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О, Сироткіна В. "Напрями організації обслуговування груп туристів (на прикладі готелю «Premier Geneva Hotel»)." Thesis, Одеський національний економічний університет, 2021. http://local.lib/diploma/Syrotkina.pdf.
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Доступ до роботи тільки на території бібліотеки ОНЕУ, для переходу натисніть на посилання нижчеУ роботі розглядаються теоретичні засади організації обслуговування груп туристів на підприємствах готельного господарства. Розкрито зміст основи організації прийому та розміщення туристів в готелі, поняття і функції служб прийому і розміщення. Також досліджено світовий досвід ефективного розміщення туристичних груп в готельному бізнесі. Досліджено стан розвитку видів туризму та потенціалу міста як туристичного центру. Надано характеристику готелю «Premier Geneva Hotel», проаналізовано його основні показники господарсько–економічної діяльності в динаміці, охарактеризовано продукт готелю. Детально вивчено та оцінено технологію обслуговування груп туристів в готелі «Premier Geneva Hotel».
The theoretical bases of the organization of service of groups of tourists at the enterprises of hotel economy are considered in the work. The content of the basis of the organization of reception and accommodation of tourists in the hotel, the concept and functions of reception and accommodation services are revealed. The world experience of effective accommodation of tourist groups in the hotel business is also studied. The state of development of types of tourism and the potential of the city as a tourist center is studied. The characteristics of the hotel "Premier Geneva Hotel" are given, its main indicators of economic activity in dynamics are analyzed, the product of the hotel is characterized. The technology of servicing groups of tourists in the Premier Geneva Hotel has been studied and evaluated in detail.
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Gujar, Purva (Purva Prakash). "Organizational structure in the hospitality industry : a comparative analysis of hotel real estate investment trusts (REITs) and hotel C-Corporations." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/77122.
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Thesis (S.M. in Real Estate Development)--Massachusetts Institute of Technology, Program in Real Estate Development in Conjunction with the Center for Real Estate, 2012.Cataloged from department-submitted PDF version of thesis. This electronic version was submitted and approved by the author's academic department as part of an electronic thesis pilot project. The certified thesis is available in the Institute Archives and Special Collections.
Includes bibliographical references (p. 102-108).
Current legislation has made it possible for real estate investment trusts (REITs) to earn income beyond purely passive sources such as rents from real property or interest from mortgages on real property. As a result, both the number and market capitalization of hotel REITs have substantially increased, and the difference between hotel REITs and hotel C-corporations has narrowed. However, companies such as Starwood Hotels have reverted back to the C-corporation structure. Given these organizational changes and the increasing dominance of hotel REITs, there is a need to analyze hotel REITs and hotel C-corporations in a comparative framework. Equity REITs and C-corporations have been studied extensively. However, research on various organizational forms in the hospitality industry is somewhat limited. This study attempts to fill this gap by comparing the stock market performance of publicly traded hotel REITs with hotel C-Corporations from 1993 to 2011. Furthermore, the impact of significant events such as mergers and acquisitions and legislative amendments on firms' stock price are also observed. Finally, detailed case studies of companies that underwent corporate restructuring are conducted. The research objective of this thesis is to examine (a) whether REITs are an efficient organizational structure for the lodging industry; and (b) whether the tax benefits of REITs offset the regulatory constraints they face. The study infers that REIT acquirers have an advantage in mergers and acquisitions, but in all other situations, the net benefits of REITs are not as clear. On market cap basis, the performance of hotel REITs and hotel C-Corporations was almost identical, however when equally weighted, hotel REITs outperformed their C-Corporation counterparts. In addition, the results show that the REIT returns are highly volatile. On a broad level the hospitality business has two distinct segments -- ownership of hotels and management of hotels and the degree of operating flexibility offered is one of the main factors that differentiate REITs from the C-Corporation counterparts. Therefore, this study concludes that the choice of corporate structure depends greatly on a firm's business strategy.
by Purva Gujar.
S.M.in Real Estate Development
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LaFleur, Tobias C. (Tobias Christopher). "Improving the Quality of Hotel Banquet Staff Performance: a Case Study in Organizational Behavior Management." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc500375/.
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The banquet staff at a north Texas hotel were responsible for setting up 11 different functions (e.g., buffet dinners) for conferences and meetings. The functions were often set up late and items were often omitted. An analysis suggested that performance problems were the result of weak antecedents, inefficient work procedures, inadequate training and a lack of motivating consequences. An intervention consisting of task checklists, feedback, goal setting, monetary bonuses, training and job aids was designed to enhance the accuracy and timeliness of function setups. Performance increased from an average of 68.8% on the quality measure (accuracy plus timeliness) in baseline, to 99.7% during the intervention phase. Performance decreased to 82.3% during a follow-up phase in which parts of the intervention were discontinued by hotel management. Performance increased to 99.3% with the reintroduction of the intervention phase.
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Burton-Jones, John Alan, and n/a. "A COMPARATIVE CASE STUDY OF KNOWLEDGE SUPPLY AND ORGANIZATIONAL EFFECTIVENESS." University of Canberra. School of Professional Communication, 2007. http://erl.canberra.edu.au./public/adt-AUC20070814.114351.
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It has been widely observed that economic activities are increasingly dependent on
intangible, knowledge-based resources (Hayek, 1945; Drucker, 1966; Bell, 1973;
Brinkley, 2006). One result of the move to a knowledge economy is that traditional
notions of work and human resources have broken down and organizations have adopted
new methods of sourcing knowledge. This thesis addresses the question of how
organizations can optimally determine their requirements for knowledge from within and
outside their boundaries. The objective of the thesis is to develop a theory of
organizational knowledge supply and to test the theory in explaining and predicting the
effectiveness of an organization's knowledge sourcing strategies. The research question
driving this thesis therefore is: "eCan knowledge-based theory of the firm explain the
relationship between organizations' mix of internal and external human resources and
organizational effectiveness?"e
The aim of this thesis is to contribute to human resources and organizational theory
through its theoretical model and empirical evidence of the relationship between
knowledge sourcing and organizational effectiveness. The thesis also aims to contribute
to practice by informing organizations about the effectiveness of different human
sourcing practices.
Knowledge-based theory of the firm and contingency theory were used to develop an
initial theoretical model of fit and effectiveness. To extend existing theoretical models,
and to support the case study, the initial theoretical model was refined so that it not only
included fit and effectiveness (as in past research), but it also posited a model of the
intervening process by which fit leads to effectiveness.
To test the posited theoretical model, a comparative case study was commenced in mid-
2004, in two 4.5 star inner city hotels in Australia, each a member of a different hotel
group. Qualitative and quantitative research methods were used, with semi-structured
interviews and questionnaires as the key data collection methods. The main data
collection process was completed in April 2005.
The findings from the study generally support the theoretical model. The case study
however also revealed that much of the effect of the fit of human capital on
organizational effectiveness was constrained and enabled by two other organizational
resources (hotel systems and processes, and the hotel brand standard). This finding
suggests that existing theoretical models that suggest an independent effect of human
capital fit on performance may be incomplete.
In summary the thesis research question was answered with a conditional affirmative. In
other words, knowledge-based theory can explain the relationship between organizations'
mix of internal and external human resources and organizational effectiveness, but
existing knowledgehuman capital-based models of this relationship can be extended and
thus improved in two ways:
1) By positing a model of the intervening process by which human capital fit leads to
organizational effectiveness.
2) By positing a model of the degree to which the effect of human capital fit on
organizational effectiveness depends on other organizational resources.
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Huo, Yang Hwae. "Internal environment, organizational form and their impact on financial performance of hotel chains." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40202.
