The research surveyed two hospitals in Penghu city of Taiwan, and the research subjects were all staff members in the hospital. The survey response rate was 222 of the total 412 subjects which was 53.9%. Of these, 216 were usable for analysis. The statistical methods were descriptive, ANOVA, factor, and cluster. The data were analyzed using SAS version 8.0. The major findings of this study were as follows: 1. There were higher relationships between gender, hospital, organization culture, organization reform recognition with organization conflict. Females had higher organization reform recognition and organization conflict than males. 2. The respondents had higher organization reform recognition than had lower organization conflict. 3. The respondents had higher organization culture of coalition and discipline then had higher organization conflict. 4. The respondents had advisement life style then had higher organization conflict. This research provided some suggestion to the hospital administration authority and the future study.
36
Wu, Ming-Shing, and 吳明信. "A Study of Organization Change Recognition, Organizational Inertia ,and Change Attitude on Credit Department of Agriculture Association." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/04622170736251443902.
Full textAbstract:
碩士大葉大學
國際企業管理學系碩士在職專班
93
Recently, with increase of bank immerge and the impact of enter WTO factor, both under such inner and outer factor impact, agriculture credit apartment is losing competitive year after year. Just in is way, several agriculture association sink into operation risk. Besides, plus the bank change based on the government, the credit department of agriculture association should use all kinds of measures for the organization change and reform. Our samples aim the policymakers of credit department of agriculture association. We discuss the difference between cognition of organization change, organization inertia, and change attitude. We also discuss the strategy makers viewpoints based on the employees for develop our questionnaire. Our research is totally sent out 245 questionnaires and return back 111 valid questionnaires. After the statistic analysis, we get the results as below show： A.The cognition of organization change would significantly influence change attitude. B.The organization inertia would significantly influence change attitude. C.Organization side inertia would significantly influence change attitude. D.Manager side inertia would significantly influence change attitude. E.Employees’ side inertia would significantly influence change attitude. F.The cognition of organization change and organization inertia would significantly influence change attitude. G.The younger policymakers and less seniority employees would more positive to the organization change.
37
Yu, Feng-chu, and 游鳳珠. "THE STUDY OF RELATIONSHIP BETWEEN THE RECOGNITION OF ORGANIZATION CHANGE, ORGANIZATION CLIMATE, ROLE RECOGNITION OF LABOR UNION VERSUS THE ORGANIZATION COMMITMENT, ROLE PRESSURE AND JOB SATISFACTION-- TAKE EXAMPLE OF THE CENTRAL DISTRICT BRANCH OF CHUNGHW." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/79850724462613159490.
Full textAbstract:
碩士南華大學
管理科學研究所
94
The biggest change for the nationally owned business is no more than the business is transferred into privately owned business, because it not only changes the ownership but also changes the right of operation, and it is a big test for both the employees and the business administrator; also with the interference of heavy motion from the labor union and the political power, the transformation procedure of privately owned Chunghwa Telecom is striking one snag after another and which can be a lesson for other to be transferred companies. There is a necessity to develop a set of an analytical structure for empirics to verify the relationship between the recognition of organization change、organization climate、role recognition of labor Union versus the organization commitment、role pressure and job satisfaction. The purpose of this study is to explore the recognition of organization change of employees in Chunghwa Telecom、organization climate、the difference in recognizing the labor union versus the organization commitment and the role pressure and the job satisfaction. This thesis has the employees in the central district branch of Chunghwa Telecom as the study target, through convenient retrieving way to proceed questionnaire survey, there are 5308 employees and 530 copies of questionnaires are issued and returned 453 copies, eliminating 41 invalid copies the total valid questionnaires are 412 copies, the valid retrieving rate is 77.74%. This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis. For sampling data using the research method such as: factor analysis, reliability analysis, descriptive statistics, t-test analysis, single factor variant analysis (one-way ANOVA), subsequent inspection, cluster analysis, Pearson correlated analysis, multiple regression analysis, hierarchical regression analysis, path analysis and so on. The conclusions of this study are as followings: 1.Those Chunghwa Telecom officers on the variant item of different individual features partially have apparent differences in the recognition of organization change、organization climate、recognition of the role of labor union、organization commitment、role pressure and the recognition of work satisfaction. 2.There is an apparent difference in various cluster analysis for Chunghwa Telecom officers on the recognition of organization change、organization climate、recognition of the role of labor union、organization commitment、role pressure and the recognition of work satisfaction. 3.The recognition of organization change、organization climate、recognition of the role of labor union、organization commitment、and the role pressure are evidently related to the work satisfaction. 4.The recognition of organization change、organization climate、recognition of the role of labor union、organization commitment、and the role pressure have noticeable influence to the work satisfaction. The above conclusions are provided for the reference and the direction base for the policy enactor and executor、business administrator、labor union leader、related scholars and future researchers for nationally owned businesses to transfer to privately owned businesses.
