Dissertations / Theses: 'Organizational design'

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Lowe, Harrison T. "Analyzing the design of terrorist organizations : using the Organizational Consultant /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Sep%5FLowe.pdf.

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Thesis (M.S. in Information Systems and Operations)--Naval Postgraduate School, Sept. 2004.
Thesis Advisor(s): Carl Jones, Ray Buettner. Includes bibliographical references (p. 93). Also available online.

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Batokova, Barbara. "Design for Organizational Intelligence in Non-Profits." Research Showcase @ CMU, 2011. http://repository.cmu.edu/theses/5.

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In many small to mid-size nonprofits, a large amount of knowledge and information is confined to local folders, hard copy formats or even specific people, making it inaccessible to those who could benefit from it. This informal practice causes duplication of efforts and prevents the organization from maintaining critical knowledge and learning from past experience. Partnering with The Center for Victims of Violence and Crime (CVVC), a Pittsburgh-based human services nonprofit organization, I applied human-centered design methods to identify their specific informal knowledge and information processes and structures. Using the research findings, I developed a sustainable and systematic knowledge management practice that also takes into account the constraints of funding and time, which many nonprofits face. To support this practice, I created a system with a hierarchical information architecture that is able to expand overtime to accommodate the growth of the organization and its programs. It enables clear organization, storage and retrieval of explicit knowledge documents as well as the related tacit knowledge, creating the necessary basis for sharing and collaboration. By simplifying and formalizing major administrative tasks, the system also streamlines organizational processes, allowing the staff to work more effectively. Implemented with Microsoft SharePoint 2010, the system creates a trustworthy environment that is necessary to facilitate organizational learning and maintain critical knowledge, leading to sustainability and innovation.

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Rydesky, Mary M. "Improving Organizational Performance in Mixed Design Organizations Through Cultures of Trust." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7735.

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The effect of trust on employees’ business processes and work outcomes is an important focus for managers because more businesses have combined centralized and remote work environments in mixed-design organizations (MDOs). A multiple case study was conducted to explore successful strategies that 9 business leaders and managers in 5 service sector MDOs in Alaska and the Pacific Northwest region of the United States used to improve organizational performance by successfully building organizational cultures of trust. Leader–member exchange served as the conceptual framework for this study. Data were collected using semistructured interviews and documents as secondary sources. Thematic analysis was used to examine participant content, evaluated in chronological and random order, as well as secondary data. Four themes emerged from data analysis: value of ongoing multidirectional communications, valuing mistakes as learning moments, observing trust responses regardless of leader/follower proximity, and relying on Internet communications technology to enable managers and leaders to create teams and build trust. Findings of this study may be used by leaders and managers in service sector MDOs to nurture and sustain trust among stakeholders regardless of location, including colocated and remote work environments. The implications of this study for positive social change include the potential of trust between leaders and stakeholders to strengthen employee engagement and productivity, improving quality of work life for personnel and sustainability for residents who might seek career opportunities and contributing to community viability.

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Costa, Cristiano Machado. "Organizational design and incentive provision." reponame:Repositório Institucional do FGV, 2004. http://hdl.handle.net/10438/71.

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Made available in DSpace on 2008-05-13T13:16:11Z (GMT). No. of bitstreams: 1 1847.pdf: 405094 bytes, checksum: 02d7abfa691a8d69c5022e083e4e3a83 (MD5) Previous issue date: 2004-06-30
We model the trade-off between the balance and the strength of incentives implicit in the choice between hierarchical and matrix or- ganizational structures. We show that managerial biases determine which structure is optimal: hierarchical forms are preferred when biases are low, while matrix structures are preferred when biases are high. Moreover, the results show that there is always a level of bias for which matrix design can achieve the expected profit obtained by shareholders if they could directly control the firm. We also show that the main trade-off, i.e., hierarchical versus matrix structure is preserved under asymmetric levels of bias among managers and when low-level workers perceive activities with complementary efforts.

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Ehteshami, Sheba. "The Happiness Design| An Innovation Study." Thesis, University of Southern California, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10748221.

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This study investigated the knowledge, motivation, and organizational elements necessary for understanding the implications of happiness on performance in the workplace. Using the Clark and Estes (2008) gap analysis, a set of knowledge, motivation, and organizational assumed influences were documented based on the support of literature and generated hypotheses. Subsequently, data was collected through interviews and surveys and triangulated via observations. A subset of the assumed influences were validated based on collected data, indicating that while happiness is not a clear indicator of performance, it does have a direct correlation with an individual’s desire to go above and beyond expected responsibilities, particularly as it relates to embedding creativity in assignments.

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Olguín, Olguín Daniel. "Sensor-based organizational design and engineering." Thesis, Massachusetts Institute of Technology, 2011. http://hdl.handle.net/1721.1/67756.

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Thesis (Ph. D.)--Massachusetts Institute of Technology, School of Architecture and Planning, Program in Media Arts and Sciences, 2011.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 117-127).
We propose a sensor-based organizational design and engineering approach that combines behavioral sensor data with other sources of information such as e-mail, surveys, and performance data in order to design interventions aimed at improving organizational outcomes. The proposed system combines sensor measurements, pattern recognition algorithms, simulation and optimization techniques, social network analysis, and feedback mechanisms that aim at continuously monitoring and improving individual and group performance. We describe the system's general specifications and discuss several studies that we conducted in different organizations using the sociometric badge experimental sensing platform. We have deployed such system under naturalistic settings in more than ten organizations up to this date. We show that it is possible to automatically capture group dynamics, and analyze the relationship between organizational behaviors and both subjective and objective outcomes (such as job satisfaction, quality of group interaction, stress, productivity, and group performance). We propose the use of static and dynamic simulation models of group behavior captured by sensors, in order to optimize group configurations that maximize individual and group outcomes, both in terms of job quality characteristics and organizational performance.
by Daniel Olguín Olguín.
Ph.D.

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Teichert, Broer. "Organisational self-renewal : process design." Thesis, University of St Andrews, 2004. http://hdl.handle.net/10023/14064.

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Firms compete based on their relative ability to renew as much as they do on their ability to extract profits from product-markets. Drawing from literature and case studies the research explores how renewal is affected in organisations. The main dynamics of the renewal process, and the issues and skills involved in its management, therefore, receive detailed treatment. Relevant data is gathered from a variety of primary and secondary sources. The research begins with an effort to understand the forces that trigger and processes that act to sustain decline in organisations. These findings are contrasted with a number of case studies that serve the identification of underlying characteristics and dynamics common to successful organizations. This comparison serves to uncover principles of successful organisation and that hold the key to renewal and sustained growth. The main objective of this research is to increase the understanding and awareness of the processes, problems and successful means of organisational renewal. Underlying is the concern to develop more formalised models and translate these findings into a useful conceptual framework as a basis and stimulus for further research and as a helpful guideline for management practitioners to handle successfully the problems of entropy and organisational ossification of their business.

