Siga este enlace para ver otros tipos de publicaciones sobre el tema: Management – Reorganization.
Tesis sobre el tema "Management – Reorganization"
Crea una cita precisa en los estilos APA, MLA, Chicago, Harvard y otros
Consulte los 50 mejores tesis para su investigación sobre el tema "Management – Reorganization".
Junto a cada fuente en la lista de referencias hay un botón "Agregar a la bibliografía". Pulsa este botón, y generaremos automáticamente la referencia bibliográfica para la obra elegida en el estilo de cita que necesites: APA, MLA, Harvard, Vancouver, Chicago, etc.
También puede descargar el texto completo de la publicación académica en formato pdf y leer en línea su resumen siempre que esté disponible en los metadatos.
Explore tesis sobre una amplia variedad de disciplinas y organice su bibliografía correctamente.
1
Lai, Suen-pong Ricky. "Reorganization from country management to business unit : a case study /". Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19874406.
Texto completo
2
Burkman, Douglas W. "Metric development during the reorganization of the Supply Chain Management Center". Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Dec%5FBurkman%5FMBA.pdf.
Texto completoResumen
Thesis (M.B.A.)--Naval Postgraduate School, December 2003."MBA professional report"--Cover. Thesis advisor(s): Kenneth H. Doerr, Kenneth J. Euske. Includes bibliographical references (p. 79-82). Also available online.
3
Simelane, Bonisiwe P. "The impact of restructuring on organisations : a case study on Swaziland Post and Telecommunication Corporation". Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/14634.
Texto completoResumen
Thesis (MBA)--Stellenbosch University, 2008.This paper is focused on corporate restructuring, particularly organisational restructuring, with emphasis on Swaziland Post & Telecommunications Corporation, during the period from 2001 to 2006. Its main concern is the implication of such restructuring especially on the employees and how this change impacted on the set goals of the corporation. It is clearly stated that this restructuring was viewed differently by all employees concerned and interviewed, as issues of discontent and mistrust on the previous leadership were sighted. There was a clear indication therefore that, issues of lack of communication from previous management, to all employees played a major role in encouraging low staff morale. There was also significant evidence that much of the restructuring took place mainly to increase the corporate financial performance. However this perpetuated a more disgruntled workforce, which was strained, stressed and in constant limbo of whether the company would continue as a going concern. Issues of job security also were a resultant of the disgruntled and stressed workforce. The researcher then discussed what happened at Swaziland Post & Telecommunication, with reference to past research studies of similar or related nature. Leadership and change management are thoroughly discussed, in order to give light to what the role of leadership and change management strategies play when an organisation undergoes restructuring.
4
Howard, Melissa M. "Organization and reorganization as manifestation of public policy: national security emergency management". Diss., Virginia Tech, 1992. http://hdl.handle.net/10919/39684.
Texto completoResumen
This dissertation discusses the administrative mechanisms used to execute the president's federal interagency program for national security emergency preparedness (NSEP). The research examines NSEP organizational history starting with its formal creation in 1933, and focusing on its most recent structure, the Federal Emergency Management Agency (during the 1978-1990 period). The dissertation explores formal organizations as manifestations of public policy. The critical events of recent NSEP history resulting in the redefinition of the public policy are the focus of this case study. The findings are: (1) that reorganization has been a significant aspect of NSEP history; (2) that the formal and informal relationship of an organization and its leadership with the White House constitute a critical aspect of organizational design; (3) that the task of coordination is a murky one rife with hazards; and (4) that the effectiveness of a reorganization can be undermined by its implementation.Ph. D.
5
Hasegawa, Hisashi. "Reorganization of Site Management Unit for Precision Forestry in Mountainous Temperate Forests". Kyoto University, 2001. http://hdl.handle.net/2433/150360.
Texto completo
6
黎蓀龐 y Suen-pong Ricky Lai. "Reorganization from country management to business unit: a case study: Lai Suen Pong, Ricky". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31268912.