38
Ma, Hsin-Chun, and 馬興駿. "Correlation Among Recognition of Organizational Change, Organizational Commitment, and Organizational Citizenship Behavior—A Case Study of One Command Post of Navy Logistical Organization." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/01842121369033853775.
Full textAbstract:
碩士義守大學
管理研究所碩士班
94
Abstract In order to fully make good use of national defense resources and better cope with the transformation of the current overall political and economic conditions, our army has been implementing “Simplification Plans” since 1997 as an attempt to eliminate unnecessary departments and personnel to better employ limited national defense budget, advance equipment’s functions of defense weapons, upgrade personnel’s quality, and excel in maximum defense ability. This research aims to investigate the impact and correlations among recognition of organizational change, organizational commitment, and organizational citizenship behavior in many years of the simplification process among the personnel of Navy Logistical Organization. The study is conducted with questionnaire. The valid 210 questionnaires are analyzed with quantitative statistical methods, such as variable analysis, T-test, one-way ANOVA, Pearson Product-moment correlation, and Regression analysis, etc. The conclusion is listed as follows: I. There is a partial difference between staff’s different individual variables and recognition of organizational change, organizational commitment, and organizational citizenship behavior. II. There is a strong correlation between staff’s recognition of organizational change and organizational commitment. III. There is a partial correlation between staff’s recognition of organizational change and organizational citizenship behavior. IV. There is a strong correlation between staff’s organizational commitment and organizational citizenship behavior. V. There is some impact among staff’s recognition of organizational change, organizational commitment, and organizational citizenship behavior. The aforementioned findings conclude that organization should strengthen staff’s recognition of organizational change, upgrade their organizational commitment, and inspire their organizational citizenship behavior in order to enhance organizational competition ability and maintain continual management. Furthermore, the result suggests future researchers expand research subjects and research variables to conduct vertical comparison analysis and in-depth interviews. Accordingly, the research result will be more concise and meaningful.
39
YUN, CHOU CHENG, and 周呈運. "Relationships between the Event Satisfaction of Badminton and Recognition of the Host Organization." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/16581569168110727995.
Full textAbstract:
碩士大葉大學
運動健康管理學系
103
The purpose of this study is to explore the relationships between the event satisfaction of badminton and recognition of the host organization. This research utilize the survey procedure, aiming at the player on the Chinese Hope Badminton Association Open 2013 - NCUE. 156 valid questionnaires were received and analyzed by descriptive statistics, independent Sample t-test, one-way ANOVA analysis, and Pearson’s product-moment correlation. The results of this study are: Among the event satisfaction, Players perceived the highest satisfaction on “service of event”, the second was “administration of competition” and followed by “planning of event”. For the recognition toward the CHBA, Players showed higher recognition in sub-scale “Attitude” than “Feeling”. The relationship between the event satisfaction and the recognition of the host organization are highly positively correlated.
40
Wu, Jui-Lin, and 吳瑞麟. "A case study of Organization Change in management’s change facilitation and employee’s change recognition." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/94817753721917232419.
