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Dissertations / Theses on the topic 'Organizational diagnostics'
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Lindovský, Matěj. "Návrh změny organizační kultury ve výrobním podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223733.
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The master´s thesis deals with organizational culture and its effect on efficiency of Kovomont Lindovský s.r.o. The objective of this Master´s thesis was analysis of Organizational Culture in manufacturing company, detrmination of recent state and suggestion of arrangement which leads to improvement of deficiencies within company strategy and productivity. Survey about recent state of organizational culture in this company was based on written inquiry and interviews.
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Bukvová, Alena. "Návrh změny organizační kultury." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222891.
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The master´s thesis deals with organizational culture and its effect on efficiency of VeSt servis, s.r.o. The aim of this paper was to analyse the content of organizational culture of the chosen company, to assess its content in relation to efficiency of the organization and based on the results of the completed survey the possibility of changing the real content of organizational culture to better comply with the desired content was suggested.
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Djoulah, Farida. "Les personnes handicapées vieillissantes : enjeux socio-économiques, organisationnels, et diagnostics : le cas du syndrome de Down." Thesis, Bordeaux, 2015. http://www.theses.fr/2015BORD0003.
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Les personnes souffrant d’un syndrome de Down (SD), appelé aussi trisomie 21, ont vu leur espérance de vie augmenter bien au delà des 50 ans induisant l’apparition de démence de type Alzheimer (DTA). Les conséquences de cette augmentation de l'espérance sont multiples : difficulté à diagnostiquer une démence au sein d'une population présentant des déficientes intellectuelles, difficulté de prise en charge de cette population, etc. Ainsi, les établissements médicoOsociaux et les centres de consultation mémoire restent désarmés face à la prise en charge et au diagnostic de cette population. Notre travail de thèse a eu pour objectif d'aborder l'ensemble des difficultés lié à cette problématique.Nos travaux ont ainsi mis en exergue : 1/ cette problématique concerne aussi bien les structures pour personnes âgées que celles pour personnes handicapées 2/ il existe une véritable difficulté à diagnostiquer la présence d'une démence auprès de cette population. Pour répondre à cette difficulté nous avons élaboré et testé un outil d'aide au diagnostic 3/ la problématique de diagnostic, de formation des professionnels PA/PH et de prise en charge de cette population (activités, locaux non adaptés, taux d’encadrement insuffisant, médicalisation accrue..) via la modélisation organisationnelle des parcours de vie des personnes atteintes de SD et de DTA notamment. Cette modélisation montre l’impact sur l’évolution des organisations et des institutions d’accueil ainsi que le manque de lien entre le secteur sanitaire et médico social. Des pistes sont discutéesPeople with Down syndrome (DS), also known as trisomy 21, have seen their life expectancy increase beyond 50 years inducing the onset of AlzheimerOtype dementia (DTA). The consequences of this increase in life expectancy are multiple: difficulty of diagnosing dementia in a population with intellectual disabilities, difficulty of care for this population, etc. Thus, specialised institution and memory clinics remain powerless against the management and diagnosis of this population. Our thesis has aimed to address all the challenges related to this issue.Our work thus highlighted: 1 / this problem concerns both for the elderly than for the disabled, 2 / there is a real difficulty in diagnosing the presence of dementia in this population. To meet this challenge we have developed and tested a diagnostic aid tool. 3 / diagnostic problematic, professional training and support for people in charge of this population (activities, unsuitable premises, insufficient teacher ratio, increasing medicalization, etc.) via organizational modelling the life course of individuals suffering from SD and DTA. This model shows the impact on the evolution of organizations and host institutions and the lack of connection between the health sector and medicoOsocial. Hypothesis and possible solutions are discussed
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Hrůzová, Petra. "Návrh změny organizační kultury ve společnosti Shell Czech Republic, a.s." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222383.
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Main subject of this Master's Thesis is organizational culture. Work defines main terms: definitions, components, structure, influences, function, typologies and methods of organizational culture content. Written inquiry, interview and documents content analysis were used to determine the present state of organization culture in Shell Czech Republic, icn. company. The target was to design necessary steps which should provide areas of organizational culture.
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Suhr, Peter Richard. "The development of the organizational productivity diagnostic survey /." Access abstract and link to full text, 1989. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9010781.
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Mikulová, Kristýna. "Diagnostika organizační kultury ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113654.
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The Diploma thesis deals with diagnosis of ČSOB, a.s. organizational culture. The theoretical part explains various terms of organizational culture, typologies of organizational culture and methods used to diagnose organizational culture. Based on chosen methodology the practical part analyses and evaluates organizational culture of this company.
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Pokorná, Pavla. "Diagnostika organizační kultury ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113076.
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The thesis deals with diagnosis of organizational culture of FRIGOMONT a.s. In the theoretical part of the thesis are described basic terms, typology of organizatinal culture, the strenght of organizational culture and methods to deagnose organizational culture. Based on the chosen metodology, the practical part analyses the organizational culture of this company.
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Kaňková, Veronika. "Diagnostika organizační kultury ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113655.
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The thesis deals with diagnosis of the organizational culture of ATRIUM, s. r. o. its type, strenghts and components. Basic terms, assumptions and characteristics of organizational cultures are widely explained in the theoretical part of the thesis. Subsequently in the practical part is the diagnose model, based on the theoretical knowledge, applied on the organizational culture of ATRIUM, s. r. o..
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Costa, Robson Peranconi. "PROPOSTA DE UM MODELO DE AVALIAÇÃO DE DESEMPENHO PARA FRIGORÍFICOS DE BOVINOS." Universidade Federal de Santa Maria, 2012. http://repositorio.ufsm.br/handle/1/8258.
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The dynamism of the globalized world induces the companies to develop and make
use of many tools and techniques to assistance the process of business
management. In this context highlights the administration costs, for his vital character
to give technical support in strategic management and decision-making within
organizations. One of the greatest challenges of the managers is the effective control
of production costs in the manufacturing units of the organizations, since these serve
as a parameter for achieving good business performance. In this sense, the present
study considered exploratory, through a case study, sought to analyze the costs in
industrial production and the result obtained with the proposed organizational
performance measurement model, through the application of costing method named
production unit - UP. The present study sought to analyze the organizational
behavior, based on industrial costs, focusing the analysis variations and the impact
generated in the processes of strategic management and decision-making in a cold
company located in the State of Rio Grande do Sul - RS.O dinamismo do mundo globalizado obriga as empresas a desenvolverem e aplicarem uso de inúmeras ferramentas e técnicas para auxiliarem nos processos de administração empresarial. Neste contexto, destaca-se a administração de custos, pelo seu caráter vital em dar suporte técnico na gestão estratégica e tomada de decisão dentro das organizações. Um dos grandes desafios dos gestores é o controle efetivo dos custos de produção nas unidades de produção das organizações, pois estes servem de parâmetro para atingir um bom desempenho do negócio. Neste sentido, no presente trabalho, considerado de natureza quantitativa exploratória, através de um estudo de caso, buscou-se analisar os custos na produção industrial e o resultado obtido com a proposta de modelo de medição de desempenho organizacional, por meio da aplicação de método de custeio denominado Unidade de Produção - UP. O presente trabalho, portanto, buscou analisar o comportamento organizacional, baseado em custos industriais, tendo como foco as análises de variações e o impacto gerado nos processos de gestão estratégica e na tomada de decisões em uma empresa frigorífica situada no estado do Rio Grande do Sul - RS.
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Mutcheson, Ryan Brock. "Diagnostic Modeling of Intra-Organizational Mechanisms for Supporting Policy Implementation." Diss., Virginia Tech, 2016. http://hdl.handle.net/10919/81307.
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The Virginia Guidelines for Uniform Performance Standards and Evaluation Criteria for Teachers represented a significant overhaul of conventional teacher evaluation criteria in Virginia. The policy outlined seven performance standards by which all Virginia teachers would be evaluated. This study explored the application of cognitive diagnostic modeling to measure teachers' perceptions of intra-organizational mechanisms available to support educational professionals in implementing this policy.
It was found that a coarse-grained, four-attribute compensatory, re-parameterized unified model (C-RUM) fit teacher perception data better and had lower standard errors than the competing finer-grained models. The Q-matrix accounted for the complex loadings of items to the four theoretically and empirically driven mechanisms of implementation support including characteristics of the policy, teachers, leadership, and the organization. The mechanisms were positively, significantly, and moderately correlated which suggested that each mechanism captured a different, yet related, component of policy implementation support. The diagnostic profile estimates indicated that the majority of teachers perceived support on items relating to "characteristics of teachers." Moreover, almost 60% of teachers were estimated to belong to profiles with perceived support on "characteristics of the policy." Finally, multiple group multinomial log-linear models (Xu and Von Davier, 2008) were used to analyze the data across subjects, grade levels, and career status. There was lower perceived support by STEM teachers than non-STEM teachers who have the same profile, suggesting that STEM teachers required differential support than non-STEM teachers.
The precise diagnostic feedback on the implementation process provided by this application of diagnostic models will be beneficial to policy makers and educational leaders. Specifically, they will be better prepared to identify strengths and weaknesses and target resources for a more efficient, and potentially more effective, policy implementation process. It is assumed that when equipped with more precise diagnostic feedback, policy makers and school leaders may be able to more confidently engage in empirical decision making, especially in regards to targeting resources for short-term and long-term organizational goals subsumed within the policy implementation initiative.Ph. D.
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Mandík, Jaroslav. "Organizační kultura ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-113362.
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The target of the thesis with the title "Corporate culture in selected organization" is to describe the corporate culture of the Engineering Center based in the company TRW Automotive Czech s.r.o. in Jablonec nad Nisou. The theoretical resources of the thesis are a compilation of facts and opinions originating from authors and scientists who are engaged in the area of management, organizations and corporate culture. The thesis endeavours to provide a brief but comprehensive view on the topic. Further the thesis describes reasons for corporate culture diagnostics and tools to achieve it.The results of the thesis are the primary data obtained by the research via observation and questioning, their incorporation and interpretation using comments. The output of the thesis is at the end a SWOT matrix summarizing strengths and weaknesses of the corporate culture and containing a set of various strategies, which might be used by the management.
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Šafránková, Lucie. "Diagnostika organizační kultury ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-136245.
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This diploma thesis deals with the Diagnosis of organizational culture in selected organization which is particularly a food company Kraft Foods CR. The aim of the diploma thesis is to describe the organizational culture in this organization through a Denison method of questionnaire survey and using my own observation. Then, based on the information gathered from the survey, I suggest to the management of the organization recommendations and actions that could lead to greater employee satisfaction and thus also to higher performance of the entire organization. The purpose of this thesis is not to change the organizational culture in the organization afterwards, only to support it and enhance its better perception among employees.
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Hörz, Susanne. "A prototype of borderline personality organization assessed by the structured interview of personality organization (STIPO)." Hamburg Kovač, 2006. http://www.verlagdrkovac.de/978-3-8300-2762-1.htm.
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Blanche, Tanya. "'n Diagnostiese ondersoek na die funksionering van die Sanlam Lewens Kliëntekontaksentrum." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/49702.