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Stone, Brenda. "Efficacy of Collaborative Consulting Training Module." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10270148.

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Code for America Fellowships pair technologists with local city governments to develop digital tools that support how governments provide service to their communities. The lack of project sustainability following these Fellowships has been a source of dissatisfaction for both Fellows and clients. Code for America supports each Fellow with technical training, but provides no training on consulting techniques that help clients sustain the changes or new technology being introduced. The purpose of this action research study was to determine the efficacy of a collaborative consultation module for the Fellows at Code for America. To gather data, surveys, interviews and analysis of Fellow and client project satisfaction were conducted. Findings will inform improvements to future consultation skills training and identify activities or approaches that can enhance project sustainability.

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Finn, Connell Shannon Erin. "Exploring Operational Practices and Archetypes of Design Thinking." Thesis, Benedictine University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3569135.

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This study empirically explores operational practices and archetypes of design thinking in various organizational constructs. The emphasis is on examining the common operational practices applied in design thinking initiatives, to determine whether there are variations in the patterns of applications of these operational practices across different design thinking initiatives, and to identify what may explain such variations if they indeed do exist. The extant literature on design thinking distributed across many disciplines was assessed to determine the common operational practices underlying design thinking initiatives. These practices were then tested in the real-work context of 41 design thinking initiatives.

Two hypotheses were central to this study. First, the many operational practices of design thinking can be reduced to certain core elements or factors that are consistent across various contexts of design thinking initiatives. This hypothesis is tested through factor analysis of 32 operational practices of design thinking across 41 design thinking initiatives. Second, there will be specific archetypes or clusters of design thinking across various contexts where emphasis on core operational practices will vary depending on the context of the design thinking initiative. This hypothesis is tested through cluster analysis of the results of the factor analysis of the 32 operational practices of design thinking derived from the data cross the 41 design thinking initiatives. The cluster analysis assesses whether there are, indeed, archetypal differences in terms of these core operational practices. Then, using qualitative data derived from interviews of 10 design thinking initiatives, case exemplars highlight each of the four archetypes of design thinking initiatives and further speculate on the assumptive domain or the guiding principles that undergird these different archetypes of design thinking operational practices.

This study shows seven factors of operational practices of design thinking emerging from the data, identifying empirical categories that are present across various contexts of design thinking initiatives. These empirical categories highlight the consistency and importance of concepts in design thinking, including cooperative understanding; aspirational visioning; truth seeking; comprehensive solutioning; optimistic collaborating; analytical prototyping; and personal reflecting. Further analysis of the data revealed four archetypes of design thinking initiatives that differed by operational practices of design thinking as well as other key organizational characteristics. A metaphorical construct was applied to the archetypes to symbolize the similarities of the design thinking initiatives to four sports races: training, emphasizing learning by doing and more novice design thinking initiatives; marathons, capturing personal reflection in long timeframe change initiatives; relays, highlighting team collaboration and codesign in complex initiatives; and sprints, emphasizing fast-paced product innovation initiatives. Case studies of the four archetypes were used to provide context to the archetypes. Speculation on the underlying assumptive domains of the archetypes is captured in a model differentiating designer-led versus team-driven design thinking initiatives and low versus high sense of urgency.

Ideally, the results of this study may provide diagnostic insight into the patterns of design thinking initiatives, thus helping managers recognize aspects of design thinking that may already be present in their organization. The archetypes may also be used predictively, aiding organizations pursuing design thinking by utilizing the model as a way of identifying characteristics similar to their own design thinking considerations and goals.

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Press, B. Joseph 1966. "Building community : design in the organizational mind." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/9511.

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Thesis (Ph.D.)--Massachusetts Institute of Technology, Dept. of Architecture, 1999.
Includes bibliographical references (leaves 121-127).
In the search for meaning, the architectural profession legitimately seeks culture to sanction its products. However, in business organizations, culture is complex and tacit- richer and deeper than any of its external manifestations, including architecture. To compensate for culture's incoherence, the profession assumes facile access to culture through existing artifacts and spatial usage. I contend this response limits the profession's ability to engage social complexity, imbue architecture with cultural relevancy, and establish competitive advantage. This dissertation aims to provide insights into architectural form and process in relation to organizational culture. Schon contends tacit frames revealed in design activity circumscribe organizational culture. Further, the institutional and cultural status of these frames requires engaging in a collaborative design process. 'Appearances of form' in design activity demonstrate the presence of frames and simultaneously enable speculating about their tacit nature. Similar to the construction of frames, the design of an evolving physical object reveals how prior knowledge is assembled to facilitate sense-making. Design in a social setting- characterized by negotiation, conflict, and agreement- sparks the frame restructuring required to coordinate disparate agendas through organizational learning. Designing within the 'collective memory' and supplemented by the theory of type, design can leverage its potential to enlighten and improve organizational culture. Beginning with what designers share, the practices of Louis Kahn demonstrate cultivating an 'archi-type'- form containing both cultural and architectural knowledge. To imbue each with 'good' form, the architects collaboratively creating organizational space to direct architectural form and redirect cultural action. By seeking shared understanding through form, architectural design stimulates organizational reflection, learning, and agreement. Implanting these virtues occurs by an architectural design process stimulating the emergence of culture though 'bricolage' - the synthesis of current and future concerns with an omnipresent past to guide daily interaction. As form emerges, the architect encourages an organization to reassess the frames circumscribing its cultural activity. Heightening the appreciation and awareness of culture instills communal practices of cooperation, respect, and learning. To achieve such acumen and influence, however, requires 'reframing' our professional agenda to reinvigorate the cultural significance of architecture and the design process.
by B. Joseph Press.
Ph.D.

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Hussain, Amjad. "Workforce challenges : 'inclusive design' for organizational sustainability." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12578.