Full textAbstract:
碩士朝陽科技大學
企業管理系碩士班
100
Abstract The study aims to explore the effects of the leader in management change facilitation on organization change and the relationship between change’s recognition examination and management’s change facilitation for different employees during organization change. The data gathered from review of researcher were concluded to provide entrepreneur and management. The purpose of this study is the following: 1. What is the leader in management’s change facilitation for employees in this study? 2. What is the organization’s change recognition for employees in this study? The results of this study were found from data analysis and questionnaires as a survey to the employees in the study, deriving a sample in order to understand the content of leading organization and agreement in organization change. The conclusion of this study reveals the following: 1.There is an improvement on management’s change facilitation in organization in this study. 2.There is a positive impact on attributes of various employees and the process of leading change. Based on the results and study findings, provided suggestions to leaders, all members in a group, administrators and more future researchers as reference. Key Word: change, change leadership, key ability
41
Yang-TingYang and 楊雁婷. "The Relationships among Perceived Corporate Social Responsibility, Organization Recognition and Job Satisfaction of Employees." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/57202921800261801689.
Full textAbstract:
碩士國立成功大學
企業管理學系碩士在職專班
102
In recent years, the concept of Corporate Social Responsibility has become popular all around the world. Taiwan government as well as many companies has begun to actively promote and implement Corporate Social Responsibility, which makes enterprises not only the economic engine, but also the society corporate citizens that can bring changes to the society. In this study, questionnaire survey was adopted to discuss the relationship among employees’ cognition of Corporate Social Responsibility, organizational identity and job satisfaction, with the results shown as follows: 1. Employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy, and employee had significantly positive effect on organizational identity; 2. Organizational identity had significantly positive effect on employees’ job satisfaction; 3. Employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy and employee had significantly positive effect on job satisfaction; 4. Employees’ cognition of Corporate Social Responsibility in the aspect of customer, employee might have significantly positive effect on job satisfaction through the mediating effect of organizational identity. Key words: Corporate Social Responsibility, Organizational Recognition, Job Satisfaction INTRODUCTION Most studies on Corporate Social Responsibility in the past were about the discussion on the issues of financial performance and consumer perception (Fombrun ＆ Shanley, 1990; Mohr ＆ Webb, 2005). It was indicated in the study that the fulfillment of Corporate Social Responsibility had positive impact on the enhancement of corporate reputation and image, which would bring good financial performance and enable enterprises to attract good employees; moreover, employees’ morale and loyalty to enterprises can be enhanced as well (Branco ＆ Rodrigues, 2006). Therefore, the impact of Corporate Social Responsibility on the behavior and performance of employees should be taken seriously. When enterprises give attention to the society and take responsibility for all of its stakeholders and when employees identify the Corporate Social Responsibility that enterprises implement, employees can feel the positive and well-intentioned actions done by enterprises, and this will effectively strengthen employees’ organizational recognition and affirmation (Yang Zhengzhong 2006; He Minghong, 2007; Chen Tingli, 2006; Xu Shuya, 2008). Based upon the research background mentioned above, this study develops a framework relating Corporate Social Responsibility, organization recognition and job satisfaction, specifically examining following aspects: (1) to understand the effect of Corporate Social Responsibility brings on organization recognition and job satisfaction; (2) to find out the perception of Corporate Social Responsibility from the staffs in a small and medium machining cutting tools company. MATERIALS AND METHODS Questionnaires in the perspective of Corporate Social Responsibility were designed based on scale facets of Corporate Social Responsibility proposed by Brunk (2010) and perception study questionnaire of Corporate Social Responsibility by Wang Wenxuan (2013). Organizational identity questionnaire was mainly from organizational identity scale developed by Cook and Wall (1980) which was modified to fit the objects of study. Question terms regarding job satisfaction were primarily modified from Minnesota Satisfaction Scale. Questionnaires in this study were distributed to the staffs of a small and medium machining cutting tools factory in southern area. The data was collected to conduct factor analysis, reliability analysis, Pearson correlation analysis, and regression analysis to verify the hypothesis of the study. RESULTS AND DISCUSSION The results of analyzing are summarized as follows: 1. The reliability analysis and validity analysis reveal that the data of variables is accordance with inspection standard. That means the questionnaires have a good explanation and are with consistency. 2. In Table 1, Pearson correlation analysis shows that variables of corporate social responsibility have significant relationships on organization recognition and job satisfaction. The relationships between them are positive (see table 1). In Table 2, the multi-regression analysis presents that employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy, and employee had significantly positive effect on organizational identity; Besides, organizational identity had significantly positive effect on employees’ job satisfaction; Moreover, employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy and employee had significantly positive effect on job satisfaction; Finally, Employees’ cognition of Corporate Social Responsibility in the aspect of customer, employee might have significantly positive effect on job satisfaction through the mediating effect of organizational identity. CONCLUSION 1. Corporate Social Responsibility plays an important role in enterprise operation and management. In recent years, Corporate Social Responsibility has become an integral strategy for enterprises’ sustainable development. Promoting Corporate Social Responsibility internally and externally has significant impact on employees’ organizational identity and job involvement. 2. Enterprises should implement Corporate Social Responsibility deepen employees’ organizational identity. Enterprises should commit to providing employees with a fair, caring, and human-base managed work environment and making Corporate Social Responsibility part of the organizational culture and business strategy, which will increase employees’ recognition and trust and enhance employees’ sense of belonging and solidarity to the enterprises. 3. Formulating Corporate Social Responsibility strategy from the perspective of employees can improve their job satisfaction Corporate Social Responsibility is not only a good external marketing tool, but also an internal marketing tool. The application of the marketing activities originally used externally in internal customers – employees, can improve employees’ organizational recognition and satisfaction and also reduce staff turnover rates, turnover intentions, sabotage, absenteeism and other negative behaviors.