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The primary objective of this study was to investigate the relationship between internal environment, organizational form, and financial performance in hotel chains. Using a contingency framework, this study investigated the match between internal environmental factors--such as capital scarcity, monitoring cost, and asset specificity--and organizational form--such as company owned, franchised, or combination of both--in an attempt to distinguish between high and low performing hotel chains.
The key findings of this study indicate that hotel chains which showed a "match" between the monitoring cost of their internal environmental factors and organizational form performed better than if those elements did not match. The other finding of this study indicates that hotel chains operating under different organizational forms, such as company-owned, franchised, and combination of both, did not differ in their financial performance levels which were measured in terms of return on investment and growth in unit sales.
This study contributes to the body of knowledge in the lodging industry by introducing the contingency theory in investigating the interrelationship between internal environment, organizational form, and financial performance. In other words, this study utilized internal environmental factors such as capital scarcity, monitoring costs, and asset specificity as moderators in order to measure their impact on organizational forms and financial performance relationship. Specifically, this study provides unique ways to measure the internal environmental factors, organizational form, and financial performance: (1) capital scarcity was measured using financing activities data included in the statement cash flows, (2) organizational form of the firm was categorized into company-owned, franchised, and combination of both, and (3) financial performance was measured using return on investment (ROI) and growth in unit sales. From the industry point of view, the findings of this study will aid in recognizing organizational form in conjunction with internal environment and financial performance. This study provides empirical support with regard to the relative models in predicting appropriate organizational form that will show better financial performance. In other words, the firm that evaluates and analyzes its internal environmental factors could have the adequate organizational form that generates high profitability. From the theoretical point of view, this study provides a body of knowledge in franchising by providing empirical findings with regard to internal environmental factors in explaining the relationship between organizational form and financial performance. Furthermore, this study contributes to the existing agency theory literature in franchising by providing empirical research to the evaluative contingency theory.Ph. D.
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Martinez, Delgado Juan Carlos. "Designing the organizational structure for an entrepreneurial venture." Thesis, Massachusetts Institute of Technology, 2010. http://hdl.handle.net/1721.1/59139.
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Thesis (S.M.)--Massachusetts Institute of Technology, Sloan School of Management, 2010."June 2010." Cataloged from PDF version of thesis.
Includes bibliographical references.
BS Grupo is a Peruvian entrepreneurial venture begun in 2000. The company has grown relatively fast, becoming a leading training provider in Peru. The venture delivers high level and specialized training services in the the areas of mining and information technologies, and on specific topics, such as project, maintenance, and quality management. Although it has experienced relatively fast growth, BS Grupo has missed market opportunities and has delayed the deployment of strategic projects needed for its long term sustainability. The company has developed strong capabilities to identify market opportunities and to configure products to address them; however, BS Grupo has experienced major problems in the areas of people management and organizational structure. This thesis analyzes the current organizational design of BS Grupo using three lenses: strategic, political and cultural. Recommendations are made to develop a new organizational design that supports the growth plans of the venture.
by Juan Carlos Martinez Delgado.
S.M.
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Bertilsson, Maria, and Björn Persson. "How to create loyal visitors in hotel businesses." Thesis, Högskolan Kristianstad, Sektionen för Hälsa och Samhälle, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-8373.
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The purpose of this research paper is to provide an understanding for organizational factors effect on Customer Relationship Management (CRM) in the hotel business and then investigate CRM activities effect on loyalty among business travelers. An analysis of 163 questionnaires gathered from hotels in Sweden resulted in two main findings. (1) Organizational factors such as: size, strategy, and maturity of information system affect CRM activities where the development of a customer loyalty strategy affects CRM activities the most. (2) CRM activities as: bonus cards, service customization, free-gifts, and convenient check in/check outs affect loyalty where service customization affects loyalty the most. Hence, different organizational preferences and certain CRM activities are preferable as hotels strive to create loyalty among business travelers.
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Hawela, Mohamed Fetouh. "E-learning as a tool for organizational learning and knowledge management in international hotel companies." Thesis, University of Ulster, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.550277.
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E-learning is still an emerging phenomenon in international hotel companies about which very few previous academic studies have been carried out. This had created a need for this research. This study is an endeavor to bridge the gap in knowledge regarding the use of e-learning in international hotel companies. More specifically it focuses on exploring how international hotel companies can optimize the benefits that they get from using the e-learning tools (e-learning portal). This research is novel in the area of hospitality management and more specifically in the literature focusing on international hotel companies. This is the first study, to the author's knowledge, that has examined e-learning in international hotel companies from the perspectives of organizational learning and knowledge management. This study uncovered the practices in using e-learning of the three studied international hotel companies. This thesis highlights the importance of building a close (integral) relationship between e-learning, organizational learning and knowledge management. E-learning is viewed as a complex adaptive system. This study is organized into eleven chapters. The first six chapters focus on the literature review that supported the achievement of the main aims of this research. Chapter seven is the methodology. In order to attain the aims of this research, data were collected from multiple sources, for example interviews, data published in the public domain (internet sources) and documents collected from the three studied companies. Chapters eight, nine and ten are the case studies of the three studied companies. Each of these chapters in divided into two phases of analysis. Chapter eleven is the conclusion, recommendations and contributions of this research.
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Morais, João Marcelo. "Organizational structure in family business management styles and employees satisfaction." Universidade de Taubaté, 2004. http://www.bdtd.unitau.br/tedesimplificado/tde_busca/arquivo.php?codArquivo=24.
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Nowadays, world ambient discussion constitutes an important subject, which also includes Brazil, an organizations importance, especially the company that aims at profit, for economic, social and individual development. At the same time the form of expectations, the companies find themselves in competitive scenery, that is, a combined economic evolution in an open market, that resulted in new companies, international competitors entering the local market and improving products and services that already exist for focalizing quality and low cost. This scenery determines that the organizations should be alert in its organizational structure, especially in its reference an existing relation a between high administrative conception and its perspectives of managerial and other employees, because this can reflect in their market and clients. The aim of this thesis is to identify the organizational structure in a family business, or that is, managed and run by its owners. It also scopes on knowing the relevant structural factors facing the scenery mentioned before, as we realize de main characteristics of managers in a family organizations and influenced by a structural model used and management style in relation to the employees satisfaction. For this reason a typical family company was selected, managed and run by its owners, in the case, husband and wife, that work in services sector of international commerce which has its influence and administration, even though its head-office is situate in the city of São José dos Campos São Paulo Brazil -, and represents in the Brazilian and world economy, through its branches, risk partners and representatives. Such aspect meant using a research method collecting information from its owners, managers and employees co-localized in all its branches.Atualmente constitui-se tema de significante discussão em âmbito mundial, e não menos diferente no Brasil, a importância das organizações, especialmente as empresas destinadas a produzir lucratividade, para o desenvolvimento econômico, social e do indivíduo. De forma concomitante às expectativas declinadas anteriormente, as empresas se encontram em meio a um cenário referendado por características muito particulares de competitividade, ou seja, a evolução econômica combinada com a abertura de mercados, culminou com a criação de novas empresas, entrada de concorrentes internacionais no mercado local e aprimoramento dos produtos e serviços já existentes para um enfoque que exige qualidade e baixo custo. Este cenário determina que as organizações estejam atentas à sua estrutura organizacional, especialmente no que tange a relação existente entre as concepções da alta administração e as perspectivas do corpo gerencial e dos demais funcionários, vez que isto poderá produzir reflexos em seu mercado e clientes. Este trabalho tem como objetivo identificar a estrutura de organização de uma empresa familiar, ou seja, uma empresa administrada e gerida por seus proprietários. Também tem como escopo apreender os fatores relevantes da estrutura frente ao cenário anteriormente descrito, assim como perceber as principais características dos gerentes da organização familiar e a influência do modelo estrutural adotado e do perfil gerencial em face da satisfação do corpo operacional, isto é, dos funcionários. Para tanto, foi selecionada uma empresa tipicamente familiar, administrada e gerida por seus proprietários, in casu, marido e mulher, que atua no setor de prestação de serviços de comércio exterior e cuja zona de influência e atendimento, muito embora sua matriz esteja localizada na cidade de São José dos Campos - SP, perfaça localidades mais representativas da economia brasileira e mundial, por intermédio de suas filiais, parceiros de risco e representantes. Tal aspecto significou, para a metodologia de pesquisa empregada, a coleta de dados perante gerentes e funcionários co-localizados em todas as unidades da empresa selecionada.