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Today's challenge for workforce management lies in providing a healthy, safe and productive working culture where people are valued, empowered and respected. Workforce diversity is becoming an essential aspect of the global workforce, and ageing is the most prominent and significant factor in this regard. Diversity brings many opportunities and challenges, as workers with different backgrounds, cultures, working attitudes, behaviours and age work together, and in future, the key to organizational effectiveness and sustainability will heavily depend on developing and sustaining inclusive work environments where people with their differences can co-exist safely and productively. Manufacturing organizations expect the highest levels of productivity and quality, but unfortunately the manufacturing system design process does not take into account human variability issues caused by age, skill, experience, attitude towards work etc. This thesis focuses on proposing an inclusive design methodology to address the design needs of a broader range of the population. However, the promotion and implementation of an inclusive design method is challenging due to the lack of relevant data and lack of relevant tools and methods to help designers. This research aims to support the inclusive design process by providing relevant data and developing new design methodologies. The inclusive design methodology suggested in this thesis is a three step approach for achieving a safe and sustainable work environment for workers, with special concern for older workers. The methodology is based on the provision of relevant human capabilities data, the capture and analysis of difference in human behaviour and the use of this knowledge in a digital human modelling tool. The research is focused on manual assembly through a case study in the furniture manufacturing industry and joint mobility data from a wide-ranging population has been analysed and the task performing strategies and behaviours of workers with different levels of skills have been recorded and analysed. It has been shown that joint mobility significantly decreases with age and disability and that skilful workers are likely to adopt safer and more productive working strategies. A digital human modelling based inclusive design strategy was found to be useful in addressing the design needs of older workers performing manufacturing assembly activities. This strategy validates the concept of using human capabilities data for assessing the level of acceptability of any adopted strategy for older workers, and suggests that the strategies adopted by skilful workers are more likely to be equally acceptable for older and younger workers keeping in view differences in their joint mobility. The overall purpose of this thesis is to present a road map towards the promotion and implementation of the inclusive design method for addressing workforce challenges and in future the same strategies might be implemented within a variety of other industrial applications. The proposed three step inclusive design methodology and getting a reasonable understanding of human variability issues along with the use of human capabilities data (joint mobility in this case) in a human modelling system for design assessment at a pre-design stage can be considered as the major contributions of this research.

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Caldwell, Russell J. "Information operations (IO) organizational design and procedures." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Mar%5FCaldwell.pdf.

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Thesis (M.S. in Information Systems and Operations)--Naval Postgraduate School, March 2004.
Thesis advisor(s): Raymond Buettner, Thomas Moore. Includes bibliographical references (p. 156-161). Also available online.

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Mosca, Luigi. "3 Essays on organizational development and design." Doctoral thesis, Università degli studi di Padova, 2017. http://hdl.handle.net/11577/3422407.

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The aim of this doctoral dissertation is to analyze the organizational design elements of young firms. The thesis consists of three chapters. The first chapter reviews the literature on Organizational Life Cycle (OLC), and discusses the why, when, who, what, and how of such models. Adding to the extant literature review, I focus on the organizational design characteristics identifying each stage. Results demonstrate that OLC models suggest that size growth – considered as obligatory – generates business issues that firms are forced to solve by adopting only one possible organizational configuration, following the deterministic organizational approach. The second chapter adopts the fsQCA approach to analyse organizational configurations of a sample of 96 Italian young firms (4 to 7 years old) operating in the middle and high tech industries. The analysis shows that in order to obtain high performance, organizational structure is a more relevant condition than strategy, and that in low turbulent environment young firms can adopt a greater variety of organizational combination than in high turbulent environment. The third chapter focuses on business model configurations of young technology firms. In particular, the analysis is based on the configurations of business models themes, firms product strategies, and environmental elements. The findings show that young firms adopt efficiency and novelty centered business model associated to either niche or differentiation strategies, in low turbulent environment. Whereas, in high turbulent environment an efficiency centered business model is combined to niche and differentiation product strategies.
Lo scopo di questa tesi di dottorato è quello di analizzare gli elementi organizzativi delle giovani imprese. La tesi si compone di tre capitoli. Il primo capitolo esamina la letteratura sui modelli del ciclo di vita delle aziende (OLC), e discute il perché, quando, chi, cosa, e come di tali modelli. Contribuendo alla letteratura esistente, mi concentro sulle caratteristiche di progettazione organizzativa che identificano ogni fase. I risultati dimostrano che i modelli OLC suggeriscono che la crescita dimensionale - considerata come obbligatoria - genera problematiche che le imprese sono costrette a risolvere attraverso l'adozione di una sola possibile configurazione organizzativa, seguendo l'approccio organizzativo deterministico. Il secondo capitolo adotta l'approccio fsQCA al fine di analizzare configurazioni organizzative di un campione di 96 giovani imprese italiane (da 4 a 7 anni) che operano nei settori di media e alta tecnologia. L'analisi mostra che per ottenere elevate prestazioni, la struttura organizzativa è una condizione più rilevante della strategia, e che in ambiente poco turbolento le giovani imprese possono adottare una maggiore varietà di combinazione organizzativa rispetto agli ambienti più turbolenti. Il terzo capitolo si concentra sulle configurazioni dei modelli di business delle giovani imprese tecnologiche. In particolare, l'analisi si basa sulle configurazioni dei modelli di business, strategie di prodotto e gli elementi ambientali. I risultati mostrano che le giovani imprese in ambienti molto turbolenti si basano sul modello di business centrato sull’ efficienza combinato alle strategie di nicchia e di differenziazione, mentre in ambienti poco turbolenti vengono adottati modelli di business basati sull’efficienza e sulla novità associati alla strategia di nicchia o di differenziazione.

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HABIB, MD AHASHAN, and LIPOL LEFAYET SULTAN. "Digital Tools for Product Development and Organizational Management." Thesis, Högskolan i Borås, Institutionen Textilhögskolan, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-20120.

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The report illustrates about the digital tools those are used for product development and organizational management (apparel sector). We went to Lectra Sweden AB, DTS solutions AB to search our planned information about those tools. We got some additional information from them as well. We were interested to learn about much software for this but we studied about Lectra Fashion PLM, PISA PDM, and ERP Garp system (CRM, SRM, MRM) as we could manage opportunity to know about them only.For Lectra, we focused on general idea about this software, its different divisions, its working procedure, its advantage to use, its possibility to use for every company. On the other hand, we concentrated on almost similar way of Lectra for PDM, PLM, ERP (CRM, SRM, and MRM).We got different divisions of Lectra, namely- Kaledo, Modaris, Diamino, Optiplan are using for various purposes, like - design, pattern making, marker making, spreading and cutting. On the opposite side of the coin, if companies implement PDM, PLM and ERP system, they can assist to manage the whole business chain very easily for instance- product development, order, purchase, manufacturing, stock/distribution, economy, logistics etcetera. We also knew that it is expensive to buy those software’s and require special skill to operate so it is not prolific to all company.
Program: Magisterutbildning i Applied Textile Management

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Lin, Stephanie. "Office Design and Organizational Culture as a Two-Way Street: A Discussion on the Interaction Between Design and Culture." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/scripps_theses/1400.