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Thesis (MBA)--Stellenbosch University, 2001.ENGLISH ABSTRACT: The alignment of Sanlam Life with the transformation process of Sanlam, as a national financial services group, necessitated the implementation of an improved service delivery model in 1998. The vision to be world class, brought forward some challenges in terms of cost, service levels as well as the type of service channel. Strategically, it was decided that Sanlam Life should centralise its services, which had enormous implications for Sanlam Life's staff as well as its clients. This resulted in the establishment of a more "impersonal" service channel, which could, at the same time, deliver a more effective service in terms of speed and quality. Decentralised walk-in centres thus, had to make place for two, centralised, client contact centres and a personal, face-to-face, service was replaced with a technologically effective call and correspondence centre. After a period of approximately two years of operational functioning, it was decided by Sanlam Life Exco to do a thorough diagnosis of the overall functioning of the Client Contact Centre (CCC).The specific aims of this diagnosis can be summarised as follows: • To gain insight into the level of employee satisfaction and morale. • To identify the factors which contribute to employee satisfaction and morale. • To evaluate the efficiency of the service delivery processes. • To ascertain what the current culture is within the CCC, in order to decide if it is the type of culture that should be vested in the rest of Sanlam Life. In preparation to the diagnostic survey and with the aim to improve the effectiveness of the CCC, the principles of organisational diagnosis will be discussed in this study, and will include the following: • The importance of a diagnostic model, which is central to the diagnostic process as well as further action plans. • A description of the diagnostic process and the importance of feedback and action planning in order to ensure organisational improvement. The results of the diagnostic survey of the Sanlam Life CCC, indicated the work climate can primarily be described as negative, and that improvement of especially the work processes and management behaviour, is required. The negative perception of the CCC staff around their service delivery, however does not correlate with the experience of the Sanlam Advisors regarding CCC service. This finding is contradictory to that of previous research, which indicated a positive relationship between employee and client satisfaction. This finding should thus be investigated to a greater extent. Organisation diagnosis is a sensitive process, which can create the expectation with employees that something will be done with the information. The greatest challenge therefore does not only lie in the diagnosis itself, but in the utilisation of the information for continuous improvement.
AFRIKAANSE OPSOMMING: Die belyning van Sanlam Lewens met die transformasieproses van Sanlam, as nasionale finansiële dienstegroep, het die implementering van 'n verbeterde diensleweringmodel in 1998 genoodsaak. Die visie om wêreldklas te wees, het sekere uitdagings gestel op die gebied van koste, diensvlakke asook die tipe dienskanaal. Strategies is besluit dat Sanlam Lewens moet sentraliseer, wat enorme implikasies ingehou het vir Sanlam Lewens se personeel asook hul kliënte. Dit het gelei tot die totstandkoming van 'n meer "onpersoonlike" dienskanaal wat terselfdertyd meer effektiewe diens in terme van spoed en kwaliteit tot gevolg sou hê. Gedesentraliseerde instapkantore moes dus plek maak vir twee, gesentraliseerde, kliëntekontaksentrums en persoonlike, aangesig-tot-aangesig, dienslewering is vervang deur 'n tegnologies effektiewe inbel- en korrespondensiesentrum. Na 'n tydperk van ongeveer twee jaar van operasionele funksionering, het die uitvoerende bestuur van Sanlam Lewens besluit dat 'n deeglike diagnose na die algehele funksionering van die Kliëntekontaksentrum (KKS) gedoen moet word. Die spesifieke doelwitte van die diagnose kan as volg opgesom word: • Om insig te verkry ten opsigte van die vlak van werknemertevredenheid en moraal. • Om die faktore wat bydra tot werknemertevredenheid en moraal te identifiseer. • Om die effektiwiteit van die diensleweringsprosesse te bepaal. • Om te bepaal wat die huidige kultuur binne die KKS is, sodat daar besluit kan word of dit die tipe kultuur is wat in die res van Sanlam Lewens gevestig moet word. As voorbereiding tot die diagnostiese ondersoek in die Sanlam Lewens KKS en ook met die doel om die effektiwiteit van die KKS te verbeter, word die beginsels van organisasiediagnose in hierdie studie bespreek, en bestaan uit die volgende: Die vestiging van 'n begrip van organisasie-effektiwiteit en die bydrae wat organisasiediagnose kan lewer tot volgehoue organisasieverbetering. • Die belang van 'n diagnostiese model, wat sentraal staan tot die diagnostiese proses asook verdere aksieplanne. • 'n Omskrywing van die diagnostiese proses en die belang van terugvoer en aksiebeplanning ten einde organisasieverbetering te verseker. Die resultate van die diagnostiese ondersoek na die funksionering van die Sanlam Lewens KKS het aangedui dat die werksklimaat in die KKS hoofsaaklik as negatief beskou kan word en dat verbetering ten opsigte van veral werksprosesse en bestuursgedrag nodig is. Die negatiewe persepsie wat by KKS personeel bestaan ten opsigte van hul dienslewering korreleer egter nie met die ervaring van Sanlam Adviseurs ten opsigte van KKS diens nie. Hierdie bevinding is teenstrydig met vorige navorsing, wat 'n positiewe verband gevind het tussen werknemer- en kliëntetevredenheid, en moet dus verder ondersoek word. Organisasiediagnose is 'n sensitiewe proses wat die verwagting by werknemers skep dat iets met die inligting gedoen gaan word. Die grootste uitdaging lê dus nie net in die diagnose nie, maar in die gebruik van die inligting vir volgehoue verbetering.
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Šimkus, Valdas. "Organizacinio klimato raiškos ypatumai energetikos sektoriaus įmonėje: diagnostinis aspektas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060529_172639-79352.
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The aim of this master’s final paper is to research the peculiarities of organizational climate expression in the enterprise of the energetics sector – Šiauliai branch of the joint-stock company “Lietuvos dujos” using the organizational climate crisis test created by a scientific group of Prof. G. Merkys and the elements of qualitative research. Scientific sources about organizational culture, human resources and organizational climate have been analyzed in this paper. The diagnostic research has disclosed significant differences in expression of organizational climate in separate departments of the branch. There is the necessity of management intervention in some of them. The diagnostic research has been extended using a half-structured qualitative interview in order to corroborate the results of the test and to find out the reasons for differences of organizational climate expression in separate departments of the branch. The results have shown that the main factor, which decides organizational climate in the researched branch, is leaders’ behaviour and a leadership style.
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Laverdière, Olivier. "Personality Organization Diagnostic Form II (PODF-II) : étude des propriétés métrologiques." Master's thesis, Université Laval, 2004. http://hdl.handle.net/20.500.11794/66015.
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La présente étude vise à évaluer les qualités psychométriques du Personality Organization Diagnostic Form II (PODF-II ; Diguer, Normandin & Hébert, 2001). Cet instrument permet une évaluation des organisations de la personnalité selon le modèle théorique de Kemberg (1996). Le but de la recherche est plus précisément d'estimer la cohérence interne, la validité de critère et la validité de construit de l'instrument. Pour ce faire, le PODF-II sera mis en relation avec le jugement des cliniciens, le Health-Sickness Rating Scale (HSRS ; Luborsky, 1962), le Psychiatrie Severity score (PS ; Hébert et al., 2003) et les échelles de Blatt sur les représentations de soi et d'objet (Blatt, Bers, & Schaffer, 1993; Blatt, Chevron, Quinlan, Schaffer, & Wein, 1992). Cent vingt-neuf participants ont pris part à cette étude. Les résultats montrent une bonne cohérence interne ainsi qu'une bonne validité de critère. Les corrélations avec le HSRS, le PS, les échelles des représentations de soi et d'objet tendent également à confirmer les hypothèses et, plus généralement, la validité de l'instrument en fonction du modèle de Kemberg.
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Alvarez, Humberto R. "A diagnostic investigation and a corrective model for implementing change in response to innovation /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3074368.
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Swearingen, Robert. "The Ship of Change: A Model for Organizational Diagnosis and Change Management." Diss., North Dakota State University, 2019. https://hdl.handle.net/10365/31717.
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Grounded in developmental theory, the Ship of Change provides a renewed look at diagnostic relationships between organizational elements, and their interactions through the lens of a metaphorical ship analogy. Elements are identified and arranged based on empirical studies from the field with causal considerations emphasized by Burke-Litwin. The model uses a two-tiered visual perspective to depict multi-dimensionality that links core organizational elements to work unit activities through the interplay of culture, communication and climate. The model is intended for both the conveyance of principles related to open systems theory, and the practical application of diagnosing organizations for planning and implementing change. The model was tested in a case study with a transportation company using multiple methods data collection including a communication satisfaction survey, workplace observations, and employee interviews. The model was used to categorize and interpret data and to inform recommendations for change.
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Hébert, Étienne. "Personality Organization Diagnostic Form, PODF, étude d'entente interjuges, d'équivalence et de validité." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0001/MQ44719.pdf.
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Turvey, Louis. "Enhancing the integrated breakthrough diagnostic process to increase recommendation execution." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/939.
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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.ENGLISH ABSTRACT: The Exxaro Breakthrough Improvement Process has been introduced as a tool whereby breakthrough results could be achieved in areas where poor performance was evident. Furthermore it was also envisioned that such a process be sustainably entrenched in the Exxaro business and therefore also become the way continuous improvement is driven on a day to day basis by all employees at Exxaro. In the implementation of this change methodology, varying degrees of successes was realized and time to results also significantly differed. This thesis thus attempt to explore reasons for this phenomenon. Firstly, the essence of breakthrough methodology and thinking behind this approach is explored. The importance of the individual involved in the change effort and thinking process is proven to be critical to the success and for that matter rate and extend of success. An individual that has been able to achieve self mastery has a marked impact on the change process. The thesis then explores in detail this journey and factors that influence self mastery and growth from, as Stephen Covey (2004) explains, dependence to independence and ultimately interdependence. It requires that a whole person approach is followed and thus body, mind, heart and spirit be addressed and captured. Failure to do this and any change methodology is doomed to fail or at best do not create sustainable results. The thesis then went on to explore how external consultants address change and what steps they deem to be critical. The importance of business process interrelationships are highlighted and explored and it is clear from research that, when change is to be effected, a holistic business approach is required in many cases. It was also found from study and experiences that, even though the breakthrough methodology addresses most of the crucial steps or ingredients of successful turnaround approaches, more emphasis is needed on the change readiness of both the implementation team as well as the community the change is to be affected. The theory of change is explored and particularly the role of culture and leadership in the change process. It again became very evident that the importance of the individual involved in the change effort is critical to the success and for that matter rate and extent of success. Strong leadership in both the implementation team and community is critical. The ability, however, to be flexible or well rounded and to be able to capture the whole bodied person but also, when necessary, to be a strong driver and sometimes be brutally honest and remove barriers or individuals that hamper the process, are important traits which obviously come from growth to interdependence, as was mentioned before. The theory is related to the current breakthrough process and steps and criticality of steps yet again emphasized. Practical implementation case studies of this process on the background of research is then recalled and explored to determine where the process was successful and why, and related to where the results proved to be less impressive and not sustainable. The case studies are of particular interest, as they vary in business size and scope of change required and thus are it possible to also test theory of business process relatedness and impact to on change process. The beehive tool in particular is used to prove many of the findings and is also discussed in brief. Ultimately the thesis endeavours to highlight the importance of certain success factors and proposes additional emphasis to the existing Breakthrough Process.