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Löfgren, Victoria, and Aivi Eklund. "Organizational Structure, Communication, and Performance : Relationship to integrated management system." Thesis, Uppsala universitet, Institutionen för samhällsbyggnad och industriell teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-444754.
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The study aims to research factors that impact organizational structure, communication, performance, and if the management system has any significant ability to improve the outcome. The study is a case study of an organization where twenty-five employees were invited to participate in the survey and express how they perceive the management system. Interview with a CEO of the organization and access to the intranet and management system gave another set of data analyzed and researched with the help of theories. The results show that the organizational structure, communication, and performance cannot function without each other. Structure impacts the communication and performance of the organization. Simultaneously, successful communication is a vital ingredient for the structure to function and increase performance. The management system is the center for organizational structure and performance. Successful integration of the management system improves the information flow, increasing efficiency, performance, and profitability in the organization. A functioning and collaborative management system is the key to increased quality in every area of the organization. It fulfills the social demand for sustainability and quality vital for surviving the competitive market and being prepared for unexpected future events such as Covid-19. Available various technological and digital tools for quality improvement and communication have been the savior for many businesses worldwide.Studien syftar till att undersöka faktorer som påverkar organisationsstruktur, kommunikation, prestanda och om ledningssystemet har någon betydande förmåga att förbättra resultatet. Studien är en fallstudie av en organisation där tjugofem anställda var inbjudna att delta i undersökningen och uttrycka hur de uppfattar ledningssystemet. Intervju med en VD för organisationen och tillgång till intranätet och ledningssystemet gav ytterligare en uppsättning data som analyserades och forskades med hjälp av teorier. Resultaten visar att organisationsstruktur, kommunikation och prestanda inte kan fungera utan varandra. Struktur påverkar organisationens kommunikation och prestanda. Samtidigt är framgångsrik kommunikation en viktig ingrediens för att strukturen ska fungera och öka prestanda. Ledningssystemet är centrum för organisationsstruktur och prestanda. Framgångsrik integration av ledningssystemet förbättrar informationsflödet, ökar effektiviteten, prestanda och lönsamhet i organisationen. Ett fungerande och samverkande ledningssystem är nyckeln till ökad kvalitet inom alla områden i organisationen. Det uppfyller den sociala efterfrågan på hållbarhet och kvalitet som är avgörande för att överleva den konkurrensutsatta marknaden och vara beredd på oväntade framtida händelser som Covid-19. Tillgängliga olika tekniska och digitala verktyg för kvalitetsförbättring och kommunikation har varit en undsättare för många företag världen över.
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Kroeten, Christl Arwen. "Hotel Manager Strategies to Reduce Voluntary Employee Turnover." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5566.
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The voluntary turnover rate in the United States hotel industry is among the highest of all industries, resulting in lost revenue. The purpose of this multiple case study was to explore strategies hotel managers use to reduce voluntary employee turnover. The targeted population consisted of 6 managers from hotel businesses operating in the MidAtlantic region of the United States who successfully used strategies to reduce voluntary employee turnover. Job embeddedness theory, this study's theoretical framework, was used to describe reasons employees remained in organizations. Data were gathered via semistructured interviews, observational notes, and public business records regarding turnover or retention programs. Yinʼs 5-step analysis model was used to compile, deconstruct, reassemble, interpret, and draw conclusions from the data. Four themes emerged from data analysis: organizational support with property-level flexibility, feeling valued for individual contributions to the team, opportunities for training or advancement, and relationships with managers and peers. The results of this study may contribute to positive social change by providing strategies to reduce employee turnover in a historically low-wage industry, which may result in raising the quality of life for hotel employees, their families, and communities.
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Kapustyak, Rostislav. "Management ukrajinské společnosti ‚TorhPress‘." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222186.
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This thesis describes situation in management companies on Ukraine. In theoretic part work you can find information about types organizational structure companies, her division, benefits and disavantages. This information I extract from special books and article about this subject. In practical part I more often analyze Ukrainian company Torhpress that the deal with distribution form and postal goods in Zakarpatian regions, where after analysis I try to suggest optimum solving improvement organizational structure those companies for more effective course companies.
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Atkinson, T. D. "Improving organizational structure at Brunswick Street Baptist Church." Theological Research Exchange Network (TREN) Access this title online, 2004. http://www.tren.com.
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Gulati, Rosaline K. "The coupling of product architecture and organizational structure decisions." Thesis, Massachusetts Institute of Technology, 1996. http://hdl.handle.net/1721.1/9839.
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Thesis (S.M.)--Massachusetts Institute of Technology, Sloan School of Management; and, (S.M.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 1996.Includes bibliographical references (leaves 36-46).
by Rosaline K. Gulati.
S.M.
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Holloway, Samuel Scott 1974. "When does the network organizational form fail? Examining the impact of project characteristics on organizational structure and performance." Thesis, University of Oregon, 2009. http://hdl.handle.net/1794/10222.
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xv, 228 p. : ill. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number.This dissertation integrates economic and sociological approaches to network organizing to explain the structure and performance of network organizational forms. Previous theorizing from economics and sociology linked network organizational structure to "pairwise" or dyadic assessments of transaction efficiency and relational efficacy. Research based on these theories offered only partial understanding of network organizational performance because this work ignores the impact of multiple dyads interacting simultaneously, which occurs at the network level of analysis. This study integrates economic and sociological theories, treating them as interdependent explanations of network structure and performance. Theory is developed at the network level of analysis, which is necessary to explain the structure and performance of network organizations. Taking a network governance perspective, I formulate a theoretical model predicting the impact of exchange conditions upon the structure and performance of network organizations. I focus upon a specific variant of network organizations, "temporary interorganizational networks" (TINs), and develop and test hypotheses derived from transaction cost economics and from the sociological perspective focusing on relational embeddedness. I test these hypotheses by constructing a unique dataset containing comprehensive financial, organizational, and performance information regarding a population of network organizations during the years 2000-2007. Each observation in this dataset constitutes a network form designed to address a specific project, and these observations include both those networks that succeeded and those that failed. The study's design overcomes a limitation of prior cross-sectional analyses: Most prior analyses treat network ties as durable and assume that all ties add value to an organization. This assumption is challenged by empirical findings suggesting that the value of a relational tie decays rapidly with time. In contrast, the transient relationships common in TINS repeatedly form and dissolve over time. By observing both the formation and dissolution of ties and both successful and unsuccessful interorganizational networks, this study is among the first to test the full range of network organizational performance. My results indicate that exchange conditions significantly affect both the structure and performance of the network organizational form. Additionally, analyses reliably predict failure of the network form, which amends and extends prior theory.
Committee in charge: Alan Meyer, Chairperson, Management; Michael Russo, Member, Management; Anne Parmigiani, Member, Management; William Starbuck, Member, Management; Renee Irvin, Outside Member, Planning Public Policy & Mgmt
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Martin, de Holan Pablo. "The dynamics of knowledge in international strategic alliances : a longitudinal study of service firms." Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=37775.