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In this thesis, I discuss how office design such as desk layouts interacts with organizational culture. Several questions motivate my study: 1) how office layout affects human interaction and work relationships; 2) how the physical setting affects the psychological and communicative aspects of work; 3) does the layout express or define culture. Physical design is bound together with organizational culture in an extricable and reciprocal relationship. The layout of the office fosters and encourages the cultural behavior of workers within the organization by the physical proximity of employees, while the organizational culture largely dominates the design and layout of the office. This interconnection ultimately affects how employees interact and communicate with one another. I explore the relationship between design and culture in steps, by explaining the progression and formation of culture, by showing that culture legitimizes layout and design, and by exploring how the culture and design foster and support organizational members’ behaviors. Office design and purpose have evolved over time because the nature of the members tasks and responsibilities are fluid and ever-changing; thus, the demand for interaction and communication changes, as well.

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Sreto, Aleksić. "Razvoj funkcionalnog modela organizacionog dizajna industrijskih sistema." Phd thesis, Univerzitet u Novom Sadu, Fakultet tehničkih nauka u Novom Sadu, 2016. http://www.cris.uns.ac.rs/record.jsf?recordId=101692&source=NDLTD&language=en.

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U radu se proučavaju osnovne karakteristike organizacije kao i njenih strukturakoje na indirektan načinu utiču na model organizacionog dizajna industrijskihsistema. U modelu je prikazana povezanost elemenata organizacionog dizajna sakarakteristikama zaposlenih i karakteristikama organizacije
Paper includes studying the basic characteristics of organization as well itsstructures that indirectly affect the model of organizational design of industrialsystems. Model shows connection between the elements of organizational designwith the characteristics of employees and the characteristics of the organization

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Delich, Joshua T. "Organizational Behavior: Perceptions Analysis of Micro and Macro Organizational Behavior in an Organizational Setting." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc822756/.

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Understanding organizational behavior (OB) has profoundly influenced organizational performance and how people behave in organizations. Researchers have suggested various micro and macro organizational behaviors to be the impetus for high-performing organizations. Through a policy capturing approach this study builds on these findings by specifically examining the perceptions of micro and macro organizational behaviors in an organizational setting. The participants (n =181) completed a Micro and Macro Organizational Behavior Perceptions Questionnaire. Results showed perception differences exist between subordinates and supervisors. Additionally, participants perceived job satisfaction to be the most important micro organizational behavior, whereas organizational design was perceived to be the most important macro organizational behavior. However when comparing hierarchal positions in the organization, supervisors weighted leadership as the most important and subordinates weighted job satisfaction as the most important organizational behavior. While these findings only scratch the surface as to how organizational behavior is perceived, the implications challenge leaders to close the OB perception gap. Correspondingly, organizational behavior thinking may result in improving individual and organizational performance.

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Hansson, Johan. "Design of organizational procedures for working environment planning /." Luleå, 2005. http://epubl.ltu.se/1402-1544/2005/26/.

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Katolnik, Svetlana [Verfasser]. "Essays on organizational design and teams / Svetlana Katolnik." Hannover : Technische Informationsbibliothek und Universitätsbibliothek Hannover (TIB), 2014. http://d-nb.info/1053541694/34.

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Mena, Jesus A. "A Quantitative Approach to the Organizational Design Problem." FIU Digital Commons, 2011. http://digitalcommons.fiu.edu/etd/413.

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The span of control is the most discussed single concept in classical and modern management theory. In specifying conditions for organizational effectiveness, the span of control has generally been regarded as a critical factor. Existing research work has focused mainly on qualitative methods to analyze this concept, for example heuristic rules based on experiences and/or intuition. This research takes a quantitative approach to this problem and formulates it as a binary integer model, which is used as a tool to study the organizational design issue. This model considers a range of requirements affecting management and supervision of a given set of jobs in a company. These decision variables include allocation of jobs to workers, considering complexity and compatibility of each job with respect to workers, and the requirement of management for planning, execution, training, and control activities in a hierarchical organization. The objective of the model is minimal operations cost, which is the sum of supervision costs at each level of the hierarchy, and the costs of workers assigned to jobs. The model is intended for application in the make-to-order industries as a design tool. It could also be applied to make-to-stock companies as an evaluation tool, to assess the optimality of their current organizational structure. Extensive experiments were conducted to validate the model, to study its behavior, and to evaluate the impact of changing parameters with practical problems. This research proposes a meta-heuristic approach to solving large-size problems, based on the concept of greedy algorithms and the Meta-RaPS algorithm. The proposed heuristic was evaluated with two measures of performance: solution quality and computational speed. The quality is assessed by comparing the obtained objective function value to the one achieved by the optimal solution. The computational efficiency is assessed by comparing the computer time used by the proposed heuristic to the time taken by a commercial software system. Test results show the proposed heuristic procedure generates good solutions in a time-efficient manner.

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Siddiqui, Talha 1969. "Organizational structure : management techniques and lessons learned in aligning technical and program management resources in engineering-intensive organizations." Thesis, Massachusetts Institute of Technology, 2005. http://hdl.handle.net/1721.1/30151.

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Thesis (S.M.)--Massachusetts Institute of Technology, System Design & Management Program, 2005.
Includes bibliographical references (p. 118-120).
The roles of systems engineering, program and project management, and engineering management are continuously blurred and challenged in complex engineering organizations. The demands made of each of these functions can lead to increasing role confusion in otherwise historically well-defined functions. It is important to understand the reasons for existing practices in defining and utilizing these roles and the functions they perform in today's engineering systems. It is the goal of this thesis to show the motivation for current practices in systems and program management, and to shed light on some of the lessons learned in managing both the technology as well as the encompassing technology programs. We look specifically at existing practices in the aerospace industry as our case-study to understand matrix organizational structures, as well as gain insights from the commercial industry and academic literature on the practices deployed in innovation and new product development and management. keywords: product development, matrix organization, systems engineering, program and project management, engineering management, managing innovation
by Talha Siddiqui.
S.M.

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Beckert, Michelle T. 1969. "Organizational characteristics for successful product line engineering." Thesis, Massachusetts Institute of Technology, 2000. http://hdl.handle.net/1721.1/82681.

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Thesis (S.M.)--Massachusetts Institute of Technology, System Design & Management Program, 2000.
This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Includes bibliographical references (p. 116).
by Michelle T. Beckert.
S.M.

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Aarenstrup, Roger. "Improvements in Organizational development." Thesis, University of Gävle, Department of Business Administration and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-4946.

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Aim: The aim of this study was to investigate the relation between innovation and system complexity, and suggest improvements for an organization to handle innovation and complexity better.

Method: The analysis was based on theoretical models about organizational structure, development models and knowledge management. The models were selected to highlight theoretical extremes rather than practical usefulness to avoid practical obstacles in the theoretic evaluations. The work progressed as a strategy development flow based on a model including four phases; analysis, objectives and recommendations, options and Implementation.

Result & Conclusions: To significantly improve how complexity and innovation are managed it isn’t sufficient to focus on improvements in one part, such as processes. Organizational goals, external environment, organizational structure, development model, knowledge management and internal culture have to be considered and balanced to achieve significant improvements. For the organization studied it was clear that there was a difference in the official description of the organization and how it worked in practice.