42
Lin, Chin-lang, and 林金郎. "A Recognition Study of the Key-factors of Performance in Inspiring the Organization Change." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/29216694342164163986.
Full textAbstract:
碩士朝陽科技大學
企業管理系碩士在職專班
90
The Organization Change is always played an important role for the management either in academic or in the practical field; correspondent to the constant changing theoretical frame work, the change, itself has not successfully forwarder in the corporation as we expect. Therefore, may it has already indicated that the theory of Organization Change, practical management, or the process of theory applied to practical operation, ....etc, there are some aspects need to be improved. This thesis is based on the aforesaid concept to try the study of " A Recognition Study of the Key-factors of Performance in Inspiring the Organization Change " in other words, the variety of factors must be set, once the Organization Change will be executed. Meanwhile, those variety of factors should be classified to the key-factors individually and study their relativity in term of target set-up, schedule control, performance assessment, and innovation improvement. Besides, the performance assessment will be upgraded to a tool of strategic management from after assessment tool, so that, we just can access the concrete target and control the achievement methods ideally. A total number of 6 factors are discussed as key point that inspiring organization change in the study. They are (1) Management Performance of Creation, (2) Organization Competition Re-engineering, (3)Vision and Strategy of Re-engineering, (4)establishment of Enlightened System, (5)Efficiency Elevation of Human Resource, and (6)Establishment of Corporation Culture. At the very moment of the world-wild economics depression, many corporation are confronting business crisis such as organization scrimpy, staff shortage, lay-off, salary decrease, and merge...etc, all of these crisis challenge organization to change and Re-engineering. By doing such thesis survey, the finding of this study is hope to widely applied to any organization in particular, to the one which is facing reconstruct.
43
Lin, Jia-Shyang, and 林家祥. "Research on the Relationship of Chunghwa Telecommunication Company ADR Internationalized Environment Privatization Recognition, Attitude, Organizational Climate, Turnover Intention on Organization Performance." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/39944060637516726828.
Full textAbstract:
碩士大葉大學
國際企業管理學系碩士在職專班
95
Research this think the China telecommunication example, the will and research which organizes the performance relation that probing into privatization and improving cognitive, privatization and improving the attitude, organizing the climate, leaving office mainly, find out each other's interdynamic relation by this. This research adopts the questionnaire, operate the place in order to divide one floor of standards with branch company and six affiliated in Chinese telecommunications, granting 550 questionnaires altogether, total retrieves several 468 effective samples, effective sample rate is up to 85.1%, analyse through one degree of analysis of letter, result degree, describing statistics, correlated with analysing and analysing etc. that deals with and analyses the materials. Study and sum up some the following real example results: 1. Organizing the climate and improving privatization has it cognitivly to influence. 2. Organizing the climate and improving the attitude privatization has it to influence. 3. It is having it to influence that privatization improves and improves the attitude privatization cognitively 4. Privatization is having the will of leaving office to influence to improve cognitively 5. Privatization is having the will of leaving office to influence to improve the attitude. 6. Leave office will to organize performance have apparent to influence.