Texto completo
7
Cheung, Suet-mui Lilian. "Public sector unions in Hong Kong a study of the reorganization of the Medical and Health Department /". Click to view the E-thesis via HKUTO, 1989. http://sunzi.lib.hku.hk/hkuto/record/B31975732.
Texto completo
8
Cheung, Suet-mui Lilian y 張雪玫. "Public sector unions in Hong Kong: a study ofthe reorganization of the Medical and Health Department". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31975732.
Texto completo
9
Kasman, Tomáš. "Reštrukturalizácia podniku OP Prostějov". Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113192.
Texto completoResumen
Diploma thesis "Restructuring of OP Prostějov Company" offers a comprehensive insight into crisis management and key ingredients that lead to the successful company turnaround. Slatter`s theoretical approach is combined with the best practice of strategy consultants at Roland Berger. We analyze the situation of the biggest manufacturer of outerwear dresses in Czech Republic - OP Prostějov Company. Both financial and strategic analyses identify the key drivers in clothing industry and assess the causes of the company poor performance. OP Prostějov is recommended to focus on Measure-to-Made luxury collection, while all the unnecessary properties should be divested and sold in order to pay the bank loans and other liabilities of the company. The most important steps are defined in the part of financial restructuring and new strategic reorientation with attention to improve the basic operational metrics -- most importantly to improve EBIT margin and return on capital invested.
10
Handy, Kristina. "Civilian control, good advice and service management: three elements of U.S. civil-military relations affected by the Goldwater-Nichols defense reorganization act". College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2719.
Texto completoResumen
Thesis (Ph. D.) -- University of Maryland, College Park, 2005.Thesis research directed by: Government and Politics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
11
黃秀顔 y Sau-ngan Wong. "Chou Ch'en (1381-1453) and his reorganization of the financial management in the Kiangnan region during the Hsan-te andCheng-t'ung Periods". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31212001.
Texto completo
12
Liljedahl, Emma y Alexandra Gabriel. "Self-selection in Software Development Teams : A Case Study Regarding Challenges and Possibilities with Reorganization through Self-selection". Thesis, Linköpings universitet, Informatik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158417.
Texto completoResumen
The software development business today is a land of constant change. The change requires the organizations who operate within this business to be flexible and quick to respond. This has led to multiple agile organization methods being developed, one of them is DevOps. A cornerstone in DevOps is self-selection - a method for assembling teams. This method gives hope of less administration, autonomy in teams and increased performance. In this essay we investigate the promises - the challenges and the possibilities - of self-selection. The case in this essay is IFS - a big software development company, implementing self-selection department by department also facing the challenges of combining traditional project values with the short iterations of an agile method. Our qualitative study investigates which the main challenges and possibilities are. We also investigate how these findings should be managed. How could the diversity, team size and autonomy be enhanced or diminished? We found that some parts of the case, and practice, were like our prior literature - but some were not. For example, the feeling of being in homogeneous teams were not always negative, and the majority of those taking part of the self-selection at IFS said they chose team by assignment - not social network as the prior literature said. Our conclusion reveals that there are several different factors to consider when having selfselection implemented in a traditional project environment. The main areas where we have found possible improvements are Team Choice, Team Diversity, Overlapping Assignments, Experienced Ownership, Management Influence and Performance.
13
Paula, Idee Maria Moreira de. "GestÃo Participativa e racionalidade substantiva no contexto da reestruturaÃÃo produtiva bancÃria em Fortaleza e Teresina". Universidade Federal do CearÃ, 2008. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=15555.