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This thesis studies the notion of knowledge in business firms, and in particular the concept of knowledge mobilization, understood as the mechanisms used by organizations to apply, transfer and retain knowledge about cause and effect relationships. As a theoretical framework, we use here a derivative of the resource based view of the firm called the knowledge based view. This theory is used to understand and analyze how service organizations in international strategic alliances developed and refined their knowledge base.Methodologically, this thesis utilizes a qualitative, longitudinal perspective, based on several cases of organizations in similar structural context but whose results after a few years of operation show large variances. The findings of this work show that the usefulness of knowledge for business firm (its value), is highly dependent on the life-cycle of the organization. Also, the types of knowledge mobilized varied also according to position in the life-cycle. Whereas younger, inexperienced organizations sought to transfer and develop knowledge, older organizations tried to prevent knowledge from dissipating. All these findings contribute to the creation of a contingent, evolutionary view of knowledge in business firms. In addition, the notion of knowledge consolidation (or effortful activities needed to maintain a piece of knowledge in the organization) is developed, and evidence is presented to support it.
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Vigneaux, Gregory J. "An organizational perspective on U.S. wildland firefighting operations| Opening the black box." Thesis, California State University, Long Beach, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10195159.
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The U.S. federal wildland fire management system continues to experience rises in the number of acres burned annually and increases in management expenditures surrounded by firefighter death and injury. Despite a wealth of relevant academic research regarding wildland firefighting operations, a prominent nexus of these dynamics, there is little research regarding the response organization used to facilitate these operations on the fireground. Owing to a lack of research, wildland firefighting operations have remained a black box, meaning something with unknown internal workings, between the top of the response organization and the environment. From the perspective of systems thinking, the absence of a complete understanding of wildland firefighting operations prevents the dynamics of the larger domestic federal wildland fire management system from being holistically understood. In response to this gap in knowledge, this thesis explores wildland firefighting operations from an organizational perspective through a secondary analysis of qualitative data.
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Ostrowski, Paul Adam. "Matrix organizational structure and its effect on Army acquisition program management offices." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1996. http://handle.dtic.mil/100.2/ADA311696.
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Lindström, Petter, and Viktor Petersson. "Crisis Management - Influencing factors, implementation and preparedness." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15559.
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Purpose:The purpose of this thesis is to examine how organizations work with crisismanagement in practice, with a focus on lower and middle level managersin the organizations. Background:Crisis within corporations and governmental institutions happens around usmore and more commonly. A survey made by the insurance company IFclaims that Swedish companies are badly prepared within the area of crisismanagement. A more globalized world also increases the effects of crisesfrom all over the world to affect Swedish corporations. We claim thatorganizational structure is a key factor to be able to have a developedcrisis management throughout the whole organization. Method:In order to answer the purpose we have used a qualitative deductiveresearch method. We have conducted semi-structured face to faceinterviews within two different types of Swedish organizations. Therespondents were chosen randomly from a division- or group managementlevel. Conclusion:The empirical study claims that there is a difference when defining a crisis,depending on previous experiences and education. To have the sameeducation and an overall common understanding of crisis management alsoincreases the efficiency when handling a crisis. Organizational structure and hierarchy is vital when it comes to crisismanagement. To have a clear structure and standardized meetings withinthe organization will help vigorous information to be communicated fromtop-bottom as well as from the bottom-top. However it might decreasethe flexibility and entrepreneurial spirit and our findings suggest that thisis an area that needs to involve within further researches.
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Karapidakis, Sofoklis 1971. "Systems and project management : organizational structure and lessons learned in large scale projects." Thesis, Massachusetts Institute of Technology, 2001. http://hdl.handle.net/1721.1/84237.
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Bellopatrick, Gregory R. 1954. "A strategic analysis of the organizational structure for vehicle development at General Motors." Thesis, Massachusetts Institute of Technology, 1998. http://hdl.handle.net/1721.1/9988.
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Gheliji, Elham. "Human Resource Management Strategies in Hospitality Industry : Employees’ competence, attitude, behavior and organizational operation (management perspective)." Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-29713.
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The current study demonstrates human resource strategies in hospitality industry (Hotel segment) and its impact on employee competencies and skills. The human resource management enhances employee performance and their credibility to maximize overall firm goals in hotel segment. Employees with level of attitude and behavior provide best services and performances. In this regard, service managers need to support and improve their employees’ skills and competencies related to the organization structure and strategy. Therefore, it is necessary for organization to have strong human resource management strategies to optimize the employees’ competencies and performance which drives higher organizational productivity. The research question of this thesis is how managers perceive that human resource management strategies influence on employees’ skill and competence in the hotel segment of Gothenburg? The data collection indicates that different human resource strategies executed to sustain employee roles and responsibilities. Various human resource strategies should implement to achieve valuable outcomes contributing to employees’ satisfaction and organization performance. Training practices, recruitment and selection, compensation and incentive practices, performance management and job design are essential human resource strategies which are identified in this research study. The thesis applies qualitative approach. Empirical data are collected through structured interviews. Moreover, the interactive model is used to analyze the collected empirical data.
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Madeira, Sara de Oliveira Barradas Filipe. "Impact of the HRM content (i.e. practices) and process (i.e. strength) on individual and organizational outcomes, in the hotel industry." Master's thesis, NSBE - UNL, 2013. http://hdl.handle.net/10362/11630.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThis study aims to explore the impact of the HRM content (i.e. HRM practices) on individual (proximal) and organizational (distal) outcomes, in the hotel industry context, as well as the influence of the HRM process (i.e. HRM strength) as a mediator in the link between HRM practices and individual and organizational outcomes. A total of 202 responses from non-supervisory employees and 38 from supervisors, from 7 hotels in Algarve, were collected and analysed. HRM practices were grouped into three HRM bundles, through an exploratory factor analysis – Internal Labour Market, Employee Involvement and Meritocracy and Security. These HRM bundles were found to have a significant association with both proximal and distal outcomes. Specifically, Internal Labour Market was associated with Job Satisfaction, Organizational Citizenship Behaviour, Work Engagement and Innovative Behaviour; Employee Involvement was associated with Job Satisfaction, Organizational Commitment towards the Organization, Organizational Citizenship Behaviour, Work Engagement and Innovative Behaviour; and Meritocracy and Security was only significant with Organizational Commitment towards the Organization, Organizational Citizenship Behaviour and Innovative Behaviour. Both Internal Labour Market and Meritocracy and Security positively affect Organizational Innovation. Some of the relationships obtained were mediated by Strength of the HRM system, but not all. Strength of the HRM system reveals itself as a signalling mechanism to increase visibility and relevance of some bundles of HRM practices. Implications of these findings are also discussed.
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Holloway, Samuel Scott. "When does the network organizational form fail? : examining the impact of project characteristics on organizational structure and performance /." Connect to title online (Scholars' Bank) Connect to title online (ProQuest), 2009. http://hdl.handle.net/1794/10222.
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Koumachi, Bani [Verfasser]. "Internal organizational communication and structure. How do they effect employees? : An empirical analysis / Bani Koumachi." München : GRIN Verlag, 2019. http://d-nb.info/1180984552/34.
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Al-Moumen, K. A. "Top management involvement and role in changing organizational structure (with particular reference to Iraq)." Thesis, Cardiff University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.355349.
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Sarver, Rebecca S. "Awakening to a Performance of Whiteness in Leadership." Thesis, Union Institute and University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10672391.
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Sweo, Robert (Robert Edward). "Toward the Development of Information Technology Variables to Help Predict Organizational Structure." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278238/.