AFRIKAANSE OPSOMMING: Die “Exxaro Breakthrough Improvement” Proses is bekendgestel in Exxaro as ‘n metode waarmee resultate gegenereer kan word in areas waar swak prestasie aanwesig is. Die oorspronklike intensie was om die proses beide as eenmalige intervensie asook deel te laat vorm van die dag tot dag besigheidsprosesse, om sodoende voortgesette verbetering te bevorder by alle departemente in Exxaro deur sy hele werkskorps. Na aanleiding van verskeie verbeteringsprojekte waar die proses van gebruik gemaak is, was dit egter baie duidelik dat daar baie verskillende resultate bereik word. In die een geval is die uitkomste baie goed en word dit in betreklike kort tye bereik, maar in ander gevalle was die resultate nie na wense nie en het dit redelik lank gevat om te bereik. Die bespreek die redes vir die verskynsel. Eerstens word die sogenaamde “Breakthrough” metologie en denke ondersoek om te verstaan wat dit behels en hoe dit ontketting kan word. Die belangrikheid van die individu in die veranderingsproses en die “Breakthrough” proses word ook ondersoek en is dit duidelik dat dit krities tot die sukses van enige veranderingsproses is. Die individu wat ontwikkel het tot ‘n vlak waar hy homself kan bestuur en interafhanklik van ‘n organisasie kan word, is bewys speel ‘n sleutel rol tot veranderings sukses. Dus word die pad van ontwikkeling van ‘n individu tot interafhanklikheid in detail ondersoek in die verhaling. Volgens Stephan Covey (2004) moet ‘n volkome en onverdeelde persoon aangespreek word in die veranderingsproses en sodoende sal die persoon se liggaam, verstand, hart en gees betrokke wees by die verandering en ondersteuning en dryf gee daaraan. Deur dit te doen, veroorsaak dat ‘n persoon sin kry in wat hy doen en dus gemotiveerd en enrgiek is om ondersteuning te gee in die proses en mense/kultuur rondom hulle. Soos John Dunn eens gesê het – dat geen mens ‘n eiland is nie en dat almal maar met mekaar verbind is en invloed het op mekaar – so sal die persone in ‘n organisasie mekaar positief of negatief beïnvloed en hang dit dus van die manier af wat die persone bemoei, betrek en tot verbintenis geroep word. Die verkeerde of halfhartige bemoeienes met die persone in die veranderingsproses kan dus tot sekere faling lei en groot skade berokken aan jou mense en finansiële kapitaal. Daar word dan ook na eksterne konsultante en hulle metodes en prosesse gekyk om te sien wat hulle as belangrik ag en hoe hulle die dinge aanspreek. Verder word die impak van besigheidsprosesse ondersoek om ook vas te stel interafhanklikhede van die prosese die veranderingsproses affekteer. Dit is vasgestel dat ‘n holistiese besigheidsvisie geneem moet word wanneer ‘n veranderingsproses onderneem word in besigheidsprosesse, aangesien veranderinge in die een slegs volhoubaar is asook die intervlakke en impak daarvan verstaan word en ook aangespreek is. Mees belangrikste egter is gevind dat, alhoewel die Exxaro Breakthrough proses baie van bogenoemde kritiese suksesfaktore aanspreek, daar meer aandag en fokus gegee moet word aan die veranderingsgereedheid van jou implementeringspan en die organisasie waarin so ‘n veranderingsproses geïmplementeer moet word. Daarom word daar ook in diepte na die veranderingsteorie gekyk waarin dit ook duidelik gewys het dat leierskap ‘n deurslaggewende rol speel. Weereens, soos vantevore genoem, is dit belangrik om geronde persone, of eerder leiers, te hê, beide in die implementeringspan asook in die organisasie, om die regte besluite te neem en die vermoë te hê om moeilike versperrings of selfs individue betyds uit die weg te ruim sodat die proses voort kan gaan. Die “Breakthrough” Proses word in detail bespreek en implementeringsgevallestudies word ondersoek om die effektiwiteit van die proses te bepaal en om voorafgenoemde suksesfaktore te beproef en te bewys. Twee spesifieke scenarios is bespreek, een waarin groot sukses behaal was en een waarin daar in betreklike lang tyd nie veel vordering gemaak was nie. Wat die twee gevallestudies uniek maak, is dat die probleem wat geadresseer word, presies dieselfde is, maar dat die organisasies verskil het. Sodoende kan die effek van leierskap, veranderingsgereedheid, kultuur en besigheidsprosesse, goed beproef word. Daar is van die “Beehive” opname gebruik gemaak wat die laasgenoemde faktore toets en aanspreek. Hieruit kon duidelike gevolgtrekkings gemaak word. Ten slotte poog die verhaling om die belangrikheid van sekere suksesfaktore te beklemtoon en dus voorstelle te maak oor hoe die huidige “Exxaro Breakthrough” proses aangepas of verbeter kan word om verhoogde en meer volhoubare resultate te gee.
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Lementauskaitė, Kristina, and Neringa Bimbirytė. "Organizacinio klimato ir darbinio streso sąveikos diagnostinis tyrimas:laisvės atėmimo įstaigų atvejis." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070816_160027-31799.
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Šiame magistriniame darbe išanalizuota įvairių Lietuvos ir užsienio autorių organizacinio klimato ir darbinio streso teorinės sąsajos, bei atlikti tyrimai dvejose statutinėse organizacijose. Tyrimui atlikti buvo pasitelkta du standartizuoti testai: prof. G. Merkio mokslinės grupės sukurtas „Organizacijos klimato krizės“ ir Lietuvoje iki šiol nenaudotas „Darbinio streso“ testas, kurie atskleidė Pataisos namų X ir Tardymo izoliatoriaus Y darbinio streso ir organizacinio klimato būklę. Pateikiamos išvados, diskusijos ir literatūros sąrašas. Išanalizavus tyrimo duomenis, dalinai pasitvirtimo magistriniame darbe iškelta hipotez�� - „Laivės atėmimo įstaigose susiklostęs organizacinis klimatas yra nepalankus, aukštas darbuotojų patiriamas streso lygis, todėl reikalauja vadybinės intervencijos“. Norint tiksliai išanalizuoti organizacinį klimatą bei darbinio streso priežastis, rekomenduotina atlikti kokybinio testo analizę.In this master degree work there is analyzed the theoretical connection between organizational climate and working stress, and done research in two statutional organizations. Two standardized tests were used for making a research: „Crysis of Organizational Climate“ founded by prof. G.Merkys scientific group and test of „Working Stress“ which was not used in Lithuania up to now. These tests have showed the condition of working stress and organizational climate in Penitentiary X and Interrogation Facility Y. At the end of the work conclusions, discussions and list of literature are presented. Data analysis has showed that hypotesis – „ Organizational climate in the imprisonment institutions is unfavourable, the level of stress experienced by employees is high, therefore managerial intervention is necessary“- formulated in this master degree work was confirmed partially. In order to make a precise analysis of causes of organizational climate and working stress it is recommended to do analysis of quality test.
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Earnshaw, A. A. P., and n/a. "An analysis of the diarchic arrangements of the higher defence organization of Australia." University of Canberra. Management, 1990. http://erl.canberra.edu.au./public/adt-AUC20060706.165728.
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Bartkevičiūtė, Donata. "Organizacinio klimato raiškos ypatumai finansinio tarpininkavimo organizacijoje: diagnostinis aspektas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060605_152717-93613.
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This master’s work presents the analysis of the theoretical aspects of the organizational climate of Lithuanian and foreign authors in consideration of the peculiarities of financial mediation company, and the particularity of its activity. There is analyzed the concept of “organizational climate” and is presented the factors influencing the organizational climate in this work. With reference to scientific theoretical literature, a research of organizational climate has been carried out in SC bank “Snoras”, using a standardized “Test of Organizational Climate Crisis”, and evaluating the peculiarities and assumptions of the expression of organizational climate. This research together with the written report about it constitutes the main part of this master’s work. 51 respondents of SC bank “Snoras” Šiauliai branch have been examined in pre-test and 43 respondents representing 7 departments – in first and second retests. The data have been processed using the typical SPSS programme. It emerged that positive organizational climate dominates in SC bank “Snoras” Šiauliai branch, but critical dimensions of the expression of organizational climate have also been identified.
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Gamache, Dominick. "Personality organization diagnostic form-II (PODF-II) : étude d'entente interjuges et de validité interne." Master's thesis, Université Laval, 2003. http://hdl.handle.net/20.500.11794/44340.
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Obrikytė, Žaneta. "Organizacinio klimato raiškos ypatumai aukštojo (universitetinio) mokslo institucijoje: diagnostinis aspektas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060612_163143-89232.
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The aim of the paper is to analyse the expression of organizational climate in institution of higher education (university), i.e. in a chosen division (faculty) and its work teams (3 departments and the dean’s office) while using a full standardized test of climate crisis created and adapted by G. Merkys et al. (2005), retest the expression of humanistic approach towards human resource management. This Master’s paper is an independent part of a collegial diagnostic research project reflecting and systematizing the theoretical peculiarities of organizational climate concepts of different Lithuanian and foreign authors, emphasizing organizational climate and organizational culture differences in human resource management and organizational psychology; applying the specific methodological aspects of the concrete institution and its work teams; reasoning the data processed by typical SPSS program. The scientific research hypothesis that the organizational climate in institution of higher education (university) is uneven, uncongenial, therefore, demanding some specific managerial intervention has been proved partly. On May 4th, 2006 the author took part in the 6th conference for Junior Researchers “Urgent Issues of Economics and Management” organized by Šiauliai University, Faculty of Social Sciences, and read the article: “Organizational Climate Concept Treatment in Management and Organizational Psychology”.
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Běhanová, Jaroslava. "Organizační kultura - možnosti měření síly organizační kultury." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-135923.
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The thesis deals with the organizational culture and measuring its strength. The first part of the thesis summarizes the theoretical knowledge of the organizational culture, practical part of the thesis deals with the analysis of organizational culture in the chosen organization. The aim of the thesis is to design own approach to measure the strength of organizational culture and verify it in practice in the chosen organization.
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Cardoso, José Helder Leitão. "Desenvolvimento e validação de um modelo de diagnóstico de clima organizacional : o caso Lusoponte." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10391.
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Mestrado em Gestão de Recursos HumanosO presente trabalho tem como objetivo desenvolver e validar um modelo de diagnóstico de clima organizacional para a Lusoponte. Pela revisão da literatura científica existente sobre o tema do clima organizacional, com particular foco nos instrumentos de diagnóstico, são identificadas as dimensões mais constantemente referidas e as que maior aplicabilidade têm na organização em estudo. Com base no modelo desenvolvido, procura-se apreender a relação entre as dimensões assinaladas e a satisfação dos colaboradores. É submetido um questionário aos colaboradores da organização, que revela, após análise, que o clima organizacional da Lusoponte é globalmente positivo, embora moderado, sendo apontados os pontos fortes e os que carecem de melhoria.