Texto completoResumen
A reestruturaÃÃo produtiva provocou uma sÃrie de mudanÃas organizacionais que levaram as
empresas a buscar uma nova organizaÃÃo do trabalho, que fosse capaz de responder Ãs
inovaÃÃes tecnolÃgicas, à construÃÃo de um novo perfil do trabalhador e à recriaÃÃo do estilo
de gerenciar. Com relaÃÃo ao novo estilo gerencial, este estudo objetiva analisar a gestÃo
participativa, do ponto de vista da gerÃncia mÃdia de uma instituiÃÃo bancÃria, com relaÃÃo ao
gerente geral de sua agÃncia. Para tal, utiliza-se de um roteiro que estuda a gestÃo
participativa no bojo da reestruturaÃÃo produtiva bancÃria, para que se possa compreender a
complexidade do contexto em que està inserida a empresa pesquisada. Da pesquisa
bibliogrÃfica, colhe-se a diretriz que enuncia a influÃncia do modelo de racionalidade Ã
percepÃÃo da prÃtica da gestÃo participativa. Desse modo, o roteiro estabelecido vale-se
tambÃm do modelo de racionalidade substantiva como referÃncia à gestÃo participativa. A
hipÃtese geral do estudo à a de que a percepÃÃo de participaÃÃo està associada ao estilo de
gestÃo, que, por sua vez, sofre influÃncia do estilo de comunicaÃÃo e da adoÃÃo de valores
Ãticos na tomada de decisÃo. A pesquisa à de cunho exploratÃrio-descritivo e se utiliza da
tÃcnica de survey para coletar e analisar os dados da pesquisa de campo, que ocorreu
posteriormente à pesquisa bibliogrÃfica. A pesquisa de campo trabalha com amostras
paralelas das cidades de Fortaleza e Teresina. O resultado colhido permite descrever que os
respondentes de Teresina possuem uma percepÃÃo mais positiva de participaÃÃo, com relaÃÃo
ao gerente geral de suas agÃncias, do que aqueles lotados em Fortaleza. Aspectos como
estrutura organizacional e comunicaÃÃo ascendente sÃo revelados como fatores que
condicionam negativamente a percepÃÃo da gerÃncia mÃdia nas duas cidades. Tanto a
discrepÃncia do resultado encontrado entre as duas cidades, como os aspectos que envolvem a
estrutura organizacional e a comunicaÃÃo ascendente necessitam ser mais detalhados, o que
poderia ser objetivo de futuros estudos.The productive reorganization provoked a series of organizational changes that made companies search for a new way of work organization, in order to respond to the technological innovations, to the construction of a new profile of workers and new creation of management style. Regarding the new managemental style, the objective of this paper is to analyze the participative management, under the point of view of an average management of a banking institution, with regard to the general manager of the agency. In order to understand the complexity of the context in which the researched company is inserted, a script that studies the participative management in the productive banking reorganization is used. Bibliographical research indicates the influence of the rationality model in the perception of the practice of the participative management. In this manner, the adopted script also uses the substantive rationality model as a reference to the participative management. The general hypothesis of this paper is that the participative perception is associated with the management style, that, in turn, is influenced by the communication style and the adoption of ethical values in the decision taking. The research is explorative and descriptive, using survey technique to collect and to analyze the field research data, that took place after the bibliographical research. The field research works with parallel samples of the cities of Fortaleza and Teresina and it shows that regarding the general manager of the agency, the Teresina respondents have a more positive perception of participation, than those in Fortaleza. Organizational structure and ascending communication are negative perception conditioning factors of the average management in both cities. The discrepancy in the results found in both cities, as well as organizational structure and the ascending communication aspects requests a further study that could be the objective of future papers.
14
Scott, Gerald R. "Bureaucracies, communities and networks : interagency cooperation for Homeland Security In Monterey County". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Jun%5FScott.pdf.
Texto completoResumen
Thesis (M.A. in National Security Affairs)--Naval Postgraduate School, June 2003.Thesis advisor(s): Jeffrey W. Knopf, Peter R. Lavoy. Includes bibliographical references (p. 85-89). Also available online.
15
Budinienė, Lina. "Mokyklų valdymo struktūrų tobulinimas organizacijų kaitos kontekste". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2010. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20100928_135155-49646.