44
Wu, Yen-Hua, and 武延華. "A Research of the Impact of Organizational change Recognition on Work Stress of Organization Members-Take Taitung Post-office as an Example." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/v5sz3q.
Full textAbstract:
碩士國立臺東大學
區域政策與發展研究所
98
A Research of the Impact of Organizational change Recognition on Work Stress of Organization Members-Take Taitung Post-office as an Example Advisor : Sung-Mao Hou Graduate student : Yen-Hua Wu National Taitung University Institute of Regional Policy and Development Management of public affairs professionals working class Abstract In recent years, the business of conventional post-office has been impacted by enterprise privatization, liberalization, internationalization and a shift of social structure, and the administrative job of postal business becomes complicated. The postal business is in need of an organizational revolution to strength the management efficiency and to promote the quality of service, in order to maintain a long running enterprise. A revolution in the postal business, however, is involved in revisions of organizational policy, structure and personnel system and adjustments of management methods. Adjustments cause stress on organization members physically and psychologically, and affect the efficiency of the organizational revolution. Thus, the researcher investigates the current condition information of organizational revolution cognition and work stress of employees in the post office, and studies the correlation between these two. The result of the study can be provided to policy makers as a reference of organizational revolution. Subjects of the research are current employees of Chunghwa Post Co., Ltd. The study structure and theories are set based on the literature. Questionnaires are utilized to discover the level of organizational revolution cognition and the level of work stress recognition of the employees. Theories of this study are verified by quantitative analysis procedures, such as t-Test, One-way ANOVA and Pearson's Correlation Analysis. Conclusion and suggestions are given in the end of the study. The result of this research is depicted as follow: 1. On Organizational Revolution Recognition: “Doubts on Organizational Revolution” has a higher mean value. 2. On Work Stress: “Organization Management Factor” has a higher mean value. 3. On Personal Characteristics: There is a significant difference in organizational revolution between employees with different age, salary, years of service, position and responsibilities. There is also a significant difference in work stress between employees with different age, salary, years of service, position and responsibilities. 4. There is a negative correlation between organizational revolution recognition and work stress. Based on the result of the study, there is a negative correlation between organizational revolution recognition and work stress. Thus, the future policy makers should establish an explicit short-term, mid-term and long-term plan for employees to follow when promoting an organizational revolution. Communications and propagations should be opened to employees. Representative of employees should be entitled a leading role in the revolution, in order to strengthen organizational revolution recognition and lower work stress of employees.
45
Amsel, Benjamin David. "Semantic Feature Type Constrains the Organization and Computation of Concrete Conceptual Knowledge." Thesis, 2011. http://hdl.handle.net/1807/27571.
Full textAbstract:
This thesis addresses the computation and organization of conceptual knowledge. Specifically, it focuses on the recruitment of concrete knowledge during single word reading using behavioural and electrophysiological methodologies. Chapters 1 and 2 assess how number of visual semantic features listed by participants as being part of a given concept influence the speed of word meaning computation, and its neural underpinnings, providing evidence for modality-specific neural organization. Chapter 3 assesses the flexibility of knowledge activation as a function of specific task constraints, suggesting a multi-faceted approach to semantic richness is needed. Chapter 4 describes a novel application of recent statistical advances to the analysis of real-time electrophysiological data, and highlights some limitations of standard analytical approaches. Chapter 5 assesses the real-time influence of several types of knowledge on the neuroelectric activity underlying concrete word meaning computation. A timecourse of sensory-based knowledge type activation is outlined. Finally, Chapter 6 describes a novel approach whereby real-time electrophysiological brain activity is used to predict the speed of semantic decision making, providing further evidence of a highly flexible, but finely structured, human semantic memory system.
46
Hsu, Chun-Yu, and 許純毓. "The effect of employee’s compensation system recognition on organization commitment and job performance in logistics industry." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/7g6bhj.