Suggestions for future research: Metrics are important to measure value and improvement. Balanced metrics describing how well an organization is adapted to its goals and environment is an area for future work. The effect of Model-Based design on organizational structure is another interesting topic for further research.

Contribution of the thesis: The recommendations and objectives developed in this study can be used to improve an organization with respect to both internal and external environment.

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Choudhury, Abhijit Kumar. "Integrated product and its extended enterprise network design using lean principles." Diss., Rolla, Mo. : University of Missouri-Rolla, 2007. http://scholarsmine.mst.edu/thesis/pdf/Choudhury_completeThesis_09007dcc8043f64f.pdf.

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Thesis (M.S.)--University of Missouri--Rolla, 2007.
Vita. The entire thesis text is included in file. Title from title screen of thesis/dissertation PDF file (viewed November 26, 2007) Includes bibliographical references (p. 52-58).

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Bigley, Joel. "Leveraging growth synergies in a multi-unit business through the application of a multidimensional organizational design augmented by lateral integrative mechanisms| A phenomenological case study." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3728469.

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The realization of growth synergies across products and services in a global multi-unit firm is a topic of discovery that has substantial implications for the profitability of multi-national corporations. A driver for the realization of this incompletely tapped potential is the influence of organizational design. The scholar comprehensively examines a singular case study in which a multidimensional organizational design is used to exploit growth synergies in a global multi-unit firm. For many firms, collaboration is connected to synergy realization, which is critical to growth in saturated and emerging markets. Cross-business unit strategy research has been largely focused on diversification rather than on synergies. Additionally, the literature addresses synergy realization in very turbulent or static markets; however, in this case, the scholar illustrates how a multi-unit firm in a moderately dynamic market attempted to exploit growth synergy opportunities through (a) focused action, (b) the application of an organizational design that exploits decentralized collaboration, (c) lateral support mechanisms that preserve business unit (BU) self-interest, (d) a designed relationship with the corporate center, and (e) a singular context with clients. The intent of these actions is to enhance profitability theory by analyzing rapid evolutionary change in an integrated global value chain. This study attempts to show whether or not a multi-unit firm made of business units that are related diversifiers can be combined, or recombined, to exploit complementary resources. Furthermore, this study advances emerging research on the exploitation of multidimensional organizational design, its dynamic capabilities, co-evolutionary organization-wide change leadership, and cross-unit innovation.

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Martínez, Víctor Takahiro Endo. "Global product development : a framework for organizational diagnosis." Thesis, Massachusetts Institute of Technology, 2008. http://hdl.handle.net/1721.1/43177.

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Thesis (S.M.)--Massachusetts Institute of Technology, System Design and Management Program, 2008.
Includes bibliographical references (leaves 125-128).
The main purpose of this thesis is to present an approach for analyzing product development organizations in a globalizing world. The fragmentation and distribution of several product development activities in the global market have generated a variety of strategies. In addition, an increasing visibility of the influence of cultural diversity in these strategies and an intensified sensitivity to sustainability issues motivate this research. Retaking the questions of which is the best strategy for product development organizations to succeed and, even further, which is the measure of success for these organizations are also part of the motivation behind the research. The methodology followed for constructing the socio-technical framework presented in this document mainly consisted of gathering, analyzing, and integrating existing literature and frameworks from systems engineering, social, and management studies. Utilizing a macro-framework with three spectra -space, time, and context- the framework allows the decomposition of the product development system into three levels, identifying the key stakeholders and roles within the system. The framework includes four different angles -structural, human resources, political, and symbolic- from which a product development organization can be diagnosed. Also, the knowledge of predictable reflexive human responses is presented as a means for stabilizing an organization. In parallel, the study includes an exploratory approach for finding a robust way of measuring a product development organization. Finally, an intervention strategy is proposed as an outcome of both the research process and the framework presented. An automotive product development organization was selected for testing the applicability of the framework.
by Víctor Takahiro Endo Martínez.
S.M.

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Tonaszuck, David M. (David Michael) 1966. "The impact of leadership on systematic organizational change." Thesis, Massachusetts Institute of Technology, 2000. http://hdl.handle.net/1721.1/82679.

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Thesis (S.M.)--Massachusetts Institute of Technology, System Design & Management Program, 2000.
This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Includes bibliographical references (p. 81-82).
by David M. Tonaszuck.
S.M.

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Sechrist, Scott Richard. "Organizational citizenship behaviors and technologically proficient university faculty." W&M ScholarWorks, 2000. https://scholarworks.wm.edu/etd/1539618639.

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As institutions of higher education seek to meet the demands of a changing technological environment, they are compelled to push for increased faculty use of technology in their instructional and scholarly pursuits. as more faculties adopt these innovations, universities find themselves unable to provide the necessary technological support required. Filling this support gap are the techno-profs, faculty members who are technologically proficient, have a network of technological resources, reside at the department level, and are willing to assist most everyone who asks for help.;The purpose of this study was to determine if the techno-profs within various university administrative units have common social and personal characteristics, provide similar technological contributions to their units, exhibit characteristic organizational citizenship behaviors (OCB), and experience positive or negative effects on their careers as a result of these discretionary behaviors.;Social network analysis of the results of a World Wide Web based survey of two academic departments at two universities in the southeastern United States revealed three techno-profs to whom other faculty went for assistance. Semi-directed interviews of the three techno-profs, their deans, and the information technology administrators at both institutions were conducted using a conceptual framework of the university as a social organization based upon the works of Goran Ahrne (1994) and Shirley, Peters, & El-Ansary (1976).;It was concluded that by relying so heavily on techno-profs to provide technological expertise and by providing them the most advanced technological resources, organizations, in essence maintain these faculty in a position that benefits the institution, but is often detrimental to the individual. Techno-profs can easily attribute an exaggerated worth to their technological abilities and importance to the organization as the university pays little heed to their contributions at promotion and tenure time.;Further research is needed to evaluate the effects of OCB on faculty in disciplines other than Humanities, and at different points along the faculty career path. A study of the financial impact of OCB is also needed.

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Mendoza, Kristan A., and Lisa A. Devlin. "Performance based logistics and the implications of organizational design." Monterey, California. Naval Postgraduate School, 2005. http://hdl.handle.net/10945/9995.

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Joint Applied Project
DoD has directed Military Departments to implement Performance Based Logistics (PBL) as a preferred approach for product support. The purpose of this Joint Applied Project (JAP) is to research and analyze four programs that have implemented PBL to determine what types of organizational designs are conducive to successful implementation, and apply those designs to a program at our command. We will identify organizational structures or characteristics of programs having successfully implemented PBL and then determine to what extent those characteristics are being used or should be used in the Standard Automotive Tool Set (SATS), an (Army) TACOM Rock Island managed program. Research will address current industry practices, Department of Defense policies and guidance, as well as an analysis of organization design on three programs using PBL for product support. Our final recommendation will address whether the characteristics or organizational structure of the SATS team should change to make PBL a successful product support strategy.