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There is a growing awareness that information technology plays a critical role in helping determine organizational structure. Unfortunately, that role has not been adequately defined. This study provides a foundation for an increase in our understanding of the relationship between information technology and organizational structure by defining a new set of information technology variables and identifying differences in organizational structure based on these new variables.
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Siddiqui, Talha 1969. "Organizational structure : management techniques and lessons learned in aligning technical and program management resources in engineering-intensive organizations." Thesis, Massachusetts Institute of Technology, 2005. http://hdl.handle.net/1721.1/30151.
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Thesis (S.M.)--Massachusetts Institute of Technology, System Design & Management Program, 2005.Includes bibliographical references (p. 118-120).
The roles of systems engineering, program and project management, and engineering management are continuously blurred and challenged in complex engineering organizations. The demands made of each of these functions can lead to increasing role confusion in otherwise historically well-defined functions. It is important to understand the reasons for existing practices in defining and utilizing these roles and the functions they perform in today's engineering systems. It is the goal of this thesis to show the motivation for current practices in systems and program management, and to shed light on some of the lessons learned in managing both the technology as well as the encompassing technology programs. We look specifically at existing practices in the aerospace industry as our case-study to understand matrix organizational structures, as well as gain insights from the commercial industry and academic literature on the practices deployed in innovation and new product development and management. keywords: product development, matrix organization, systems engineering, program and project management, engineering management, managing innovation
by Talha Siddiqui.
S.M.
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Bergheim, Rosa, and Michael Ings. "Local Management Culture Overseas : Handelsbanken Sweden and Handelsbanken UK." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16269.
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ABSTRACT Title: Local Management Culture Overseas: Handelsbanken Sweden and Handelsbanken UK Level: Final assignment for Master Degree in Business Administration Author: Rosa Bergheim and Michael Ings Supervisor: Maria Fregidou-Malama Examiner: Akmal Hyder Date: 2014 – January Aim: The aim with this study is to investigate what management practice Handelsbanken is using in Handelsbanken Sweden and Handelsbanken UK. In order to find out if Handelsbanken has adapted the same management practice in the UK, the focus has been on researching Handelsbanken’s organizational structure, decision-making and motivation, through comparing the two countries national culture with each other. Method: A qualitative research was used for this study, which included ten interviews with branch managers from Handelsbanken Sweden and Handelsbanken UK. Result & Conclusions: Handelsbanken has applied a standardized management approach in both UK and Sweden, highlighted by decentralization in both countries. Autonomy, trust and responsibility together with the pension fund Oktogonen were seen as central motivation factors. Furthermore the study shows that the Swedish long-term approach to business was implemented in Handelsbanken UK. Suggestions for future research: This study focused on two of Handelsbanken’s home markets, further research could be conducted through including Handelsbanken’s other home markets, more branch managers and subordinates. Contribution of the thesis: Although existing research discusses companies that are doing business outside their domestic market, the relevant literature concentrating on the banking industry in one bank focusing on the managerial practices is still relatively sparse. These topics are covered in this study. Key words: Banking industry, Culture, Management, Organizational structure, Motivation
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Getty, Juliet M. (Juliet Margolin). "An Investigation of the Perception of Delivered Quality at Different Levels of Organizational Hierarchy in Services." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc278751/.
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The overall purpose of this research was to add to existing theory of quality pertaining to the service provider's perception of quality. Quality in the service industry is difficult to assess because of the intangible, heterogeneous and labor intensive nature of services. In addition, personnel have varying perceptions of delivered quality based on their position within the organizational hierarchy. This study enhanced the Service Quality Model developed by Zeithaml, Berry, and Parasuraman (1988). An additional gap ("gap 6") was hypothesized and investigated. This gap describes the differences in perceived delivered quality by employees at different organizational levels (e.g., managerial, supervisory, and non-management employees) across different market segments. The researcher proposed that "gap 6" has a significant impact on total perceived delivered quality. The survey instrument addressed five dimensions of overall quality: tangibles, reliability, responsiveness, assurance, and empathy. The survey was administered to employees from hotels representing three market segments located within the same metropolitan area and managed by the same company. A 3 X 3 factorial design was used with three organizational levels (managers, supervisors, and hourly employees) and three lodging market segments (luxury, business-traveller, and long-term/suite). Data analyses included descriptive statistics, analysis of variance (ANOVA), and Tukey's Multiple Comparison Test.
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García, Acuña Martín Ignacio. "Emergence of strategic direction, organizational structure and employee integration : a framework for the Dialectic Organization." Thesis, Massachusetts Institute of Technology, 2014. http://hdl.handle.net/1721.1/90243.
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Thesis: S.M. in Management Studies, Massachusetts Institute of Technology, Sloan School of Management, 2014.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 94-97).
The main objective of this thesis is to develop a system dynamics model of organizational change. The Organizational Studies, Strategic Management and System Dynamic fields will be reviewed, concluding that there are gaps in the extant literature: none of them has been successful in defining the minimum set of processes and variables required to characterize organizational change. Through an exploratory study using a comparative-case study analysis, it was found that, on the one hand, under low requirements for change (i.e. stable organizational-environment fit), organizations tend to increase their inertia (i.e. tend to be more bureaucratic). On the other hand under high requirements for change (i.e. unstable organizational-environment fit), organizations tend to try to reduce their inertia (i.e. increasing their ability to change), as a way to adapt themselves to the environment. Through an analysis of previous simulation models of the organization and environment interface, it was found that the inertia-performance relationship follows an inverted U-shape. When this relationship is included in current models of organizational change, they become highly instable. Through the development of a system dynamics model, it was found that the stability of the system is achieved through the inclusion of two additional sectors: employee motivation and employee integration. Thus, this exploratory study establishes that apparently three main processes are required, as a minimum, to characterize organizational change: the emergence of strategic direction, the emergence of organizational structure and the emergence of employee integration. Within this view, the organization could be seen as a double-edged reduction of complexity system: on the one hand the organization needs to reduce the complexity of the environment in order to create an "internal order". But on the other hand, it needs to reduce the complexity of the employees in order to motivate them to participate in its internal processes. We define this system as a "Dialectic Organization".
by Martin I. Garcia Acuna.
S.M. in Management Studies
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Chan, Chi Kwan. "The revolution of township and village enterprise in China : it's organizational structure and management style." Thesis, University of Macau, 1995. http://umaclib3.umac.mo/record=b1636684.
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Honig, Daniel. "Navigating by Judgment: Organizational Structure, Autonomy, and Country Context in Delivering Foreign Aid." Thesis, Harvard University, 2015. http://nrs.harvard.edu/urn-3:HUL.InstRepos:17467366.
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This dissertation examines when initiatives by International Development Organizations (IDOs) are more, and less, successful. The core argument is that allowing field-level agents to drive initiatives – what I call organizational Navigation by Judgment – will often be the most effective way to deliver aid. This inverts what a classical application of the principal agent model – the workhorse of studies of public management and bureaucracy – would predict, with better performance resulting from less control. In the delivery of foreign aid the costs of monitoring to the principal are often overshadowed by the deleterious effects of the monitoring itself.
The core of the argument is that development implementation requires soft information, tacit knowledge, and flexibility that are crowded out by tight controls or an organizational navigation strategy focused on short term measurement and targets. As a result there are increasing returns to Navigation by Judgment in environments that are uncertain or difficult to understand from the outside and tasks where outputs are difficult to observe and/or poorly correlated with long term intervention goals. Insecure political authorizing environments which constrain the autonomy of IDOs prevent these organizations from Navigating by Judgment in situations where this is the best strategy.