Full textAbstract:
碩士中國科技大學
運籌管理研究所
97
The relationship between organization commitment and job performance have be researched by many scholars. However, researchers have never considered the influence of different organization situations to the relationship. According to some researchers in practice, Compensation System is considered as a situation variance to analyze the effect to the relationship between organization commitment and job performance in the Compensation System institute recognition of employment. The survey was conducted with 217 questionnaires respect to logistics Employee, return is 55.6%. Through statistical analysis, reliability analysis, descriptive statistic, and regression analysis. This theme has steps: first step, we include the common conception of designs, goal, and polices of Compensation System institute to define the Compensation System institute Recognition with Hygiene-Based Pay, Job-Based Pay , Performance-Based Pay and Skill-Based Pay a valid questionnaire; Second step, we analyze the effect in the relationship between organization commitment and job performance to conclude that the Compensation System institute recognition of employment is an important adjustment variance.
47
Hsieh, Cheng Yao, and 謝承堯. "A Research on the Relationships among Organizational Change Recognition, Organization Citizenship Behavior, Job Insecurity and Job Satisfaction: Case of Defense Comptroller Officers of R.O.C." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/44275878774380589006.
Full textAbstract:
碩士國防大學管理學院
財務管理學系
99
The goal of this study focuses on how the R.O.C. Defense Comptroller Officers react the organizational change. In addition, it will explore the influences and relationships between their reaction and the organizational change recognition, organization citisenship behavior, job insecurity, and job satisfaction. The study sample is from seven representative division of the Ministry of National Defense. The use of non-probability sampling quota sampling conducted a questionnaire survey. A total of 300 questionnaires were issued, net of respondents had incomplete sample, a total 234 questionnaires were usable. In this study, hierarchical regression analysis showed that: because of different perception for the organizational transformation, R.O.C. Defense Comptroller Officers also have different organizational citizenship behavior, the sense of job insecurity and job satisfaction. Therefore, facing the changes of the organization, policy makers should pay attention to the security interests of its member in the future and provide its vision for future development opportunities and educational training. So the negative perception the organizational change can be eliminated and the perception of job insecurity can also be solved. In addition, the officers will be more willing to exercise their organizational citizenship behavior in order to eliminate the threat of organizational change.
48
Hu, Gang. "A Generic Gesture Recognition Approach based on Visual Perception." 2012. http://hdl.handle.net/10222/15095.
Full textAbstract:
Current developments of hardware devices have allowed the computer vision technologies to analyze complex human activities in real time. High quality computer algorithms for human activity interpretation are required by many emerging applications, such as patient behavior analysis, surveillance, gesture control video games, and other human computer interface systems. Despite great efforts that have been made in the past decades, it is still a challenging task to provide a generic gesture recognition solution that can facilitate the developments of different gesture-based applications.
Human vision is able to perceive scenes continuously, recognize objects and grasp motion semantics effortlessly. Neuroscientists and psychologists have tried to understand and explain how exactly the visual system works. Some theories/hypotheses on visual perception such as the visual attention and the Gestalt Laws of perceptual organization (PO) have been established and shed some light on understanding fundamental mechanisms of human visual perception. In this dissertation, inspired by those visual attention models, we attempt to model and integrate important visual perception discoveries into a generic gesture recognition framework, which is the fundamental component of full-tier human activity understanding tasks.
Our approach handles challenging tasks by: (1) organizing the complex visual information into a hierarchical structure including low-level feature, object (human body), and 4D spatiotemporal layers; 2) extracting bottom-up shape-based visual salience entities at each layer according to PO grouping laws; 3) building shape-based hierarchical salience maps in favor of high-level tasks for visual feature selection by manipulating attention conditions of the top-down knowledge about gestures and body structures; and 4) modeling gesture representations by a set of perceptual gesture salience entities (PGSEs) that provide qualitative gesture descriptions in 4D space for recognition tasks. Unlike other existing approaches, our gesture representation method encodes both extrinsic and intrinsic properties and reflects the way humans perceive the visual world so as to reduce the semantic gaps. Experimental results show our approach outperforms the others and has great potential in real-time applications.PhD Thesis
49
"企业所有制属性、组织认同度与员工创新能力研究 —基于航天产业视角." Doctoral diss., 2019. http://hdl.handle.net/2286/R.I.53543.