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Amakali, Tangi Rebekka. "Inclusive design policy implementation : an organizational knowledge creation perspective." Thesis, University of Reading, 2017. http://centaur.reading.ac.uk/75515/.

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The built environment plays an important role in ensuring inclusive access, making a provision for the wider population, especially disabled people, in accessing goods, work, education, facilities, services, health and housing. There are currently 11 million registered disabled people in the UK and the number is expected to rise in the coming years. The majority of this population faces challenges within the built environment due to physical barriers, some of which can be eliminated during the design stages. The DDA 1995, now part of the Equality Act 2010, was brought in by the UK Government to eradicate these barriers and led to Planning Policy Statement 1 in 2005 (also known as PPS1, which replaced by the National Planning Policy Framework in 2012) and Building Regulation Part M 1987, 2000, 2004 and 2010. All of these are designed to minimise disability discrimination by calling for reasonable provision for inclusive access within the built environment. Yet the literature review for this thesis suggests that designs that are not inclusively designed are still being granted permission. Furthermore, the literature review highlights: the limited understanding of inclusive design policy implementation amongst policy actors; the lack of clear policy documents, and; the weak influence of policy in decision-making. This research aims to examine how policy actors gain an understanding of the inclusive design policy implementation process necessary to assess the accessibility of the designs. To understand the research aim an Organizational Knowledge Creation Theory was introduced. In addition, a qualitative methods approach is adopted. The qualitative component involved semi-structured face-to-face interviews with thirteen policy actors from four selected case studies which are Local Authorities, underpinned by an analysis of the inclusive design policy document for each case study. The findings highlighted three main issues: poor knowledge creation on inclusive design; lack of organizational vision of the inclusive environment, and; access officers’ poor involvement in knowledge creation. This thesis makes a number of recommendations for improving the current understanding of inclusive design policy implementation amongst policy actors.

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Smith, Peter J. A. (Peter John Anthony) 1959. "Organizational design : the integration of pharmaceutical discovery and development." Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/28588.

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Thesis (S.M.)--Harvard-MIT Division of Health Sciences and Technology; and, (S.M.M.O.T.)--Massachusetts Institute of Technology, Sloan School of Management, Management of Technology Program, 2004.
Includes bibliographical references (leaves 60-61).
The decline in Pharmaceutical R&D productivity has been attributed to high clinical failure rates suggesting that targets, leads and clinical candidates may be of lower quality in recent years. Senior R&D management generally believes that a greater integration of drug discovery and development will improve the selection and optimization of clinical candidates. I demonstrate the different nature of discovery and development with discovery tasks seen as more uncertain, having more reciprocal work flows and more under the control of management than development tasks. Discovery and development personnel have different characteristics and motivations, with discovery staff having greater creative skills and development staff greater planning skill. Following a congruence approach to organization design these differences imply that a complete merging of discovery and development functions would lead to poor fit between organizational design elements. This leaves an ongoing requirement for integrative systems which can preserve the important characteristic of discovery and development functions yet provide knowledge integration at key decision points to improve the quality of clinical candidates. A wide range of integrating mechanisms was found to be in use with an emphasis on cross functional teams. Information Technology was viewed as necessary infrastructure but not an important component of knowledge integration. No strong links were found between pipeline maturity and the integrative mechanism deployed. I speculate that company R&D performance could be better matched to internal and external circumstances by a more active approach to managing integrative systems. I propose a conceptual model of integrative systems to guide a more dynamic management approach
(cont.) to organizational design of R&D and suggest further work to formalize the model through an agent based simulation.
by Peter J.A. Smith.
S.M.M.O.T.
S.M.

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Chowdhury, Sanjib Kumar. "Customer Induced Uncertainty and Its Impact on Organizational Design." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc2214/.

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How firms facing environmental uncertainty should organize their activities remains an important and challenging question for today's managers and organizational researchers. Proponents of contingency theory have argued that organizations must adjust their activities to fit the level of environmental uncertainty to ensure long-term survival. Although much work has been done on contingency theory, it is clear that our understanding of uncertainty is far from complete. One important aspect of today's organizations is their focus on service, mass customization, and continuous innovation. This focus often results in the customer being brought either into the organization or at least into closer contact with it. Even though the literature provides numerous evidences of the increasing customer focus, it is yet to empirically explain how the complications of customer-organizational interactions might create uncertainty for contemporary organizations. The traditional measure of uncertainty still considers customers as an environmental factor causing demand uncertainty while ignoring the complex nature of customer and organizational encounters. Seeking to further refine the concept of uncertainty and focusing on the contemporary business phenomena, this study develops measures aspects of customer induced uncertainty and examines their relationships with three organizational design variables. Specifically, this study explains the complicated nature of customer - organizational encounters that creates organizational uncertainty. Also, this study develops three operational measurement instruments for the three aspects of customer induced uncertainty. Finally, this study shows specific relationships between aspects of customer induced uncertainty and specific organizational design variables. This study conducted a mail survey of middle level managers. With a sample size of 118 the measurement instruments were shown to have validity and reliability using factor analysis and Cronbach's alpha. Regression analyses indicate the presence of specific rather than general relationship between customer induced uncertainty variables and organizational design variables. Regression results suggested that the relationships between customer induced uncertainty variable and design variables were depended on the specific combination. For example, Customer acquisitiveness was negatively related to formalization where as Customer importance was positively related to professionalism. Results also suggested a possible positive relationship between decentralization and customer induced ambiguity. Although not without limitations, this study improves our understanding of contemporary environmental uncertainty. Moreover, it provides preliminary measurement instruments of customer induced uncertainty variables for numerous future studies. Overall, this study is a preliminary step toward further understanding of the uncertainty-design contingencies of contemporary and future organizations.

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Mullarkey, Matthew T. "Inter-Organizational Social Network Information Systems: Diagnosing and Design." Scholar Commons, 2014. https://scholarcommons.usf.edu/etd/5279.