Texto completoResumen
Magistro darbe išanalizuotos organizacijų transformavimo koncepcijos, valdymo struktūrų vystymo, projektavimo procesai ir adaptuoti švietimo įstaigai. Darbe atskleisti pagrindiniai mokyklų struktūrų tobulinimo programos diegimo ypatumai išorinėje ir vidinėje Šiaulių Didždvario gimnazijos, kaip gerosios patirties pavyzdžio, aplinkoje. Tyrimo tikslui pasiekti duomenys analizuojami dviem metodais: kiekybiniu (statistinių duomenų analizė) ir kokybiniu (interviu būdu surinktų duomenų analizė). Tyrime dalyvavo 10 gimnazijos specialistų – ekspertų; programos rezultatų analizei panaudoti 2432 mokyklos dokumentai. Tyrimo ataskaitoje patvirtinama, kad mokyklos valdymo struktūros vystymas tobulina organizavimo funkcijos įgyvendinimo procesą įstaigoje. Diagnozavus pasirengimo programos įgyvendinimui eksperimentinėse mokyklose problemas, išanalizavus pagrindinius programos diegimo ypatumus išorinėje ir vidinėje švietimo organizacijos aplinkoje, remiantis mokyklų ekspertų nuomonėmis pateiktas mokyklos struktūros kaitos valdymo modelis, kuris gali būti taikomas ir kitose šalies mokyklose valymo struktūrų kaitos procesui įgyvendinti.This Master‘s work presents analysis of organization transformation conceptions, management structure development, the process of designing. All these theoretical aspects were adaptated to educational institution. In this work the key aspects of implementation of school structure improvement program in the external and internal environment of an educational Šiauliai Didždvaris gymnasium, in case of sample of good experience, are provided. In order to achieve the aim, data has been analyzed in two methods: quantitative analysis (analysis of statistical data) and qualitative analysis (analysis of interview data). Ten experts of gymnasium participated in the research; 2432 school documents were The findings of the research confirm the need to develop the school management structure, which improve the implementation process of school organization function. Having identified the preparation problems of the program implementation in experimental schools, having analyzed the key features of the program implementation in the external and internal environment of an educational institution, referring to school experts opinions it becomes possible to design the change management model of school organizational structure. This model is suitable for applying in implementation and monitoring of the changing process in all schools throughout the country has not been realized.
16
Nilsson, Ingela y Malin Öqvist. "Den upplevda kommunikationen under en omorganisering utifrån medarbetarnas perspektiv". Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-27550.
Texto completoResumen
Syftet var att genom en kvalitativ studie undersöka hur kommunikationen mellan chefer och medarbetare i en organisationsförändring upplevs gällande omorganisering, varsel och uppsägningar. Fem personer deltog som antingen fått besked om att få stanna kvar i organisationen eller som har blivit uppsagda. Enligt resultatet kunde respondenternas upplevelser kategoriseras i fem teman: Tydlig kommunikation, Samma information till alla medarbetare, Yttre påverkansfaktorer, Empatisk förmåga vid kommunikation och Stöd. Dessa teman indikerar att ett stort fokus bör ligga på hur kommunikationen sker mellan chef och medarbetare i en omorganisering och dess delsteg då detta var av betydelse för medarbetarnas upplevelser. Resultatet visade vidare att kommunikationen bör vara tydlig och rak med en personlig prägel under hela processen, samt att samma information tidigt bör gå ut samtidigt till alla medarbetare för att undvika ryktesspridning och oro. Vidare bör ledning och chefer kunna visa empati och finnas som ett stöd för sina medarbetare under omorganiseringen.The aim was to investigate how communication between managers and employees during an organizational change is experienced. Five subjects participated, notified of staying in the organization or having been laid off. Results indicated five themes: Clear communication, Same information to all employees, External influences, Empathic communication and Support. Given this, results indicate that a major focus should be on communication between manager and employees during a reorganization. A relation between clear communication was of importance to the employees' mood, it was also shown that same type of information should be released at the same time to all employees in order to avoid rumor spread and concern. Finally, results suggest that management and managers should show empathy and be supportive during a reorganization.