This study aims to develop and validate an organizational climate diagnostic model to Lusoponte. Upon the review of the scientific literature on the subject of organizational climate, with particular focus on diagnostic tools, the most constantly referred dimensions are identified, and those that have greater applicability in the organization under study. Based on the developed model, we seek to grasp the relationship between the indicated dimensions and employee satisfaction. A questionnaire is submitted to the organization's employees, and, after analysis, it reveals the organizational climate of Lusoponte as overall positive, although moderately. Both strengths and points of improvement are presented.
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Kotze, F. E. (Francina Elizabeth). "An investigation into the internal structure underlying the organisational diagnostic questionnaire (ODQ)." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/20903.
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Thesis (MA)--University of Stellenbosch, 2004.ENGLISH ABSTRACT: This study investigates the internal structure that underlies the ODQ. A structural model that explicates the nature of the causal linkages between the six main constructs comprising the ODQ was developed and tested. Data obtained from 273 employees in a chrome manufacturing plant was used. This research found that the proposed model offers a plausible account of the influences that exist between the six main constructs. The benefit of this structural model will be in the enhanced interpretation of the diagnostic results derived from the ODQ.
AFRIKAANSE OPSOMMING: Hierdie studie stel ondersoek in na die interne struktuur wat onderliggend is aan die Organisasie Diagnostiese Vraelys (ODV). ‘n Strukturele model wat die onderliggende kousale verhoudings van die ses hoofkonstrukte van die ODV blootlê, is ontwikkel en getoets. Data van 273 werknemers, verbonde aan ‘n chroom vervaardigingsaanleg, is gebruik. Die navorsing toon dat die voorgestelde model ‘n aanneemlike weergawe is van die onderliggende verhoudings wat tussen die ses hoofkonstrukte bestaan. Die voordeel van die voorgestelde model lê daarin dat dit die interpretasie van resultate, wat uit die diagnose verkry is, kan verbeter.
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FEHER, ANA C. M. "Validacao de instrumento para diagnostico e analise do clima organizacional a partir da serie historica de aplicacao no IPEN." reponame:Repositório Institucional do IPEN, 2003. http://repositorio.ipen.br:8080/xmlui/handle/123456789/11123.
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Dissertacao (Mestrado)
IPEN/D
Instituto de Pesquisas Energeticas e Nucleares - IPEN/CNEN-SP
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Miller, Joseph B. "A comparison of the Performance Diagnostic Checklist and an unstructured interview assessment in guiding intervention selection in an organizational setting." Scholarly Commons, 2004. https://scholarlycommons.pacific.edu/uop_etds/2652.
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This study analyzed the efficacy of the Performance Diagnostic Checklist (PDC) as a tool used for developing interventions for performance improvement by comparing the intervention choice rankings of a group that used it to one that did not. This comparison was made by providing professional organizational consultants or university professors and undergraduate students enrolled in related courses with a written scenario concerning an organization in need of performance improvement. These consultants and students were randomly assigned into two groups: (a) one in which the scenario was accompanied by the PDC and (b) one in which the PDC was absent. The results indicated that there was indeed some difference in intervention selection between those who received the PDC and those who did not. However, only the professionals benefited from using the PDC.
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Chiasson, Mary Shannon C. "Site Visitation: School Leaders' Perceptions of a Diagnostic Tool for School Improvement." ScholarWorks@UNO, 2014. http://scholarworks.uno.edu/td/1908.
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This case study explored the use of site-visitation as a diagnostic tool for school improvement. Nine charter schools in New Orleans were selected for the study. Based on qualitative research and systems theory, a within- and cross-case analysis of nine semi-structured interviews with school leaders were conducted. The school leaders’ experiences with the state-run site-visitation model and their use of the findings for school improvement was explored. The findings led to the development of a hybrid accountability model that encompasses the components school leaders believe will lead to school improvement. This study aims to assist educators, policy makers, and researchers to better understand site-visitation and its role in school improvement.
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Zvolánková, Denisa. "Organizační kultura a její vliv na motivaci zaměstnanců." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224566.
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The master’s thesis deals with organizational culture and its influence on the motivation of employees in the company Foreigners.cz, s.r.o. The aim of this thesis is to identify the organizational culture of the chosen company and its influence on employee motivation. On the basis of the data obtained, solutions are proposed to enhance the employee motivation.
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Kan, Hongjun. "Does the Medicare principal inpatient diagnostic cost group model adequately adjust for selection bias?" Santa Monica, CA : RAND Graduate School, 2002. http://catalog.hathitrust.org/api/volumes/oclc/50711061.html.
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Adams, Abubakar. "Progressive people management in achieving organisational effectiveness : a consolidated analysis of studies done in a variety of organisations by MBA students using the Marglen diagnostic model." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52416.
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Thesis (MBA)--Stellenbosch University, 2001.ENGLISH ABSTRACT: This study project has as its objectives the analysis and evaluation of people management practices within a broad spectrum of organisations in South Africa, using the Marglen diagnostic model. It also serves to assess the usage and utility of this model during this process. The Marglen model provides a conceptual framework consisting of twenty key issues which organisations can use to assess its people management practices. The model promotes a holistic, integrated and strategic approach to people management, with people management practitioners being considered as strategic partners within the core business activities of the organisation. In the current and foreseeable global economic order where rapid change and turbulence tend to be the only certainties, successful organisations are those who are creative, innovative, highly adaptable and who invent the future. In other words, organisations who leverage their only appreciating assets, namely their people, their human capital. In order to achieve this organisations need to move from traditional human resource management to progressive people management: from controlling and circumscribing staff to managing performance and leading and realising people's potential effectively and efficiently. Our studies show that the majority of organisations in South Africa, especially the bigger and older ones, tend to be reactive when it comes to people management. They largely still use the traditional human resources approach, changing only when forced to, for example, because of competition or legal pressures such as the Employment Equity Act. A small but growing number of organisations, which includes mainly the smaller and newer organisations operating especially in young or volatile industries (e.g. information technology sector) tend to be more proactive and tend to lean toward a more integrated people management system, with flatter structures and lots of positive energies. This is especially true when the leadership are still young/fresh and are hands- on. Because of their flexibility, responsiveness to markets and sensitivity to globalisation these "new generation" organisations most probably will adopt new (and hopefully more progressive) people management practices much quicker than the older, bigger ones. The Marglen model itself proved its worth with the wealth of empirical information generated and the encouragement of a systems approach to the solution of problems. With the necessary adjustments the model can become an even more potent tool for all managers, whether they are formal HR practitioners or not.
AFRIKAANSE OPSOMMING: Hierdie werkstuk is onderneem om die praktyk van mensebestuur in 'n wyd verspreide spektrum van Suid Afrikaanse organisasies te ondersoek met behulp van the Marglen diagnostiese model. Dit dien ook as 'n evaluasie van die bruikbaarheid van die model self. Die Marglen model veskaf 'n konseptuele raamwerk bestaande uit twintig sleutels wat organisasies kan gebruik om hul mensebestuur praktyke te kan ondersoek. Die model bevorder 'n geintegreerde en strategiese nadering van mensebestuur, waar mensebestuur praktisyne beskou word as strategiese vennote deur alle ander bestuurders. In die huidige globale ekonomiese orde waar blitsige veranderinge en onstuimigheid die enigste sekerheid bied is suksesvolle organisasies die' wat kreatief, vernuwend en soepel is: diegene wat die toekoms skep. Met ander woorde, organisasies wat die beste gebruik maak van hul grootste en enigste groeiende bate, hul mense. Om suskesvol to wees en so te bly moet daar 'n wesenlike verandering van mensebestuur filosofie and praktyk wees, van die tradisionele metode van kontrole en verbiedinge na progressiewe metodes waar die persoon se potensiaal gerealiseer word ten bate van beide die persoon self en die organisasie. Ons ondersoek toon dat die meerderheid van organisasies, veral die groter en ouer garde, reagerend is wat mensebestuur betref. Hulle gebruik grootliks die tradisionele personeelbestuur filosofie en praktyke en verander net as hulle gedwing word deur eksterne faktore soos byvoorbeeld erg mededinging (veral van oorsee) en wetgewing. 'n Groeiende minderheid van organisasies wat insluit meesal die kleiner en jonger garde en wat veral in die nuwer en meer onstuimige sektors soos informasie tegnologie gevind word, neig om meer proaktief te wees. Hulle neig ook om 'n meer geintegreerde mensebestuur stelsel te hê met minder vlakke en met volop energie. Dit is veral opvallend wanneer die leierskap nog jonk is en heelhartiglik deelneem in die organisasie. As gevolg van hul soepelheid en hul reponsiewiteit en vatbaarheid vir die globale ekonomiese orde sal hulle heel moontlik die voortou neem met nuwe en hopelik progressiewe mensebestuur praktyke. Die Marglen model het sy self bewys met die inligting wat ontgun was en met die bevordering van 'n stelselmatige nadering van problem oplossing. Met die nodige aanpassings sal die model 'n selfs meer kragtige middel vir alle bestuurders wees, nie net vir personeel bestuurders nie.
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Hermann-Lassabe, Pascale. "La maitrise de la zone d'échange marketing-rd au sein d'un projet d'innovation technologique. Proposition d'une méthodologie de diagnostic : DIAZE (DIAgnostic de la Zone D'Echange Marketing-Développement)." Vandoeuvre-les-Nancy, INPL, 1991. http://docnum.univ-lorraine.fr/public/INPL_T_1991_HERMANN_LASSABE_P.pdf.
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Le manque de communication entre fonctions et particulièrement entre le marketing et la RD apparait comme un obstacle majeur à l'innovation technologique, facteur essentiel de compétitivité de nos entreprises. Notre objectif est ainsi de contribuer à une meilleure maitrise des échanges entre marketing et RD par la mise au point de DIAZE : une méthodologie de diagnostic de la ZEMADE (zone d'échange marketing-développement) qui repose sur trois bases : un modèle de représentation théorique, une méthodologie d'intervention et une approche concrète du terrain industriel. La prise en compte de la ZEMADE, non seulement dans des départements bien structurés au sein d'une entreprise, mais aussi dans le cadre de configurations inter organisations regroupant des entreprises mais aussi des laboratoires de recherche, des individus ou d'autres organismes nous incite à considérer le projet d'innovation technologique comme l'unité d'analyse. Nous basons alors les fondements théoriques de DIAZE sur une évaluation de la cohérence entre besoins d'échange entre marketing et RD au sein d'un projet (besoins engendrés par le projet et par les acteurs marketing et RD) et fonctions d'échange atteintes par les moyens mis en place à la ZEMADE ; besoins et fonctions de service s'expriment alors suivant une base commune : les indicateurs d'évaluation de la performance du fonctionnement de la ZEMADE, détectés en examinant les différentes activités s'y exerçants (échange d'informations, coordination d'acteurs différenciés et gestion de relations clients-fournisseurs). Nous développons ensuite une démarche opérationnelle d'intervention de diagnostic. Nous nous attachons enfin à montrer l'intérêt pratique de l'outil prototype de diagnostic développé, d'une part en illustrant ponctuellement les variables ou les relations par un grand nombre de cas industriels, d'autre part en déroulant l'outil sur trois projets d'innovation technologiqueThe lack of commWlication between a company's departments. In particular between Marketing and Research Q1l Deve10pment (R & D) represents a major obstacle to the technological innovation. An essential element in company's competitiveness. Our objective is to achieve more effective control of marketing-R & D interactio by deve10ping a diagnosis methodology of the ZEMADE (MArketing - DEve10pment interaction Zone) : DIAZ which is made up of three parts: a theoretical representation model. An implementation methodology. And concrete application of the tool. The analyse of this interaction zone. Not only in well structured departmen within a company. But also at the leveZ of "inter-organisational configurations" bringing together companie research laboratories. Individuals and other bodies leads us to consider the technical innovation project as the lUI of analysis. Then we base the theoretical (oundations of DIAZE on an evaluation of the correlation betwe~ marketing - R & D interaction needs within a project (needs generated by the project itself. And by tho involved spëcifically in marketing and R & D). And the characteristics of the interaction achieved by the meQ4 available in the ZEMADE. Needs and characteristics are both defined according to the same set of criteria fi evaluating the effectiveness of marketing - R & D interaction. An analysis of the activities carried out in I, ZEMADE (information exchange. Coordination of the people involved. And management of customer-suppli relations) allows us to define these criteria. We then deve10p an implementation procedure (or the diagnosl, Finally we demonstrate the pratical interest of the prototype diagnosis tool developed. This is illustra te throughout our study. By examples of variables and relations between these variables. Taken from vario industriàl cases and also by the details of the application of the 1001 to three technological innovations projects
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Rocha, Glauce Gomes da. "Performance Diagnostic Checklist – human services: adaptação e aplicação em uma empresa brasileira." Pontifícia Universidade Católica de São Paulo, 2016. https://tede2.pucsp.br/handle/handle/19284.