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While IS research into on-line Inter-Personal (IP) Social Networks (SN) is highly visible, there has been surprisingly little focus on the use of on-line social networks for Inter-Organizational (IO) communications, interactions, and goal achievement. We explore the issues and challenges facing organizations in their design and use of inter-organizational social network information systems (IO SNIS). Artifact design principles are drawn from a new and insightful model that contrasts the advantages of existing innovative inter-personal (IP) SNIS artifacts with Social Network Theory on differences between IP and IO Social Networks. This research extends the existing streams of IS social networking research into the inter-organizational domain and encourages additional IS research into the analysis, design, and build of artifacts that animate the social behavior of organizations. We develop a key design concept for IO SNIS and establish the design principles underlying the general artifact design and the specific design features that apply the design constructs to an exemplar IO social domain. This dissertation uses Action Design Research (ADR) approach within the Design Science Research (DSR) paradigm to formulate the research opportunity and anticipate a practice-inspired and theory-ingrained artifact. The researcher works with a practitioner team in the domain of mid-market private equity (MMPE) to explore the model and evaluate existing on-line inter-organizational artifacts to establish specific design features for an IO SNIS artifact. We find that the design principles can generalize from the IO SNIS Design Concept Model to other IO Social domains and that the design features can be used to build an instantiation of IO SNIS in the Private Equity domain.

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Hayes, John Paul. "Collaborating in engineering design." Thesis, University of Bath, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.527137.

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Collaborating in engineering design is taking place increasingly across technical disciplines, departments and organisations. When collaborating, participants confront issues about how to share understanding and foster aligned project expectations. A review of literature suggests there is limited research about the process of collaborating in engineering design and how collaborating is influenced by context. Collaborating is distinguished as a relational concept (involving at least two parties) that is a social process occurring in both pairs and a group. Studies currently focus on group effectiveness, one or two processes (e.g. communication), and either a group (e.g. a collaboration) or pairwise relations (e.g. inter-organisational relationships). A framework of relevant concepts was adopted from literature on collaboration practice to organise empirical data. Collaborating in engineering design is explored in sixty semi-structured interviews focusing on participants’ interaction and shared understanding (as pairs and groups) in their activities. This is complemented by observations of group meetings and project documentation. Empirical data is presented from four industry-based case studies classified by design type (adaptive or original) and design setting (intra or inter-organisational). Cross-case comparisons draw attention to an increase in ambiguity and uncertainty in combining tasks, roles, expertise and participants in original design type or inter-organisational cases. Findings from cross-case analysis highlight seven new conceptual categories. Four features (Opportunity, Dependence, Results, Adjustments) are used to present a dilemma that participants face which is more acute where organisational and knowledge boundaries are crossed. Three mechanisms (Familiarising, Associating, Regulating) describe how pairwise relations influence a group and individuals in collaborating. These show that through pairwise relations individuals recognise, establish and maintain expectations of how to collaborate in engineering design. This reveals that pairwise relations both help and hinder individuals and a group in how they adjust to foster aligned expectations of collaborating.

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Al-Tayyar, Mohammad H. (Mohammad Haytham). "Corporate entrepreneurship and new business development : analysis of organizational frameworks, systematic processes and entrepreneurial attributes in established organizations." Thesis, Massachusetts Institute of Technology, 2014. http://hdl.handle.net/1721.1/90706.

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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, Engineering Systems Division, System Design and Management Program, 2014.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 113-122).
Entrepreneurship is a distinctively individual concept. The individual entrepreneur works on his or her own to create a new business. Employees on the other hand function within the boundaries of the company. Employees that behave entrepreneurially collectively create the phenomenon of corporate entrepreneurship. In this thesis, we study the most common and overarching traits, characteristics and attributes of individual entrepreneurs. We analyze the most commonly prevalent traits and analyze how companies can be structured to foster strong sustainable corporate entrepreneurial ecosystems. The research also evaluates different corporate entrepreneurial models, types and frameworks through analyzing existing processes for creating corporate entrepreneurship and new business development. We explore concepts such as corporate venturing, corporate new business development, intrapreneurship, joint venturing, alliances, entrepreneurial human resource management, entrepreneurial organizational designs and business model innovation strategies. Specific companies that exemplified specific corporate entrepreneurship processes were analyzed such as DuPont 3M, IBM and Degussa AG. The concept of corporate entrepreneurship is instrumental in creating growth for companies but also could be a source of risk, where the example of Samsung Motors describes some of the negative impacts of corporate diversification. The research considers sustainable approaches for successfully implementing corporate entrepreneurship and new business develop and focus is given on the human interactions between the employee and the company.
by Mohammad H. Al-Tayyar.
S.M. in Engineering and Management

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36

Krauter, Nina, and Eva Mayer. "Does structure matter? : The influence of organizational structure on information overload." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-157330.

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The Organizational Information Processing Theory (OIPT) was used as a tool to analyze the collected data. It was found that, when Information Processing Requirements (IPR) outweigh Information Processing Capacities (IPC), information overload can be the result. Organizational structure should be chosen to enable successful task execution, if that is the case information overload is unlikely to occur. Structural elements that were found to especially increase IPC and therefore reduce the likelihood of information overload are: clarity, transparency and adherence to definitions of job responsibilities or roles.

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Wagenborg, David. "MDA development by design or by policy." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://bosun.nps.edu/uhtbin/hyperion-image.exe/08Mar%5FWagenborg.pdf.

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Thesis (M.S. in Information Systems and Operations)--Naval Postgraduate School, March 2008.
Thesis Advisor(s): Gallup, Shelley. "March 2008." Description based on title screen as viewed on May 16, 2008. Includes bibliographical references (p. 59-60). Also available in print.

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Liu, Bing 1968 Oct 25. "Product development processes and their importance to organizational capabilities." Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/34796.

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Thesis (S.M.)--Massachusetts Institute of Technology, System Design & Management Program, 2003.
Includes bibliographical references (p. 71-73).
Product development is a creative and interdisciplinary activity that transforms a market opportunity and technological innovation into successful products. It is a set of activity-based processes in a product-oriented enterprise, and is essential to the economic success of such organization. Determining important processes in the product development and determining their relationships with organizational capability are crucial to the sustainable success in product development. Studying their relationships would give us insights into the product development dynamics. The objectives of this research are to provide a framework to determine the importance of product development processes and their relationship with organizational capabilities, to provide an assessment vehicle that helps organizations assess their capabilities and make improvements, and to improve predictions of project outcomes as the ultimate goal. To fulfill the objectives and to achieve the goal of this research, a step-based approach was adopted: first, Identify important processes in product development, second, identify an organization's capability using important product development processes identified through literature review and survey. Third, study various factors that influence the determination of importance of product development and the capability of product development were studied. Forth, test two hypotheses based on the statistics. The work in this thesis illustrates how various factors such as company size, industry sectors, and professional experience may influence the dynamics of product development process.
by Bing Liu.
S.M.

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39

Bruce, Gonzalo R. "Institutional Design and the Internationalization of U.S. Postsecondary Education Institutions." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1247069809.

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Mingus, Matthew C. Orman Richard D. "Organizational design principles for countering terrorism in the United States /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA386780.