Empirically, this dissertation examines a cross-IDO dataset of projects (including over 14,000 projects over 50 years over 9 organizations), which I have assembled. It also examines eight cases of development interventions in Liberia and South Africa. These cases are matched pairs comparing the performance and navigation strategies of the US Agency for International Development (a low autonomy IDO) and the UK’s Department for International Development (a higher autonomy IDO) in capacity building and health sector interventions.Public Policy
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Tse, Eliza Ching-Yick. "An exploratory study of the impact of strategy and structure on the organizational performance of restaurant firms." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/87679.
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There is an increased emphasis in management literature on the use of strategic management as the primary means of adapting organizations to their changing environments. For firms in the maturing hospitality industry to survive and succeed, they will have to depend upon their ability to strategically align themselves with the turbulent environment, and select appropriate strategies to create defendable competitive positions. Success in strategy implementation depends partly on whether a firm's strategy is congruent and complementary with its structure, and this match is expected to have a positive impact on financial performance.
With that in mind, a study was carried out in 1987. The objectives of the study were: 1) to examine restaurant firms based on the context of Porter's strategic typologies at the business unit level to see if they espouse one of his three generic strategies: overall cost leadership, differentiation, and focus; 2) to examine the relationship between structural attributes and generic strategy in restaurant firms, these attributes were specialization, formalization, and centralization; 3) to examine the relationship between strategy, structure, and financial performance of restaurant firms. Three performance measures were used: return on assets, return on sales, and growth in unit sales.
Following a pilot-test phase, the top management team in 296 American multi-unit restaurant firms were surveyed, using a structured questionnaire. Ninety-one firms participated in the survey, giving a 30.7% response rate. The sample was well represented by all major segments in the restaurant industry. Based on the purposes and research questions, three sets of hypotheses were derived to determine the relationship of strategy and structure in restaurant firms, the relationship of strategy and performance, and the differences in structure among the high performers and low performers in each of the strategy groups. T-tests and analysis of variance (ANOVA) statistical analyses were conducted to examine these relationships. The level of significance, alpha value, was set at 0.05. Results indicated that strategy was not related to structure in restaurant firms, and that it only affected one of the performance measures, return on sales. It was found that certain performance measures were related to structure for companies espoused in low cost and focus strategy, but not to differentiation strategy.
These findings were inconclusive in validating Porter's model. Some of the probable reasons are: 1) Porter's generic strategies may not be applicable for the service industry due to the existence of the fundamental differences in manufacturing and service, 2) the unique characteristics of the restaurant business and the relatively short life cycle of an innovative product or service.Ph. D.
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Spoth, Juliann. "Spirit and substance: The impact of organizational ideology on structural change." Case Western Reserve University School of Graduate Studies / OhioLINK, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=case1059051028.
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Moorthy, Satish K. (Satish Kumar). "The U.S. cable television industry : the multi-service operator organizational structure as a bundle of competencies." Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/49770.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2009.Includes bibliographical references (leaves 47-48).
The United States cable television industry is experiencing fierce competition from telephone companies and content providers, as well as new and possibly unknown entrants. As organizations in the industry are currently dealing with competitor firms' ability to enter the domains of media, entertainment, and communications bundled services, areas that were traditionally controlled by the cable companies. The commoditization of voice, video, and data networks has led cable companies to rethink how they are going organize to be able to compete, service customer needs, and keep competitors from entering their domains, while maintaining best-in-breed product differentiation. In order for the cable companies to maintain their dominant position, I argue in this thesis that the firms must change from being a single service cable company, to being multi-service operators (MSO). This change in operations requires a new organization structure.
by Satish K. Moorthy.
M.B.A.
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Breuner, Emily F. (Emily Florence). "Complexity and organizational structure : Internet and Visa International as prototypes for the corporation of the future." Thesis, Massachusetts Institute of Technology, 1995. http://hdl.handle.net/1721.1/11338.
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Aldin, Christoffer, and Peter Lundqvist. "How Does Image Accompany Structure in Organizations? Exploring Professionalism and Managerialism in the Organizational Images of Swedish Hospitals." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-202314.
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With the emergence of New Public Management in the 1980s, Western public sectors saw a gradual shift in logics of work control from professionalism to managerialism. For public sector organizations to attain legitimacy in this new climate, their organizational structures have been aligned according to extant societal expectations of managerialist efficiency. In addition to structure, organizations are also asked to have an organizational image that appeals to the same societal expectations if legitimacy is to be achieved. The pursuit of legitimacy is an aspect that connects image and structure but this has been neglected in previous research. Against this, the purpose of the present thesis is to explore whether and how changes in organizational image covariate positively with shifts in organizational structure. In order to investigate this, an organizational discourse analysis has been conducted on a sample of Swedish hospitals’ webpages in 2005 and 2013 as a way to learn more about the distribution of professionalism and managerialism in these entities’ images. The results indicate that the two logics of work control have increased between the studied years but managerialism displays a slightly bigger growth. Nevertheless, a blend of professionalism and managerialism is what is most apparent in the organizational images of the sampled hospitals in both 2005 and 2013. While previous literature has argued that organizational structures have shifted decisively towards managerialism, this thesis indicates that the change has been more nuanced when it comes to organizational images.
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Gardiner, Leslie J. (Leslie Jean) Carleton University Dissertation Management Studies. "The Organizational structure of transnational banks; a comparative analysis of global operations." Ottawa, 1988.
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Sábio, Delmar José Anacleto Ribeiro Henriques. "Customer Relationship Management (CRM) e a Indústria Hoteleira: uma Análise das Competências Organizacionais." Master's thesis, Instituto Superior de Economia e Gestão, 2011. http://hdl.handle.net/10400.5/3393.
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Mestrado em MarketingAs empresas hoteleiras enfrentam na actualidade um mercado cada vez mais competitivo. As novas tecnologias da informação e comunicação permitem que os clientes estejam cada vez mais informados e exigentes. Para enfrentar esta competitividade, um hotel já não tem apenas de prestar um excelente serviço, é preciso também que saiba em tempo útil criar produtos que vão ao encontro das necessidades dos seus clientes. A habilidade das organizações hoteleiras para porem em prática uma oferta de produtos e um tratamento personalizado por cliente, requer uma infra-estrutura tecnológica apropriada e facilitadora da recolha de dados. É fundamental que todas as áreas da organização acedam a essa base de dados para que cada um dos colaboradores possa corresponder às expectativas de cada cliente. Para aumentar a fidelidade pretendida, os hotéis deverão desenvolver estratégias de Customer Relationship Management (CRM) que permitam procurar, guardar e partilhar as informações dos clientes dentro da organização por forma a proporcionar uma experiência personalizada e única a cada cliente. O CRM, enquanto ferramenta de gestão permite que o modelo de negócio passe a ser centralizado no cliente. Esta orientação implica uma concepção estratégica da organização, pressupõe uma cultura de empresa e assenta numa articulação de todos os recursos (humanos, tecnológicos, conhecimento, tempo, etc.) que permitam alcançar uma vantagem competitiva de diferenciação. Esta investigação procurou identificar as competências organizacionais que um hotel necessita de desenvolver para implementar com sucesso a estratégia de CRM. Identificam-se cinco dimensões chave, Estratégia, Cultura, Tecnologia, Processos e Pessoas. Com esse propósito, e efectuada a revisão da literatura, foi definida uma metodologia de investigação baseada no estudo de caso único. O estudo de caso foi realizado no Pestana Palace Hotel. Como principais resultados observou-se que no hotel as competências organizacionais Estratégia, Cultura, Tecnologia, Processos e Pessoas são factores determinantes no processo de gestão do relacionamento com os clientes. Mas também é preciso explicá-las e divulgá-las para toda a Organização gerando impacto e consciencialização de todos para que as competências escolhidas sejam potencializadas no perfil dos seus colaboradores. Podemos referir que a organização vivencia desde a sua constituição, uma cultura de excelência do serviço prestado ao cliente, dispõe de uma estratégia orientada para a fidelização e retenção de clientes, perspectivando a médio e longo prazo o seu crescimento e o alargamento da sua rede hoteleira a uma escala cada vez mais internacional. O investimento em CRM associado aos benefícios da internet terá um papel significativo no atingir deste objectivo. Verificamos, contudo, que pessoas e processos associados à sua operacionalização, não se encontram ainda articulados de forma a permitirem a maximização plena do investimento e o atingir dos resultados esperados. Nestas duas competências há ainda um longo trabalho a desenvolver.