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Some methods may be used to identify variables that maintain or limit classes of behaviors. The performance diagnostic tool called Performance Diagnostic Checklist - Human Services (PDC-HS), can be a useful tool in identifying functional variables, as well as indicating possible interventions to be implemented when there are performance problems. This research aimed to (1) Translate and adapt this tool that focuses on the verbal report of the leadership and the direct observations of the applicator, (2) create a team version to be answered by the employees, and (3) their respective applications in a business services company. The method consisted of seven steps, as follows: 1º) first check: students of the fifth year of Psychology, 2º) second check: Application in a pilot class of the company's management, 3º) third check: Appraisers experts in behavior analysis, 4º) fourth check: management team and direction of the company researched, 5º) defining and redefining the performance problem, 6º) fifth check: PDC-HS application of the target group and 7º) analysis. The results of the application of the tools in the different audiences are complementary. After the applications of PDC-HS in the researched company, 14 interventions were indicated in which seven are compatible actions between leadership and employees and seven are actions that would be appropriate based on the verbal report of the employees and that were not indicated on the basis of leadership’s verbal report. For future studies there is the need for customization of the tool, depending on the behavioral description of the performance problem, target audience and institution
Alguns métodos podem ser utilizados para a identificação de variáveis que mantêm ou limitam classes de comportamentos. A ferramenta de diagnóstico de desempenho chamada Performance Diagnostic Checklist – Human Services (PDC-HS), pode ser um instrumento útil na identificação de variáveis funcionais, além de indicar intervenções possíveis de serem implementadas, quando há problemas de desempenho. A presente pesquisa visou à (1) tradução e adaptação desta ferramenta que foca no relato verbal da liderança e nas observações diretas do aplicador, a (2) criação da versão equipe para ser respondida pelos liderados, e (3) suas respectivas aplicações em uma empresa do ramo de serviços. O método consistiu em 7 etapas, sendo elas: 1º) primeira verificação: Quintanistas de Psicologia, 2º) segunda verificação: Aplicação em uma turma piloto de gestores da empresa pesquisada, 3º) terceira verificação: Avaliadores especialistas em Análise do Comportamento, 4º) quarta verificação: Equipe administrativa e direção da empresa pesquisada, 5º) definição e redefinição do problema de desempenho, 6º) quinta verificação: Aplicação do PDC-HS no grupo alvo e 7º) análises. Os resultados das aplicações das ferramentas nos diferentes públicos são complementares. Após a aplicação do PDC-HS na empresa pesquisada, 14 intervenções foram indicadas nas quais sete são ações compatíveis entre liderança e liderados e sete são ações que seriam indicadas com base no relato verbal dos liderados e que não foi indicado com base no relato da liderança. Para futuras pesquisas há a necessidade de customização da ferramenta, a depender da descrição comportamental do problema de desempenho, público alvo e instituição
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Clason, Jenelle. "THE EFFECTS OF TRAINING AND FEEDBACK ON SALES PRACTICES BY AUTOMOTIVE DEALERSHIP EMPLOYEES." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/theses/2546.
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Sales training and feedback is an important aspect of a successful business. Sales based businesses are dependent on effective customer relations. Implementing a training program that is focused on customer service could help increase sales revenue for the business as a whole. The purpose of this research study is to make recommendations for improving the process of initially greeting a customer in order to create a more positive experience from start to finish. It also examines the importance of feedback in regard to increasing desired behavior of a salesperson. After conducting a PDC with the owner, management and salespeople; recommendations for improving upon customer greetings was given to the management team.
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Wittchen, Hans-Ulrich, Lee N. Robins, Linda B. Cottler, Norman Sartorius, J. D. Burke, and Darrel A. Regier. "Cross-cultural Feasibility, Reliability and Sources of Variance of the Composite International Diagnostic Interview (CIDI)." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2013. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-108560.
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The CIDI is a fully standardised diagnostic interview designed for assessing mental disorders based on the definitions and criteria of ICD-1Oand DSM-IlI-R. Field trials with the CIDI have been conducted in 18 centres around the world, to test the feasibility and reliability of the CIDI in different cultures and settings, as well as to test the inter-rater agreement for the different types of questions used. Of 590 subjects interviewed across all sites and rated by an interviewer and observer, 575 were eligible for analysis. The CIDI was judged to be acceptable for most subjects and was appropriate for use in different kinds of settings. Many subjects fulfilled criteria for more than one diagnosis (lifetime and six-month). The most frequent lifetime disorders were generalised anxiety, major depression, tobacco use disorders, and agoraphobia. Percentage agreements for all diagnoses were above 90% and the kappa values were all highly significant. No significant numbers of diagnostic disconcordances were found with lifetime, six-month, and four-week time frames.
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Tesařová, Jaroslava. "Návrh změny organizační kultury v CK Novalja." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223571.
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This thesis analyzes the current state of organizational culture and content agency Novalja and its impact on the efficiency of company operations. The aim is to analyze the current organizational culture in the selected companies, to assess its status in terms of effectiveness and, based on research to determine solutions that would help the current culture to the desired state.
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GAVIOLLI, FABIANA MOREIRA. "O DIAGNÓSTICO COMO INSTRUMENTO ESTRATÉGICO PARA A VALORAÇÃO DA COMUNICAÇÃO ORGANIZACIONAL: Teorias e Práticas." Universidade Metodista de Sao Paulo, 2017. http://tede.metodista.br/jspui/handle/tede/1720.
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This dissertation addresses the use of diagnosis as an instrument that if it is used strategically can provide conditions for organizational communication to create value. The diagnosis is the foundation of planning by establishing priorities, support the formulation of strategies and point out discrepancies between perceptions of the real world scenario and the projected scenario. This research is bibliographical and contains semi-structured interviews with organizational communication agencies that offer the diagnosis on their own services menu as a way to align concepts and practices of the diagnosis in organizational communication. The main goal is to investigate how the diagnosis may contribute to the valuation of organizational communication for organizations. At the end of this study, we present a suggestion of Public Relations Diagnostic Model for Organizational Communication and through this model, we show how to reflect the contrast found between theory and practice of diagnosis in Organizational Communication. The considerations presents a prognosis, as a result of this study as a diagnosis and it is a warning for that the relationship between the academy and the market that could be greater and better. From this behaviour, we would be able to foresee the future of strategic organizational communication leaving a speech and become practical reality in the organizations.
Esta dissertação aborda o uso do diagnóstico como um instrumento que, se usado estrategicamente, oferece condições para a comunicação organizacional gerar valoração. O diagnóstico é o alicerce do planejamento por estabelecer prioridades, embasar a formulação das estratégias e apontar discrepâncias entre percepções do cenário real e do cenário projetado. Essa pesquisa é bibliográfica e contém entrevistas semiestruturadas com agências de comunicação organizacional que ofertam o diagnóstico em seu menu de serviços, como forma de alinhar conceitos e práticas do diagnóstico em comunicação organizacional. O objetivo é investigar como o diagnóstico pode contribuir com a valoração da comunicação organizacional para as organizações. Ao final do estudo, apresentamos uma sugestão de modelo de Diagnóstico de Relações Públicas para a Comunicação Organizacional e por meio dele refletimos sobre as diferenças encontradas entre teoria e prática do Diagnóstico em Comunicação Organizacional. As considerações apresentam um prognóstico, fruto desse estudo como diagnóstico, é um alerta para que o relacionamento entre a academia e o mercado seja maior e melhor. A partir desse comportamento, poderemos futuramente vislumbrar de fato a comunicação organizacional estratégica deixando de ser apenas um discurso e passando a ser realidade prática nas organizações.
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Wittchen, Hans-Ulrich, Lee N. Robins, Linda B. Cottler, Norman Sartorius, J. D. Burke, and Darrel A. Regier. "Cross-cultural Feasibility, Reliability and Sources of Variance of the Composite International Diagnostic Interview (CIDI)." Technische Universität Dresden, 1991. https://tud.qucosa.de/id/qucosa%3A26759.
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The CIDI is a fully standardised diagnostic interview designed for assessing mental disorders based on the definitions and criteria of ICD-1Oand DSM-IlI-R. Field trials with the CIDI have been conducted in 18 centres around the world, to test the feasibility and reliability of the CIDI in different cultures and settings, as well as to test the inter-rater agreement for the different types of questions used. Of 590 subjects interviewed across all sites and rated by an interviewer and observer, 575 were eligible for analysis. The CIDI was judged to be acceptable for most subjects and was appropriate for use in different kinds of settings. Many subjects fulfilled criteria for more than one diagnosis (lifetime and six-month). The most frequent lifetime disorders were generalised anxiety, major depression, tobacco use disorders, and agoraphobia. Percentage agreements for all diagnoses were above 90% and the kappa values were all highly significant. No significant numbers of diagnostic disconcordances were found with lifetime, six-month, and four-week time frames.
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Mary, Melissa. "Intéropérabilité sémantique dans le domaine du diagnostic in vitro : Représentation des Connaissances et Alignement." Thesis, Normandie, 2017. http://www.theses.fr/2017NORMR033.