Full textAbstract:
abstract: 航天产业属于技术密集型行业，现阶段中国航天的发展需要巨额资金和科研人力资本。传统航天企业内员工相较商业航天企业缺乏创新精神，“搭便车”现象严重，缺乏以创新为内在增长动力的传统航天产业，其发展持续性终究得不到满足。相比而言，国内外的商业航天企业却展现出较强的创新能力。遗憾的是，虽然航天产业的高科技属性决定了科研人员的关键角色，但目前的研究几乎没有系统地研究过不同的体制对航天产业创新的影响机制，而有限的研究也集中在讨论宏观环境对行业创新的影响。本研究将弥补这方面研究的不足，分析传统航天模式与新兴商业航天模式下科研人员创新力差别的内在动因，力求给传统航天产业的发展提供有实际意义的参考和建议。
作者自2008年加入传统航天院所从事科研工作，2014年创立中国第一家商业卫星公司，在实践中充分利用面试知识型员工的机会，并深入访谈了不同职级的科研人员，覆盖了30家商业航天公司（截至2016年上市公司54家），包括来自中国传统航天的科研院所、直属航天企业及新兴商业航天公司300余人。通过多次沟通、邮件往来等方式进一步调查研究，发现不同所有制公司的员工在组织认同度方面存在较为明显的差异。为了系统科学地理解组织认同度在航天行业内如何影响不同体制下的科研人员的创新，本研究采用问卷调查的形式收集了1200份问卷，研究在传统航天及商业航天这两种不同所有制的航天企业中，组织认同度与科研人员创新能力的关系。从实证结果来看，航天产业员工组织认同度会显著影响员工的创新绩效，组织认同度越高的员工其创新能力往往更强，员工创新绩效越高。与此同时，通过进一步研究分析发现，航天产业公司所有权属性的差异在组织认同影响员工创新能力的过程中起着调节作用。具体而言，传统航天企业中的员工，其组织认同度对其员工创新能力影响更小，商业航天公司员工创新能力受到其组织认同度的影响相对较大。
研究结果从某种程度上反映了航天领域不同所有权属性企业所具有的不同的组织文化、组织价值观与组织结构会导致其员工个体组织认同度对其创新行为的影响产生差异。从组织文化的角度出发，商业航天企业其组织文化相对于传统航天企业而言更加自由，对员工创意、创新行为限制更少，这种自由的文化刺激并提高了员工的组织认同度，使得个体创新行为的效果更加显著。另外，从组织价值观的角度而言，商业航天企业员工相对于传统航天企业员工来讲更加看重创新行为的意义，其对员工创新行为的重视使其员工组织认同度对员工取得创新绩效产生了催化作用。最后，从组织结构的角度来看，商业航天企业其管理层相对而言往往更愿意接受企业中员工的创意与创新行为，给员工留下了相当大的创新空间，这种灵活的管理方式从某种程度上也会促进组织认同度对员工创新行为产生影响。Dissertation/Thesis
Doctoral Dissertation Business Administration 2019
50
Chou, Fen-Jui, and 周芬瑞. "The study of discrepancies between recognition of importance and level of implementation on non-profit organization information disclosure." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/03199134524993538152.
Full textAbstract:
碩士中原大學
會計研究所
98
In the age of modern information society, the rapid growth of the non-profit organization in Taiwan shows different aspects of how non-profit organizations help to solve the multi-complicated social issues with more creative and efficient ways. The key for the survival of these non-profit organizations is its credibility. Since the operation and the activities organized by these non-profit organizations involve public interests, it is important to disclose their information to the public and to be supervised by the public in order to earn their trust and resources. A well-managed non-profit organization needs to have a sturdy internal management system. Aside from the duties of its board of directors, it is also important to disclose organization’s information and its transparency. A non-profit organization should use self-discipline, information transparency and disclosure as indicators and accept the supervisions from the academic, the media, the public and other non-profit organizations. It will help to improve its credibility and develop a sound non-profit organization. This research is a qualitative study undertaken by means of literature analysis and questionnaire. It is aimed to study from the employees of non-profit organizations about the discrepancies between their recognitions of importance and level of implementation on non-profit organization information disclosure. The findings reveal that though it is agreed by all interviewees the importance of disclosing non-profit organization’s information, there are still discrepancies between their recognitions and actual disclosures. It shows that there is still a lot of room for improvement to build up the level of information transparency and management systems in Taiwan’s non-profit organizations.