17
Townsend, Jacqueline Michelle. "Managerial reforms within the United States government". CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2881.
Texto completoResumen
This research project examines Presidential and Congressional attempts to increase the efficiency and effectiveness of the United States government. It describes prior reform efforts and then focuses on President George W. Bush's management agenda.
18
Thomasi, Camila Dasso. "OrIAs : uma infraestrutura de nível micro-organizacional baseada em artefatos para sistemas multiagentes". reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2014. http://hdl.handle.net/10183/90439.
Texto completoResumen
Neste trabalho é apresentada uma infraestrutura de nível micro-organizacional para sistemas multiagentes. A infraestrutura permite definir e gerenciar papéis e grupos de papéis organizacionais, que caracterizam o nível micro-organizacional das sociedades de agentes, em termos de quatro dimensões organizacionais: estrutural, funcional, dialógica e normativa. As principais características micro-organizacionais suportadas pela infraestrutura são: definição de papéis em termos de objetivos de realização (achievement goals) e objetivos de manutenção (maintenance goals), e seus respectivos planos; definição de normas organizacionais e um mecanismo para imposição das normas (norm enforcement); relações de dependências organizacionais entre papéis e grupos de papéis; mecanismo de reputação para auxiliar os agentes na busca de parceiros para seus objetivos individuais e selecionar parceiros para atingir metas coletivas; processo de reorganização não institucionalizado realizado por iniciativa dos agentes. A infraestrutura é baseada no metamodelo de agentes e artefatos e no conceito de organizações incorporadas (embodied organizations). Como resultado deste trabalho é disponibilizada uma infraestrutura de gerenciamento organizacional, independente de modelo organizacional, desenvolvida utilizando a plataforma CArtAgO que permite tornar a organização acessível aos agentes.In this work, we present an artifact-based micro-organizational level infrastructure for multi-agent systems. It provides a way to define and manage the organizational roles and groups of roles that characterize the micro-organizational level of agent societies, in terms of the four organizational dimensions: structural, functional, dialogical and normative. The main micro-organizational features supported by the infrastructure are: definition of roles in terms of achievement and maintenance goals, and their corresponding plans; organizational norms and corresponding sanction-based mechanism of norm enforcement; organizational protocols to support the achievement of role goals; relations of organizational dependences between roles and groups of roles; reputation mechanism to help agents to find partners for their individual goals and to select partners to achieve collective goals; reorganization process not institutionalized performed by the initiative of agents. The infrastructure is based on the A & A meta-model and in the concept of embodied organizations. As a result of this work, we provide an organizational management infrastructure, independent of organizational model, developed using the CArtAgO platform that makes the organization accessible to agents.
19
Hagström, Paulina y Linn Olsson. "Omorganisation ur ett mellanchefsperspektiv : En fallstudie av Länsstyrelsen Värmland". Thesis, Karlstads universitet, Handelshögskolan, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-55465.