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La centralisation des données patients au sein de répertoires numériques soulève des problématiques d’interopérabilité avec les différents systèmes d’information médicaux tels que ceux utilisés en clinique, à la pharmacie ou dans les laboratoires d’analyse. Les instances de santé publique, en charge de développer et de déployer ces dossiers, recommandent l’utilisation de standards pour structurer (syntaxe) et coder l’information (sémantique). Pour les données du diagnostic in vitro (DIV) deux standards sémantiques sont largement préconisés : - la terminologie LOINC® (Logical Observation Identifier Names and Codes) pour représenter les tests de laboratoire ;- l’ontologie SNOMED CT® (Systematized Nomenclature Of MEDicine Clinical Terms) pour exprimer les résultats observés.Ce travail de thèse s’articule autour des problématiques d’interopérabilité sémantique en microbiologie clinique avec deux axes principaux : Comment aligner un Système Organisé de Connaissances du DIV en microbiologie avec l’ontologie SNOMED CT® ? Pour répondre à cet objectif j’ai pris le parti dans mon travail de thèse de développer des méthodologies d’alignement adaptées aux données du diagnostic in vitro plutôt que de proposer une méthode spécifique à l’ontologie SNOMED CT®. Les méthodes usuelles pour l’alignement d’ontologies ont été évaluées sur un alignement de référence entreLOINC® et SNOMED CT®. Les plus pertinentes sont implémentées dans une librairie R, qui sert de point de départ pour créer de nouveaux alignements au sein de bioMérieux. Quels sont les bénéfices et limites d’une représentation formelle des connaissances du DIV ? Pour répondre à cet objectif je me suis intéressée à la formalisation du couple (Observation) au sein d’un compte-rendu de laboratoire. J’ai proposé un formalisme logique pour représenter les tests de la terminologie LOINC® qui a permis de montrer les bénéfices d’une représentation ontologique pour classer et requêter les tests. Dans un second temps, j’ai formalisé un patron d’observations compatible avec l’ontologie SNOMED CT® et aligné sur lesconcepts de la top-ontologie BioTopLite2. Enfin, le patron d’observation a été évaluée afin d’être utilisé au sein des systèmes d’aide à la décision en microbiologie clinique. Pour résumer, ma thèse s’inscrit dans une dynamique de partage et réutilisation des données patients. Les problématiques d’interopérabilité sémantique et de formalisation des connaissances dans le domaine du diagnostic in vitro freinent aujourd’hui encore le développement de systèmes experts. Mes travaux de recherche ont permis de lever certains de ces verrous et pourront être réutilisés dans de nouveaux systèmes intelligents en microbiologie clinique afin de surveiller par exemple l’émergence de bactéries multi-résistantes, et adapter en conséquence des thérapies antibiotiquesThe centralization of patient data in different digital repositories raises issues of interoperability with the different medical information systems, such as those used in clinics, pharmacies or in medical laboratories. The public health authorities, charged with developing and implementing these repositories, recommend the use of standards to structure (syntax) and encode (semantic) health information. For data from in vitro diagnostics (IVD) two standards are recommended: - the LOINC® terminology (Logical Observation Identifier Names and Codes) to represent laboratory tests;- the SNOMED CT® ontology (Systematized Nomenclature Of MEDicine Clinical Terms) to express the observed results.This thesis focuses on the semantic interoperability problems in clinical microbiology with two major axes: How can an IVD Knowledge Organization System be aligned with SNOMED CT®? To answer this, I opted for the development of alignment methodologies adapted to the in vitro diagnostic data rather than proposing a specific method for the SNOMED CT®. The common alignment methods are evaluated on a gold standard alignment between LOINC® and SNOMED CT®. Themost appropriate are implemented in an R library which serves as a starting point to create new alignments at bioMérieux.What are the advantages and limits of a formal representation of DIV knowledge? To answer this, I looked into the formalization of the couple ‘test-result’ (observation) in a laboratory report. I proposed a logical formalization to represent the LOINC® terminology and I demonstrated the advantages of an ontological representation to sort and query laboratory tests. As a second step, I formalized an observation pattern compatible with the SNOMED CT® ontology and aligned onthe concept of the top-ontology BioTopLite2. Finally, the observation pattern was evaluated in order to be used within clinical microbiology expert systems. To resume, my thesis addresses some issues on IVD patient data share and reuse. At present, the problems of semantic interoperability and knowledge formalization in the field of in vitro diagnostics hampers the development of expert systems. My research has enabled some of the obstacles to be raised and could be used in new intelligent clinical microbiology systems, for example in order to be able to monitor the emergence of multi resistant bacteria and consequently adapt antibiotic therapies
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Coindard, Guillaume. "Le vécu du diagnostic et de la phase thérapeutique initiale par les personnes atteintes de pathologies cancéreuses : quels rôles pour la médecine générale au prisme des inégalités sociales de santé ?" Thesis, Paris 10, 2019. http://www.theses.fr/2019PA100050.
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Le médecin généraliste est le principal acteur de l’organisation des soins primaires, tel que défini par les textes en vigueur, aussi bien sur le plan national qu’international. Son rôle dans la prise en charge des patients atteints de cancer reste pour autant à la fois fluctuant, en fonction principalement de la position sociale des patients, et difficile à cerner, tant sur le plan temporel que contextuel. Un emboitement d’études a été réalisé pour tenter de mieux comprendre le rôle du médecin généraliste dans la prise en charge initiale du cancer, c’est à dire de la période diagnostique à la phase thérapeutique à proprement parler. Une première étude qualitative menée auprès de 83 personnes atteintes de pathologies cancéreuses (PAPC) a permis de cerner les principales modalités d’utilisation du système de soins et de définir quels rôles le médecin généraliste pouvait prendre au cours de ces situations. Un deuxième volet qualitatif mené auprès de professionnels de santé, dont des médecins généralistes, a permis de clarifier ces rôles, tandis qu’un volet quantitatif a été mené pour décrire à partir de dossiers de patients atteints de cancer les modalités du recours au médecin généraliste. Les trajectoires de PAPC étaient d’autant plus marquées par les logiques d’endurance qu’ils étaient socialement défavorisés ou issus de milieux populaires. Nous avons également observé comment les difficultés liées au travail du patient étaient grevées par des logiques d’intersectionnalité. D’une absence complète dans les trajectoires de certaines PAPC à un rôle majeur pour d’autres, la découverte du cancer et dans le suivi durant la phase thérapeutique initiale, définir le rôle que peut prendre le médecin généraliste demande à analyser l’ensemble du spectre d’intervention possible, dont l’hétérogénéité reste la règle. Il n’en reste pas moins qu’au cours des deux principaux temps que sont la phase péri-diagnostique et la phase thérapeutique initiale, le médecin généraliste se définit par la pratique d’une médecine d’interface. Cette interface est temporelle, permettant d’accompagner la PAPC dans la rupture biographique particulièrement lourde de conséquence dans la pathologie cancéreuse. Mais elle est aussi spatiale, pouvant accompagner la PAPC dans l’adressage vers l’équipe de soins oncologiques, puis lorsque les traitements anti-cancéreux sont utilisés, vers les professionnels en charge de cette spécificité. Comme toute interface, elle n’est visible pour les PAPC qu’au moment où elle est traversée et demeure dans l’ombre avant et après, à domicile et à l’hôpital. L’enjeu devient alors celui de la communication, où comment le médecin généraliste est en capacité, par ses connaissances, ses compétences, sa posture et ses mots de tisser des liens suffisamment forts pour aider le patient dans sa quête de guérison et dans son travail de reconstruction à la fois physique, psychologique et socialThe general practitioner is the main actor in the organisation of primary care, as defined by the laws in force, both nationally and internationally. However, its role in the care of cancer patients remains both fluctuating, depending mainly on the social position of the patients, and difficult to identify, both in terms of time and context. A series of studies have been carried out to try to better understand the role of the general practitioner in the initial management of cancer, i.e. from the diagnostic period to the therapeutic phase itself. An initial qualitative study of 83 people with cancer (PWC) identified the main ways in which the health care system was used and what roles the general practitioner could play in these situations. A second qualitative component with health professionals, including general practitioners, clarified these roles, while a quantitative component was conducted to describe from cancer patient records the modalities of using a general practitioner. The trajectories of PWC were all the more marked by endurance logics as they were socially disadvantaged or from working class backgrounds. We also observed how the difficulties related to the patient's work were burdened by intersectionality logics. From a complete absence in the trajectories of some PWCs to a major role for others, the discovery of cancer and follow-up during the initial therapeutic phase, defining the role that the general practitioner can play requires an analysis of the entire spectrum of possible interventions, of which heterogeneity remains the rule. Nevertheless, during the two main phases, the peri-diagnostic phase and the initial therapeutic phase, the general practitioner is defined by the practice of interface medicine. This interface is temporal, making it possible to support the PWC in the biographical rupture particularly heavy with consequences in cancer pathology. But it is also spatial, being able to support the PWC in referring to the oncology care team, then when anti-cancer treatments are used, to the professionals in charge of this specificity. Like any interface, it is only visible to PWCs when it is crossed and remains in the shadows before and after, at home and in hospital. The issue then becomes that of communication, or how the general practitioner is able, through his knowledge, skills, posture and words, to forge sufficiently strong links to help the patient in his quest for recovery and in his work of physical, psychological and social reconstruction
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Larochelle, Sébastien. "Relations d'objet et organisation de la personnalité : étude comparative d'un groupe de participants présentant des conduites pédophiliques et d'un groupe de comparaison." Master's thesis, Université Laval, 2000. http://hdl.handle.net/20.500.11794/42449.
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Petitdemange, Eva. "SAMUFLUX : une démarche outillée de diagnostic et d'amélioration à base de doubles numériques : application aux centres d'appels d'urgence de trois SAMU." Thesis, Ecole nationale des Mines d'Albi-Carmaux, 2020. http://www.theses.fr/2020EMAC0012.
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L’engorgement des structures d’urgence médicale est une réalité à laquelle les SAMU (Service d’Aide Médicale Urgente) n’échappent pas (5 à 15% d’augmentation des appels par an). De récents événements comme la pandémie de Covid-19 montrent les limites du système actuel pour faire face aux situations de crise. Le renfort en moyens humains ne peut être la seule solution face à ce constat et il devient incontournable de construire de nouveaux modèles organisationnels tout en visant une qualité de service permettant de répondre à 99% des appels entrants en moins de 60 secondes. Toutefois, ces modèles doivent prendre en compte la grande hétérogénéité des SAMU et de leur fonctionnement. A la lumière de ces constats, le travail de recherche présenté dans ce manuscrit a pour but d'évaluer l'efficacité organisationnelle et la résilience des SAMU dans la prise en charge des flux d'appels téléphoniques d'urgence pour faire face au quotidien et aux situations de crise. Cette évaluation nous permet de proposer et de tester de nouveaux schémas organisationnels afin de faire des préconisations adaptées aux particularités des centres d'appels d'urgence. Dans une première partie, nous proposons une méthodologie outillée pour le diagnostic et l'amélioration des centres d'appels d'urgence. Elle se décompose en deux grands volets : l'étude des données issues des centres d'appel d'urgence puis la conception et l'utilisation d'un double numérique. Pour chaque étape de cette méthodologie, nous proposons un outil associé. Dans une seconde partie, nous appliquons le premier volet de la méthodologie aux données de nos SAMU partenaires. Il s'agit d'être capable d'extraire de l'information et des connaissances des données de téléphonies ainsi que des processus métiers pour le traitement des appels d'urgence. La connaissance ainsi extraite permet de concevoir un double numérique qui soit proche du comportement réel des SAMU. Enfin dans une troisième partie, nous utilisons la matière produite précédemment pour modéliser et paramétrer un double numérique déployé sur un moteur de simulation à événements discret. Il nous permet de tester plusieurs scénarios en jouant sur différentes organisations de gestion de l'appel. Grâce à cela, nous faisons des préconisations sur les types d'organisations à adopter afin d'améliorer les performances des centres d'appelThe demand for emergency medical services has been significant and increasing over the last decade. In a constrained medico-economic context, the maintenance of operational capacities represents a strategic strake in front of the risk of congestion and insufficient accessibility for the population. Recent events such as the COVID-19 pandemic show the limits of the current system to face crisis situations. Reinforcement in human resources cannot be the only solution in front of this observation and it becomes unavoidable to build new organizational models while aiming at a quality of service allowing to answer 99% of the incoming calls in less than 60 seconds (90% in 15s and 99% in 30s MARCUS report and HAS recommendation October 2020). However, these models must take into account the great heterogeneity of EMS and their operation. In the light of these findings, the research work presented in this manuscript aims to evaluate the organizational effiectiveness and resilience of EMS in managing the flow of emergency telephone calls to deal with daily life and crisis situations. This evaluation allows us to propose and test new organizational schemes in order to make recommendations adpated to the particularities of emergency call centers. In a first part, we propose a methodology equipped for the diagnosis and improvement of emergency call centers. It can be broken down into two main parts: the study of data from emergency call centers, and then the design and use of a dual digital system. For each step of this methodology, we propose an associated tool. In a second part, we apply the first part of the methodology to our partner EMS data. The aim is to be able to extract information and knowledge from the telephony data as well as from the business processes for handling emergency calls. The knowledge thus extracted makes it possible to design a digital duplicate that is close to the real behavior of the EMS. Finally, in a third part, we use the material produced previously to model and parameterize a digital duplicate deployed on a discrete event simulation engine. It allows us to test several scenarios by playing on different call management organizations. Thanks to this, we make recommendations on the types of organizations to adopt in order to improve the performance of call centers
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Videira, Rogerio Luiz da Rocha. "Acurácia diagnóstica, análise da decisão e heurísticas relacionadas à decisão clínica intuitiva de usar antagonista de bloqueador neuromuscular." Universidade de São Paulo, 2010. http://www.teses.usp.br/teses/disponiveis/5/5152/tde-01022011-165044/.