Nowadays hotel companies face a more and more competitive market, since New Technologies of Information and Communication are allowing their customers to become better informed and more demanding. To deal with this increasing degree of competitiveness a hotel has, not only to provide an excellent service, but also, and above all, it is necessary that it knows how to create products, which meet the needs of its customers, in the right time. The ability of hotel organizations to put into practice a diversified offer of products and a personalized treatment for each customer, requires an adequate technological infra-structure, which facilitates the collection of data. Thus, it is essential that all organizational areas may accede to the previously mentioned data base, so that each collaborator may satisfy the expectations of each customer. In order to increase the desired faithfulness, hotels should develop Customer Relationship Management (CRM) strategies, which allow the searching, keeping and sharing of customers' information within the organization, so as to enable the enjoyment of a personalized and unique experience to each of them. While managing tool, CMR allows the model of business to become centralized in the customer. This orientation implies a strategic conception of organization, presupposes the existence of a company culture and is rooted in a combination of a variety of resources (e.g. human resources, technological resources, knowledge, time, etc.), which may achieve a competitive advantage of differentiation. The aim of this investigation was to identify the organizational competences that a hotel has to develop, with a view to implement the CRM strategy with success. To achieve this goal five key dimensions were identified, namely: Strategy, Culture, Technology, Processes and People. The selected methodology of investigation was based upon the study of a single case and rooted in the definition of the previously referred aim of investigation, combined with a careful survey of specialized bibliography. The study of case took place in Pestana Palace Hotel. As main results it was stated that in the hotel the organizational competences Strategy, Culture, Technology, Processes and People are major determinant factors in the process of managing the relationship with customers. There is also need to explain and divulge them to the entire organization, thus generating impact and consciousness on the part of all people involved, so that the selected competences may develop all their potentialities from their profile. We can infer that, since its beginning, the organization has been experiencing a culture of excellence, as regards the service offered to the customer. It has been disposing of a strategy directed to fidelity and retaining of customers, bearing in mind the growth and enlargement of its hotel net on a larger and larger international scale, in the medium or long term. The investment in CRM as well as the internet benefits, will play a significant role in achieving this goal. However, we state that, both people and processes involved in putting this into operation, are not yet engaged in a way to allow the full maximization of the investment and the achievement of the expected results. Therefore, there is still a lot to be done, as far as these two competences are concerned.
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Koch, Bradley James. "Socialism with Chinese characteristics: The interaction of institutional logics and organizational forms." Diss., The University of Arizona, 2004. http://hdl.handle.net/10150/290036.
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This dissertation develops a local-global theoretical perspective based on principles from cultural-cognitive institutional theory. Within this framework, the primary focus is the social construction of institutional logics and organizational forms in Sichuan, China's broader global environment. Institutional logics are defined as the taken-for-granted organizing principles that shape strategic action. It is asserted that these logics interact and become embedded in organizational forms centered on ownership structure and core technologies. During the fall of 2002, over one hundred interviews were conducted at the furniture, food processing, and pharmaceutical trade fairs in Chengdu. This data was used to examine China's societal logics in the context of the furniture industry and Chinese firms' diversification strategy. In addition, a case study of a textile firm is used to explore how China's societal logics have changed since the economic reforms began in the 1970s. Finally, correspondence analysis is used to map out the relationships between the institutional logics and the organizational forms.
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Bjorkedal, Britta J. "Administrative Organizational Structures: Turbulence and Stability in Public Schools." Diss., Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/42287.
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Educational AdministrationEd.D.
This quantitative study analyzed the relationship between district characteristics, the educational environment and the administrative organizational structure in public schools in the Commonwealth of Pennsylvania between the 1996-1997 school year and the 2006-2007. More specifically, this study conducted an assessment of the changes and stability that have occurred in the Commonwealth's 501 public school district's administrative positions and structures and determined the trends or relationships that exist between the administrative structure in comparison with district characteristics and the educational environment. Pennsylvania public schools have increased in total number of administrators across the Commonwealth from 5,734 in the 1996-97 school year (Database 1996-97) to 7,348 administrators in the 2006-07 school year (Database 2006-07). This is an increase of 1,614 administrators across the 501 public school districts. These increases have not been consistent from one year to another or across districts. Little is known concerning the relationship between internal district characteristics, the external educational environment and administrative changes or stability. In addition, little is known about that combination of characteristics that have allowed some districts to remain stable in a changing educational environment. In an effort to provide more information on these issues, this quantitative study analyzed public school administrative positions and structures in the 501 Pennsylvania school districts over time in relation to the district's characteristics and educational environment. By assessing combinations of district characteristics and the educational environment, this study sought to find similarities and differences in how districts administratively respond to forces and pressures on the organization.
Temple University--Theses
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Graubner, Michael. "Task, firm size, and organizational structure in management consulting : an empirical analysis from a contingency perspective /." Wiesbaden : Deutscher Universitäts-Verlag, 2006. http://swbplus.bsz-bw.de/bsz256308683inh.pdf.
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Cooper, Tracy Lee. "Exploring a Disaster Management Network in the Caribbean: Structure, Member Relations, Member Roles, and Leadership Styles." Diss., Virginia Tech, 2010. http://hdl.handle.net/10919/77273.
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This study examined the dynamics of an inter-organizational national disaster management organization (NDO) in the Caribbean. It sought to provide a better understanding of network structure, functions, and member relations, which provided a foundation for understanding member roles and leadership styles. This dissertation's primary research question was: How do members participate in the national disaster management network in the Caribbean?
In personal interviews, network members identified the NDO as a semi-open network system, incorporating both hierarchical and collaborative characteristics. This analysis argued the network constitutes a dynamic system that shifts its governance structure to adapt to circumstances confronted during the disaster management cycle. This study also found network structure affects member positions and those views reciprocally affect how the NDO is organized. One participant clearly claimed a central network position and served as "network broker," while several other members formed two high density groups within the NDO.
Network members played a range of formal and informal roles in the collaboration, including coach and coordinator. The central NDO member played several primary roles: fundraiser, change agent, manager, and informer. This analysis also suggested leadership styles shaped the network's hybrid governance structure: some members employed a directive or delegative style, while others relied upon a participatory approach. This mix of styles underscored the importance of shared leadership in a disaster context.
The Saint Lucia government has endeavored to engage citizens in disaster management planning through an extensive NDO committee structure. This study yielded insights into that decentralized decision-making structure and process. The NDO, as a public policy network, has served as a "new governance" form of government action. At the national level, non-governmental organizations have used the structure to work to frame disaster management issues, while citizens active at the grassroots levels have participated in the nation's disaster preparedness and response planning processes. This new governance mechanism may be deemed participatory but not yet representative democracy. Overall, however, Saint Lucia's networked and engaged approach to disaster response and mitigation has encouraged deeper mutual awareness of shared challenges among government units, participating third sector organizations, for-profit entities, and the nation's citizens.Ph. D.