Texto completoResumen
Syftet med studien är att undersöka förändringar i en mellanchefs roll i samband med en omorganisation. Få en djupare förståelse om olika beslutsfattande chefers situationer och vad de ställs inför. Hur ska organisationen kommunicera i och under en förändringsprocess för involvering av alla berörda parter. Studien är av kvalitativ karaktär. Resultatet har samlats in via semistrukturerade intervjuer med Länsstyrelsen Värmlands nio enhetschefer. Organisationen har genomgått en stor organisatorisk förändring. Resultatet har tolkats och analyserats mot tidigare forskning. Studien som presenteras är en vetenskaplig studie. Länsstyrelsen Värmlands omorganisation har resulterat i en hög belastning för mellancheferna och en komplexitet i utförandet av omorganisationen. Kommunikationen inom organisationen har påvisat dysfunktionalitet och informationsflödet har ansetts för högt. Mellanchefens roll handlar hela tiden om växelverkan. Rollen ska hantera både ledning och medarbetares förväntningar, mellanchefen agerar språkrör. En generalisering till organisationer, även internationellt sett då mellanchefens position finns i många verksamheter. Mellanchefen måste anpassa sig och infinna sig i rollen som handlar om växelverkan. Inställningen till omorganisationen var från början positiv och tanken bakom den var god, dock blev det inte som förväntat varken för ledning eller mellanchefer.The purpose of this study is to examine the changes in a middle management role related to a reorganization. The purpose is to provide a deeper understanding about different situations of a decision-making manager and what they face. How should the organization communicate during a process of change for involvement of all affected parties. The study is of a qualitative nature. The results have been collected through semi-structured interviews with nine unit managers at the county administrative board of Värmland. The organization has undergone a major organizational change. The result has been interpreted and analyzed against previous research. The presented study is a scientific study. The reorganization of the county administrative board of Värmland has resulted in a high load and great complexity for the middle managers. Communication within the organization has demonstrated dysfunctionality and the information flow has been considered too high. The middle management role is always about intercommunion. The role must handle expectations from both top management and employees. The middle manager acts as a spokesperson. A generalization to organizations, even internationally, is the middle manager position found in many businesses. The middle manager must adapt to the role with intercommunion. The attitudes towards the reorganization was positive from the beginning and the idea behind it was good, but the top management and the middle managers didn’t expect the result of the planned outcome.
20
Monethi, Dineo Cecilia. "Transformation in the South African National Defence Force : with specific reference to gender equality". Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80295.
Texto completoResumen
Thesis (MPA)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Transformation is an inevitable consequence of human resource practices and includes the political imperatives, behavioural transformation and the turnaround change. Gender equality is a critical component of the United Nations Resolution on Human Rights (Resolution 1325). Women are subjected to a variety of barriers that determine their organisational experiences, and therefore the achievement of gender equity requires the elimination of patriarchal practices, stereotypes and attitudes that perpetuate their marginalisation. Striving for gender equity within the armed forces should not reduce women to being passive victims of the transformation agenda as they operate both during conflict and peace-time. The representation and empowerment of women into decision-making structures and the protection of their rights can be spearheaded through the gender mainstreaming strategies. In the South African National Defence Force (SANDF) transformation placed greater emphasis on racial representivity to the neglect of gender equity. This situation has effectively contributed to the gender dialogue which aimed to assess the implementation of gender equity objectives. Furthermore, it is the guiding principle on the participation of women in the military to enhance gender representation and the attainment of self-actualisation and excelling in their areas of responsibilities. The purpose of the study was to explore the extent to which the SANDF supports gender transformation imperatives to ensure gender equity and it further investigated gender integration within the SANDF as a supportive theoretical analysis. The conceptual framework of gender transformation and gender mainstreaming in the military, and in particular within the SANDF, in the context of Employment Equity was conducted. To make an objective and informed assessment, the attitudes and perceptions of middle management and lower management of both the SANDF were measured. Data were collected from respondents through three sessions of facilitated focus group interviews and a semi-structured self-administered questionnaire. The sample was drawn from the Pretoria region. The findings of the study indicated that the DOD top leadership is supportive of gender transformation by the effective promulgation of transformation policies and the improvement in the representation of women in decision-making structures. The military environment is trying to create a conducive environment for women by providing resources, the essential training for women to maximise their potential, and furthermore by allowing their inclusion in all areas including deployment areas.