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INTRODUÇÃO: A curarização residual está associada a maior risco de morte após anestesia. Erros diagnósticos após o uso de bloqueador neuromuscular (BNM) estão relacionados com prevalência de 65-88% de curarização residual pré-extubação traqueal (CRPE). Esse estudo analisou a decisão clínica intuitiva de usar antagonista de BNM antes da extubação traqueal. MÉTODOS: Após aprovação do Comitê de Ética em Pesquisa, a decisão clínica dos anestesiologistas da nossa instituição foi auditada em 150 pacientes. A participação foi voluntária e anônima. As decisões, como se fossem resultados de um teste diagnóstico, foram comparadas à aceleromiografia, com TOF < 0,9 definido como CRPE. Uma árvore de decisão foi estruturada para comparar as diferentes estratégias e uma pesquisa sequencial (Delphi), realizada entre 108 anestesiologistas, extraiu as heurísticas (regras simplificadoras) mais usadas. RESULTADOS: A prevalência de CRPE foi de 77%. A intuição clínica apresentou sensibilidade de 0,35 (0,23-0,49) e especificidade de 0,80 (0,54- 0,94) para CRPE (P= 0,0001). Em uma escala de 0-10 a utilidade esperada da intuição foi menor do que sempre antagonizar (4,1 + 4,4 vs. 8,4 + 3,0, P< 0,05). As heurísticas mais proeminentes foram O intervalo desde a última dose de BNM foi curto e O padrão respiratório está inadequado, citadas por 73% e 71% dos anestesiologistas, respectivamente. Uma hora após dose única de atracúrio comparada ao rocurônio, 69,3% vs. 47,1% (P= 0,0035) dos anestesiologistas não usam antagonista antes da extubação traqueal. Os anestesiologistas têm a percepção de que a prevalência de curarização residual clinicamente significativa é maior na prática dos seus colegas do que na sua própria prática clínica (razão de chances 7,8 (3,8-16,2) P< 0,0001). CONCLUSÕES: A intuição clínica não deve ser usada para descartar a presença de curarização residual. Sempre usar o antagonista é uma estratégia melhor do que usar a intuição clínica para decidir. Os anestesiologistas tomam a decisão intuitiva baseados em uma previsão da duração dos efeitos do BNM e no julgamento qualitativo da adequação do padrão respiratório do paciente. Eles se consideram mais capacitados para evitar a curarização residual do que os colegas. Demonstram confiança excessiva na própria capacidade de prever a duração de ação do BNM e de descartar intuitivamente a presença de CRPEBACKGROUND: Residual curarization is associated with a higher risk of death after anesthesia. Diagnostic errors after the use of neuromuscular blocking agents (NMBA) are related to 65-88% prevalence of preextubation residual curarization (PERC). This study analyzed the clinical intuitive decision of antagonizing NMBA before tracheal extubation. METHODS: After IRB approval, this clinical decision was audited in 150 patients. Participation in the study was voluntary and anonymous. Decisions, as if a diagnostic test, were compared to acceleromyography, with TOF<0.9 defined as PERC. A decision tree was structured to compare different decision strategies. A sequential survey (Delphi) was conducted among 108 anaesthesiologists to elicit the most frequently used heuristics (rules of thumb). RESULTS: PERC prevalence was 77%. Clinical intuition presented sensitivity of 0.35 (0.23-0.49) and specificity of 0.80 (0.54-0.94) (P=0.0001). In a 0-10 rating scale, expected utility of intuition was lower than always antagonize all patients (4.1 + 4.4 vs. 8.4 + 3.0, P<0.05). The most salient heuristics were Short interval since the last NMBA dose and Breathing pattern is inadequate stated by 73% and 71% of the anesthesiologists, respectively. One hour after a single dose of atracurium compared with rocuronium, 69.3% vs. 47.1% (P= 0.0035) of the anesthesiologists do not use antagonist before tracheal extubation. They perceive that prevalence of clinically significant residual curarization is higher in their colleagues practice than in their own clinical practice (odds ratio 7.8 (3.8- 16.2), P< 0.0001). CONCLUSIONS: Clinical intuition should not be used to rule out residual curarization. Routine antagonism is a better strategy than the use of clinical intuition to make this decision. Clinicians make this intuitive decision based on a forecast of the duration of the effects of NMBA and on a qualitative judgement about the adequacy of the patients breathing pattern. They consider themselves more capable of avoiding residual curarization than their colleagues. They are overconfident in their own capacity to predict NMBA duration and intuitively rule PERC out
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Hopf, Susanne. "Fragebogen zur Identifikation von Wissensbarrieren in Organisationen (WiBa)." Doctoral thesis, Humboldt-Universität zu Berlin, Mathematisch-Naturwissenschaftliche Fakultät II, 2009. http://dx.doi.org/10.18452/16173.
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Das vorliegende Instrument – der Fragebogen zur Identifikation von Wissensbarrieren (WiBa) – misst den Umgang mit Wissen und Wissensbarrieren in Organisationen. Es lehnt sich in seiner Struktur an die Bausteine des Wissensmanagements von Probst, Raub und Romhardt (1997, 2006) an, die eine Art Lebenslauf von Wissen abbilden. Die 14 Skalen des Fragebogens decken die Themenfelder transaktives Wissen, Informationsverlust, interne Wissensbeschaffung, externe Wissensbeschaffung, Bedeutung von Wissensmanagement, Informationsspeicherung, Betriebsblindheit und mangelnde Aufmerksamkeit, mangelhafte Darstellung und Missverständnisse, Misstrauen und Mikropolitik, Übergabeprozesse, Informationsfluss, Kommunikationsklima, Lernkultur sowie Verbesserungsbedarf ab. Neben geschlossenen Fragen (Ratingskala, siebenstufig) gibt es auch einige offene Fragen. Der WiBa-Fragebogen sieht sich als Beitrag zur so genannten dritten Generation des Wissensmanagements. Auf Grund der Entwicklung unserer Gesellschaft von einer Produktions- zu einer Wissensgesellschaft gilt Wissen als die zentrale Ressource eines Unternehmens, die in der Regel noch nicht optimal ausgeschöpft wird. Zur Verbesserung werden oft gängige Wissensmanagement-Standardmaßnahmen blind ergriffen, die die vorhandenen Schwächen nicht im Kern treffen und daher auch ihre Wirkung nicht entfalten. Stattdessen ist die Entwicklung passgenauer, auf die aktuellen Bedürfnisse des Unternehmens abgestimmter Maßnahmen notwendig. Der WiBa-Fragebogen ermöglicht die dafür erforderliche Bestimmung des Ist-Zustandes im Umgang mit Wissen, indem er ein Stärken- und Schwächenprofil ausgibt. Er schließt damit eine Lücke in der bisherigen Landschaft der Diagnostik-Instrumente. Neben den Ergebnissen von explorativen Experten-Interviews flossen auch Erkenntnisse aus der Forschungsliteratur und ausgewählte Fragen aus anderen Instrumenten in die Item-Generierung ein. Im Rahmen von drei Erhebungswellen wurden insgesamt 1.256 Mitarbeiter mit dem WiBa-Fragebogen befragt. Das nun vorliegende Instrument ist objektiv, reliabel und valide. Insbesondere eine umfangreiche Prüfung der Kriteriums- und Konstruktvalidität konnte durch die Hinzunahme von anderen Erhebungsinstrumenten (zu den Themenfeldern Arbeitszufriedenheit, Arbeitsbeschreibung, Organisationskultur und Vorgesetztenverhalten) und durch Prüfung von Zusammenhängen mit demografischen Variablen und Unternehmensmerkmalen erreicht werden. Die stichprobenstarken Erhebungen führten dazu, dass ein erster Grundstock an Benchmark-Werte vorliegt.The Questionnaire for the Identification of Knowledge Barriers (WiBa) measures the handling of knowledge within companies and organizations. The WiBa-questionnaire’s structure is inspired by the knowledge cycle of Probst, Raub and Romhardt (1997, 2006) which describes a lifecycle of knowledge. The fourteen scales include the topics: transactive knowledge, loss of information, internal knowledge acquisition, external knowledge acquisition, meaning of knowledge management, storage of information, professional blindness and lack of awareness, poor description and misunderstanding, mistrust and micropolitics, handover processes, information flow, climate of communication, learning culture and need for improvement. The questionnaire primarily includes questions rated on a seven point scale but also a small number of open questions. The WiBa-questionnaire is part of the so called third generation of knowledge management: Because our society has changed from a production-based to a knowledge-based society, knowledge is one of the most important resources for companies. Yet it is frequently not used as effectively as it could be. In trying to alleviate this, companies often blindly implement standard actions that do not exactly match the companies’ needs and therefore do not work. Instead it is crucial to implement actions that precisely fit the weaknesses and particularities of the company. In order to do that, an analysis of the actual handling of knowledge in the company is needed – this can be done by the WiBa-questionnaire. The output of this questionnaire consists of a profile of knowledge-strengths and knowledge-weaknesses. The questionnaire thereby closes a gap among in the currently available diagnostic tools. There were three sources for the development of items: first, explorative expert interviews, second, results from research and third, other questionnaires. In the sequence of three surveys a total of 1.256 employees took part. The WiBa-questionnaire is objective, reliable and valid. Especially criteria-validity and construct-validity were proven by checking the interrelations with other questionnaires (work satisfaction, work description, organizational culture and behavior of the superior) and with demographic variables and attributes of the company. Because of the large number of participants in the surveys, there is a basis of benchmark data available.