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Law, Wai-fun Margaret, and 羅蕙芬. "A case-study of attitude surveys and their impact on organizational and management development." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264359.
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Rossato, Jean Felipe. "Comunicação organizacional : a dimensão da “organização falada” e as implicações na gestão hoteleira." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2015. http://hdl.handle.net/10183/115199.
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Com o uso das tecnologias digitais da comunicação e da informação (TDCIs), os sujeitos, em perspectiva comunicacional, além de terem acesso a diversas informações, também podem ser produtores de conteúdos sobre o mundo. Assim, nesses ambientes digitais, os públicos tendem, cada vez mais, a ofertar e transacionar sentidos sobre as organizações (seus processos, produtos e serviços), podendo interferir, inclusive, nos seus relacionamentos e processos gerenciais. Nessa direção, este estudo tem como objetivo compreender como os sentidos ofertados na dimensão da “organização falada” (BALDISSERA, 2009b), particularmente na internet, interferem nos processos de gestão hoteleira. Para isso, além de estar epistemicamente fundamentado no interacionismo simbólico (MEAD, 1972), este estudo também aciona aportes teóricos sobre características do contexto contemporâneo – a partir de autores como Maffesoli (2012) e Castells (2009a) – que interferem na relação organização-públicos. Na mesma perspectiva, disserta-se sobre comunicação organizacional (BALDISSERA, 2009a), gestão organizacional (GAULEJAC, 2006) e gestão hoteleira (ABREU, 2003), noções basilares para esta investigação. A pesquisa empírica, por sua vez, compreendeu a realização de quinze entrevistas em profundidade com gestores hoteleiros de três munícipios da Microrregião das Hortênsias (Gramado, Canela e Nova Petrópolis), na Serra Gaúcha/RS. A análise dos relatos, pelo procedimento da Análise de Conteúdo (BARDIN, 2009) e à luz dos fundamentos epistêmico-teóricos, evidenciou que as avaliações e opiniões dos hóspedes sobre hotéis, publicadas na internet - âmbito da “organização falada” -, exigem monitoramento e demandam investimentos em comunicação e gestão, tais como: redimensionamento dos processos de comunicação e alterações nas práticas de gestão, com mudanças nos processos decisórios, nas políticas de atendimento e nos planos de investimento.With the use of information and communication digital technologies (ICDT), the subjects in communication perspective have access not only to a variety of information, but also they can be content producers about the world. Thus, in these digital environments, the public tends more and more to offer and transact senses regarding organizations (their processes, products and services), which may interfere even in their relationships and management processes. In this sense, this study aims to understand how the senses offered in the dimension of "spoken organization" (BALDISSERA, 2009b), particularly on the internet, interfere in hotel management processes. Therefore, besides being epistemically grounded in symbolic interactionism (MEAD, 1972), this study also discusses theoretical studies on characteristics of the contemporary context - from authors like Maffesoli (2012) and Castells (2009a) - that interfere with the organization-public relationship. Within this perspective, organizational communication (BALDISSERA, 2009a), organizational management (GAULEJAC, 2006), and hotel management (ABREU, 2003) are discussed, considered basic notions for this investigation. The empirical research, in turn, involved fifteen interviews with hoteliers from three cities of the microregion Hortênsias (Gramado, Canela and Nova Petrópolis), in Serra Gaúcha/RS (Gaucho Highlands/RS). The reports analysis, through the procedure of Content Analysis (BARDIN, 2009) and in the light of epistemic-theoretical foundations, showed that guests’ evaluations and opinions on hotels published on the Internet – considering the "spoken organization" – require monitoring and investments in communication and management such as: resizing of communication processes and changes in management practices with changes in decision-making processes, service policies, and investment plans.
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Batelková, Andrea. "Srovnávací analýzy progresivních struktur řízení podniku." Master's thesis, Vysoké učení technické v Brně. Ústav soudního inženýrství, 2014. http://www.nusl.cz/ntk/nusl-232920.
Full textAbstract:
The thesis is created in order to conduct a comparative analysis of organizational structure of the company. The parameters for comparison are determined. The first one is the comparative analysis of the Amoeba Management System with a Divisional Structure. The second one is the comparative analysis of Fractal and Matrix Organizational Structure. The conslusions of these analyzes determine the key parameters for management on the basis of the suggested organizational structure for effective management.
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Vann, James Linwood. "Institutional Dimensions of the Government's "Smart Buyer" Problem: Pillars, Carriers, and Organizational Structure in Federal Acquisition Management." Diss., Virginia Tech, 2011. http://hdl.handle.net/10919/26410.
Full textAbstract:
This study applies a theoretical framework from institutional organization theory (Scott, 2001) to examine the problem of managing government contracting, conceptualized as the "smart buyer problem" by Kettl (1993). Kettl argued that, while embracing the market-based promises of contracting, governments have failed to develop the capacity to address even the most fundamental contracting questions, such as what to buy, who to buy from and what was bought? He suggests that the problem is partly attributable to bureaucratic barriers to information sharing in government agencies that prevent them from becoming learning organizations. This study explores the proposition that institutional characteristics within acquisition organizations may contribute to this problem. Governments do not behave as a single buyer with clearly defined buying objectives. Multiple organizations, each shaped by institutional factors, lay claim to processes relating to Kettl's smart buyer questions. As key organizational participants become aligned with their own regulative, normative, and socio-cognitive institutional "pillars," smart buying behavior may become confounded by institutional factors and constraining organizational structures. For this study, an organizational field consisting of the program office, contracting office, and budget office was selected as the level of analysis. A qualitative multi-approach methodology was developed to analyze data from public sources, including government policy documents, audit reports, and other published information related to five individual cases. Data from autoethnographic accounts, interviews, content analyses, and the case studies helped frame the institutional characteristics of these offices. The study confirmed that the three offices are key participants in acquisition programs, although their roles are not always formally recognized. Strong evidence was found that they each possess unique institutional characteristics. These differences could be creating conditions of divergence and misalignment with the acquisition objectives, raising the possibility of conflicting institutional demands, competing challenges for legitimacy, and institutional change. Policy initiatives to formally recognize the roles and responsibilities of these offices and the use of working-level oversight boards, project teams, and interagency contracting may help mitigate these institutional differences. The study points to the importance of recognizing participants' institutional characteristics when planning and managing an acquisition program.Ph. D.
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Babenko, Vitalina, O. I. Boichenko, Andrii Gusliev, and Yelyzaveta Koniaieva. "Increase of innovative susceptibility of personnel in industrial enterprises." Thesis, Atlantis Press, Netherlands, 2019. http://repository.kpi.kharkov.ua/handle/KhPI-Press/42535.
Full textAbstract:
In modern conditions of innovative development, the most important resource of production companies and
corporations is the innovative susceptibility (IS) of personnel. The key to this is an innovative organization of Human Recourse Management System (HRMS). Accordingly, the task of the study is to analyze the typical HRMS structures of Ukrainian enterprises in comparison with the global ones in order to form an innovative HRMS development strategy and, on this basis, to increase IS of stuff. The goal of this study is to compare the levels of HRMS development in advanced global companies and Ukrainian enterprises in the field of industrial automation. As part of this study, methodological, statistical analysis method of technical and economic characteristics of Ukrainian and world leaders of enterprises in the field of industrial automation are used.
The research methodology consists in processing and disclosing theoretical and methodical units and practical
recommendations, which requires the use of innovative personnel using personal industrial enterprises engaged in industrial automation. The HRMS has an impact on personnel, and personnel has an impact on HRMS, without enhancing the personnel IS HRMS will not give positive results from the introduction of innovative innovations in the innovative activities of the IS personnel.