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Thesis (M.S. in Defense Analysis) Naval Postgraduate School, Dec. 2000.
Thesis advisors, David C. Tucker, Susan P. Hocevar. "December 2000." Includes bibliographical references (p. 91-93). Also available online.

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41

Kamboj, Sachin. "The use of organizational self-design to coordinate multiagent systems." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 237 p, 2010. http://proquest.umi.com/pqdweb?did=1998436831&sid=4&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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42

Biersteker, Marcel Kann Johann Sebastian. "Managing monastries strategy and organizational design in Göttweig Abbey's businesses." München AVM, 2010. http://d-nb.info/1003458971/04.

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Montes, Jose Fernando. "Organizational design analysis of Fleet Readiness Center Southwest Components Department." Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Dec%5FMontes%5FMBA.pdf.

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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2007."
Advisor(s): Hocevar, Susan P. ; Euske, Kenneth J. "December 2007." "MBA professional report"--Cover. Description based on title screen as viewed on January 10, 2008. Includes bibliographical references (p. 111-113). Also available in print.

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Burke, James Brian. "Evolution of the entrepreneurial firm : product strategy and organizational design /." Thesis, Cambridge, Mass, 1996. http://www.gbv.de/dms/zbw/527372560.pdf.

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Mingus, Matthew C., and Richard D. Orman. "Organizational design principles for countering terrorism in the United States." Thesis, Monterey, California. Naval Postgraduate School, 2000. http://hdl.handle.net/10945/7759.

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Recent terrorist activities (the World Trade Center bombing, the Oklahoma Federal Building bombing, the release of Sarin Gas in the Tokyo subway, etc.) have focused the national leadership on the topic of terrorism inside the borders of the United States. In response, two Presidential Decision Directives (PDD-62 and PDD-63) were issued to help define the terrorist threat and recommend a counter- terrorism organization in the federal government. However, the directives do not determine how the Federal government works with state and local authorities. The directives also do not focus on local, state, and federal capabilities to preempt a possible terrorist attack. This thesis builds a organizational framework of the U. S. counter-terrorism environment; explains the current U. S. counter-terrorism structure from a local perspective; develops a set of principles that could be used by any local or federal agency to develop a new or more efficient counter-terrorism organization; assesses two domestic counter-terrorism organizations; and proffers specific recommendations on how U. S. counter-terrorism organizations and programs could be more efficient

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Farahani, Rad Ali. "Cloud computing and its implications for organizational design and performance." Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/81073.

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Thesis (S.M. in Management Studies)--Massachusetts Institute of Technology, Sloan School of Management, 2013.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 35-36).
Cloud computing has been at the center of attention for a while now. This attention is directed towards different aspects of this concept which concern different stakeholders from IT companies to cloud adopters to simple users of cloud services. Cloud computing is affecting the IT industry in terms of operations, product and service development, and strategy. It also affects the organizations that adopt cloud computing. Any new technology or new means of conducting business processes could have a potential effect on organizational structure as well as performance. The purpose of this thesis is to investigate the implications of adopting cloud computing for organizational design and performance. It focuses on how a lowering in the costs associated with IT might influence the organizational design and in particular the decision making structure of organizations. Past research conducted on the effects of the costs associated with IT on organizational structure have been used to explain the implications of adopting cloud computing.
by Ali Farahani Rad.
S.M.in Management Studies

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Van, Aken Eileen M. "Determinants of team effectiveness for cross-functional organizational design teams." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-11082006-133627/.

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Kelly, Michael Robert 1953. "Intelligent space laboratory organizational design using system entity structure concepts." Thesis, The University of Arizona, 1990. http://hdl.handle.net/10150/291985.

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This thesis is the product of a knowledge acquisition effort, whose objective was to obtain information essential to the modelling and simulation of a robotically operated laboratory on board the forthcoming space station "Freedom." The information is represented using the system entity structure, a knowledge representation scheme that utilizes artificial intelligence concepts. The system entity structure details the design information and associated knowledge required for the intelligent autonomous operation of the space-based laboratory. The approach is proven to be very beneficial for organizing and displaying the vast amounts of information that constitute this intricate system design. Knowledge management, representation, and the nature of a future software implementation are also addressed.

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Khajarian, Araz. "Context-Relativity in Organizational Culture: The Case of the American University of Madaba." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108835.

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Thesis advisor: Rebecca Schendel
Organizational culture was originally addressed in the management literature in the late 1970s (e.g. Pettigrew, 1979; Deal & Kennedy, 1982). Scholars have later on extended the discussion to include higher education institutions (e.g. Tierney, 2008). However, the majority of the literature on organizational culture in higher education is based on institutions that follow and are placed within the Western model. Despite the lack of direct evidence, it is fair to suspect that there is a relationship between the culture of an organization and its national/regional context. This study investigates the nature of that relationship and provide real world examples through an in-depth case study on the American University of Madaba (AUM). In evaluating AUM’s organizational culture, this study explores the institution’s organizational identity and its organizational design (the sum of the two, in this study, constitutes the culture of the organization). The data suggests that AUM’s organizational identity holographically (Albert & Whetten, 2004) brings together four different identity pieces: American, Catholic, Jordanian, and not-for-profit. The study concludes that the institution’s focus on its American identity and partial neglect in incorporating its other identity pieces into its organizational design with equal weight lead to a misalignment between its espoused, attributed, shared and aspirational organizational values (Broune & Jenkins, 2013), which ultimately leads to a misalignment between its organizational identity and its organizational design, resulting in what would be generally considered an unhealthy organizational culture (Gulua, 2018). In AUM’s case, this misalignment causes an amended combination of what the literature presents as an expectation gap and a dislocation gap in organizational values (Broune & Jenkins, 2013). However, context-relativity (a crucial concept in this study), with its historical, economic, political, socio-cultural and colonial components, is highly impactful in studying the relationship between AUM’s organizational culture and its national/regional context and impacts our understanding of the initial findings. This study reveals that there is a strong conception in the Middle East that American higher education = good quality (but good quality does not necessarily equal American). Therefore, in the light of context-relativity, AUM’s organizational gaps and the misalignment between its identity and design is not a matter of unauthenticity, but rather lack of options. Being an American institution in the Middle East comes with a market advantage; therefore, such an approach is a way for AUM to survive in a world where global power dynamics carry strong preconceptions about the quality of American higher education. By being American “enough” to maintain its market advantage and being Jordanian “enough” to keep the peace with their students and staff and the surrounding community, AUM, as a young higher education institution, is finding a way to survive and advance its quality in the process
Thesis (MA) — Boston College, 2020
Submitted to: Boston College. Lynch School of Education
Discipline: Educational Leadership and Higher Education

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Clark, Frankie J. "Scenario design : adaptive architecture for command and control experiment eight." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FClark%5FFrankie.pdf.

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Dissertations / Theses on the topic 'Organizational design'

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