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Daclin, Marine. "La Socialisation Organisationnelle du Dirigeant salarié. Du contexte de départ du prédécesseur à l'intégration stratégique du successeur." Thesis, Lyon 3, 2012. http://www.theses.fr/2012LYO30087/document.
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Le métier de dirigeant est riche et complexe et un changement de « numéro un » mal appréhendé peut avoir un impact sur la performance socio-économique, la stratégie, la politique ou encore l’organisation de l’entreprise. Faciliter l’arrivée du nouveau dirigeant est donc un enjeu important pour la survie-développement de l’organisation, d’autant que sa socialisation organisationnelle reste peu étudiée. La première partie explicite les fondements conceptuels et méthodologiques de la recherche, et présente les terrains d’expérimentations de nos hypothèses et de nos outils. L’exploitation d’entretiens réalisés avec des dirigeants permet de définir le métier de dirigeant et de mettre en exergue les rôles et les compétences spécifiques du dirigeant salarié. La relation entre le dirigeant et sa Gouvernance est également étudiée. Son besoin particulier de socialisation organisationnelle est alors démontré, notamment par rapport à un repreneur d’entreprise et à un salarié « classique ». Dans la seconde partie, la théorie de la socialisation organisationnelle est adaptée au métier exigeant et unique de dirigeant, via le concept de Socialisation Organisationnelle du Dirigeant (SOD). Ce modèle répond aux besoins spécifiques de socialisation du dirigeant, notamment lors de l’intégration, étape charnière de la socialisation organisationnelle. Elle est constituée de quatre types de reprises : une reprise politico-stratégique, une reprise organisationnelle, une reprise managériale et une reprise du rôle de dirigeant. La qualité de ces reprises aboutit à la qualité de l’intégration du dirigeant, requalifiée d’intégration stratégique à cause de ses enjeux. Une grille d’analyse est proposée afin de permettre au nouveau dirigeant de mieux appréhender l’organisation qu’il va diriger, mais également ses propres besoins de socialisation organisationnelle au travers des variables et facteurs qui la composentThe job of CEO is rich and complex and the "number one" change, poorly understood, may have an impact on the socio-economic performance, strategy, policy and the organization of the company. Facilitate the arrival of new manager is an important issue for the survival and development of the organization, as well as its organizational socialization remains little studied.The first part explains the conceptual and methodological research, and presents lots of experiments of our assumptions and our tools. We use interviews with executives to define the business leadership and highlight the specifics CEO’s roles and skills. The specific relationship between the leader and its Governance is also studied. Its specific needs of organizational socialization are then demonstrated, particularly in relation to a buyer company and a "classic" employee.In the second part, the concept of organizational socialization is suitable for demanding and unique leader, through the concept of CEO’s Organizational Socialization. This model meets the needs of leader’s socialization, especially during integration, organizational socialization’s milestone. It consists of three types of recoveries: politico-strategic, organizational and managerial. The quality of these recoveries led to the quality of leader’s integration, reclassified strategic integration because of its strategic challenges. An analytical framework is proposed to allow both the new leader to better understand the organization that will lead, but also its own needs through organizational socialization variables and factors that compose it
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Zago, Célia Terezinha. "ESTUDO DA EFICÁCIA ADAPTATIVA DE EXECUTIVOS E SUAS RELAÇÕES COM O TRABALHO." Universidade Metodista de São Paulo, 2004. http://tede.metodista.br/jspui/handle/tede/1380.
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Previous issue date: 2004-09-09The present research aims to investigate the psychodynamic of the executives professionals and their relations with their jobs according to the theory of adaptation of Ryad Simon. The objectives are: to evaluate the efficiency of adaptation of a sample of professionals that have executives positions in industrial companies, verify the effective influence of the sector of productivity in the adaptation of these executives and identify the inner and outer micro factors, positive or negatives determiners of the adaptation. The method used was the clinic and the technical ones, the preventive and non-directive interview. Nineteen (19) executives of middle management that work in industrial companies were interviewed. The datum of the interview were evaluated quantitatively according to the Operable Adaptive Diagnosis Scale (OADS), and qualitatively with the raising of the micro factors. The results found are: people diagnosed in Group 1, Efficient Adaptation, 4 executives; in Adaptative Crises, 1; Group 2, Little Inefficient Adaptation, 3; Group 3, Moderate Inefficient Adaptation, 8; Group 4, Severe Inefficient Adaptation, 1; Group 5, Grave Inefficient Adaptation, 2. The sector of Productivity showed to have a central and current importance in these executives lives, influencing all the adaptative sectors, in a positive or negative way. Analyzing the inner and the outer micro factors we could evaluate that the Affective-Relational also has influenced in the adaptation through the inner and projected feelings and the way these executives face the world and their relations with their jobs. It was observed that these executives show a strong psychological dependence on the organizations they belong to, feelings of hate and love, pleasure and displeasure in relation to their work. We get to the conclusion of: for that sample of executives the job has a central meaning in their lives and the inner feelings coming from the jobs themselves can increase or decrease the disposition, disturb relations and consequently provoking gradual or sudden changes in their adaptive efficiency.
O presente estudo visa investigar a psicodinâmica de profissionais executivos e as suas relações com o trabalho, segundo a teoria da adaptação de Ryad Simon. Os objetivos foram: 1. avaliar a eficácia adaptativa de uma amostra de executivos; 2. verificar a influência do setor Produtividade na eficácia adaptativa; 3. identificar os micro-fatores internos e externos, positivos ou negativos determinantes dessa adaptação; 4. relacionar os micro-fatores à situação profissional desses executivos. O método utilizado foi o clínico e a técnica, a entrevista preventiva e não diretiva. Foram entrevistados 19 executivos de média gerência que trabalham em empresas industriais. Os dados de entrevista foram avaliados clinicamente e operacionalizados por meio da Escala Diagnóstica Adaptativa Operacionalizada EDAO. Os diagnósticos encontrados foram: Grupo 1, Adaptação Eficaz, 04 executivos; em Crise Adaptativa, 01; Grupo 2, Adaptação Ineficaz Leve, 03; Grupo 3, Adaptação Ineficaz Moderada, 08; Grupo 4, Adaptação Ineficaz Severa, 01; e Grupo 5, Adaptação Ineficaz Grave, 02. O setor Produtividade mostrou ter uma importância central e atual na vida desses homens influenciando todos os setores adaptativos, de forma positiva ou negativa. Pela análise dos micro-fatores internos e externos avaliamos que o setor Afetivo-Relacional também influi na adaptação através de sentimentos internalizados e projetados e na forma deles encararem o mundo e as relações com o trabalho; observamos que os sujeitos mostram uma dependência psicológica forte com as organizações as quais pertencem, e sentimentos de amor e ódio, prazer e sofrimento em relação ao trabalho. Concluímos que para esta amostra de executivos, o trabalho tem um significado central nas suas vidas e, os sentimentos internalizados, advindos do próprio trabalho, podem aumentar ou diminuir a disposição, afetar relações e, conseqüentemente, provocar mudanças graduais ou súbitas em sua eficácia adaptativa.
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Alsheh, Ali Maya. "Analyse statistique de populations pour l'interprétation d'images histologiques." Thesis, Sorbonne Paris Cité, 2015. http://www.theses.fr/2015PA05S001/document.
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Au cours de la dernière décennie, la pathologie numérique a été améliorée grâce aux avancées des algorithmes d'analyse d'images et de la puissance de calcul. Néanmoins, le diagnostic par un expert à partir d'images histopathologiques reste le gold standard pour un nombre considérable de maladies notamment le cancer. Ce type d'images préserve la structure des tissus aussi proches que possible de leur état vivant. Ainsi, cela permet de quantifier les objets biologiques et de décrire leur organisation spatiale afin de fournir une description plus précise des tissus malades. L'analyse automatique des images histopathologiques peut avoir trois objectifs: le diagnostic assisté par ordinateur, l'évaluation de la sévérité des maladies et enfin l'étude et l'interprétation des mécanismes sous-jacents des maladies et leurs impacts sur les objets biologiques. L'objectif principal de cette thèse est en premier lieu de comprendre et relever les défis associés à l'analyse automatisée des images histologiques. Ensuite, ces travaux visent à décrire les populations d'objets biologiques présents dans les images et leurs relations et interactions à l'aide des statistiques spatiales et également à évaluer la significativité de leurs différences en fonction de la maladie par des tests statistiques. Après une étape de séparation des populations d'objets biologiques basée sur la couleur des marqueurs, une extraction automatique de leurs emplacements est effectuée en fonction de leur type, qui peut être ponctuel ou surfacique. Les statistiques spatiales, basées sur la distance pour les données ponctuelles, sont étudiées et une fonction originale afin de mesurer les interactions entre deux types de données est proposée. Puisqu'il a été montré dans la littérature que la texture d'un tissu est altérée par la présence d'une maladie, les méthodes fondées sur les motifs binaires locaux sont discutées et une approche basée sur une modification de la résolution de l'image afin d'améliorer leur description est introduite. Enfin, les statistiques descriptives et déductives sont appliquées afin d'interpréter les caractéristiques extraites et d'étudier leur pouvoir discriminant dans le cadre de l'étude des modèles animaux de cancer colorectal. Ce travail préconise la mesure des associations entre différents types d'objets biologiques pour mieux comprendre et comparer les mécanismes sous-jacents des maladies et leurs impacts sur la structure des tissus. En outre, nos expériences confirment que l'information de texture joue un rôle important dans la différenciation des deux modèles d'implantation d'une même maladieDuring the last decade, digital pathology has been improved thanks to the advance of image analysis algorithms and calculus power. However, the diagnosis from histopathology images by an expert remains the gold standard in a considerable number of diseases especially cancer. This type of images preserves the tissue structures as close as possible to their living state. Thus, it allows to quantify the biological objects and to describe their spatial organization in order to provide a more specific characterization of diseased tissues. The automated analysis of histopathological images can have three objectives: computer-aided diagnosis, disease grading, and the study and interpretation of the underlying disease mechanisms and their impact on biological objects. The main goal of this dissertation is first to understand and address the challenges associated with the automated analysis of histology images. Then it aims at describing the populations of biological objects present in histology images and their relationships using spatial statistics and also at assessing the significance of their differences according to the disease through statistical tests. After a color-based separation of the biological object populations, an automated extraction of their locations is performed according to their types, which can be point or areal data. Distance-based spatial statistics for point data are reviewed and an original function to measure the interactions between point and areal data is proposed. Since it has been shown that the tissue texture is altered by the presence of a disease, local binary patterns methods are discussed and an approach based on a modification of the image resolution to enhance their description is introduced. Finally, descriptive and inferential statistics are applied in order to interpret the extracted features and to study their discriminative power in the application context of animal models of colorectal cancer. This work advocates the measure of associations between different types of biological objects to better understand and compare the underlying mechanisms of diseases and their impact on the tissue structure. Besides, our experiments confirm that the texture information plays an important part in the differentiation of two implemented models of the same disease