AFRIKAANSE OPSOMMING: Transformasie is ‘n onvermydelike gevolg van personeelbestuurspraktyk en sluit in die politieke imperatiewe, gedragstransformasie en omkeerverandering. Geslagsgelykgeregtigheid is ‘n kritieke komponent van die Verenigde Volke se Resolusie aangaande Menseregte (Resolusie 1325). Vroue word onderwerp aan ‘n verskeidenheid hindernisse wat hul organisasie ervarings bepaal en daarom vereis die bereiking van geslagsgelykgeregtigheid die uitwissing van patriargale praktyke, stereotipes en houdings wat marginalisering bevorder. Die strewe na geslagsgelykgeregtigheid binne Weermagte behoort vroue nie te degradeer tot passiewe slagoffers van die transformasie agenda nie aangesien hulle aangewend word tydens beide konflik- en vredestye. Die verteenwoordiging en bemagtiging van vroue in besluitmakende strukture en die beskerming van hulle regte kan gerig word deur geslagshoofstroming strategieë. In die Suid-Afrikaanse Nasionale Weermag (SANW) plaas transformasie groter klem op rasse verteenwoordiging as op die nalating van geslagsgelykgeregtigheid. Die situasie het effektief bygedra tot die geslagsdialoog wat beoog om die implementering van geslagsgelykgeregtigheid doelwitte te evalueer. Dit is ook verder die leidinggewende beginsel rakende die deelname van vroue in die militêr om geslagsverteenwoordiging te bevorder, die bereiking van selfaktualisering en uitblinking in hulle verantwoordelikeidsomgewings. Die doel van hierdie studie was om te bepaal tot welke mate die SANW geslagstransformasie imperatiewe ondersteun ten einde geslagsgelykgeregtigheid te verseker en het ook ondersoek ingestel na geslagsintegrasie binne die SANW as ‘n ondersteunende teoretiese anal ise. Die konseptuele raamwerk is geskep rakende geslagstransformasie en geslagshoofstroming in die militêr, en in besonder aangaande die SANW binne die konteks van Werkverskaffingsgelykheid. Ten einde ‘n objektiewe en ingeligte evaluering uit te voer, is die houdings en persepsies van Departement van Verdediging (DvV) militêre en siviele middelbestuurders en lae vlak bestuurders gemeet. Data is versamel van respondente tydens drie geleenthede van gefasiliteerde fokusgroep onderhoude en ‘n semi -geadministreerde vraelys. Die steekproef is geneem vanuit die Pretoria omgewing. Die bevindinge van die studie dui daarop dat die (DvV) se top-leierskap ondersteunend is aangaande geslagstransformasie deur die effektiewe uitvaardiging van transformasie beleide en die verbetering van verteenwordiging van vroue in besluitmakende strukture. Die militêre omgewing poog om ‘n omgewing te skep wat toeganklik is vir vroue deur die voorsiening van middele wat noodsaaklik is vir opleiding van vroue ten einde hul potensiaal te optimaliseer en hulle verder toegang te verleen tot alle gebiede insluitend gevegsgebiede.
21
Clancy, David. "Management Reorganizations in the THB Global Banks - A Case Study". ScholarWorks, 1993. http://scholarworks.waldenu.edu/dissertations/16.
Texto completoResumen
The dissertation focuses on the multiple reorganizations of Manufacturers Hanover between March 1985 and June 1991. The research sought to find a relationship with the reorganizations and the stock price and performance measures of the Bank. The purpose was to determine if the reorganizations provided a measurable impact on theperformance of the Bank. The conclusions of this research established that the reorganizations, if intended to improve the performance of the Bank, were not effective.
22
Theletsane, Kula Ishmael. "Developing a conceptual model for transformation at the South African Military Academy : the Ubuntu approach". Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/18706.
Texto completoResumen
Thesis (MMil)--University of Stellenbosch, 2007.ENGLISH ABSTRACT: The initial conceptual framework for transformation proposes the context (why), the content (what), and the process (how) as three dimensions of transformation that are always present. A distinction is made between external and internal triggers of transformation, and information is provided on the challenges posed by, among others, the knowledge society, globalisation, and changing market conditions that require companies to become learning organisations staffed by empowered knowledge workers. Literature study on transformation clearly shows that transformation brings about change. There are different models on transformation and this shows that there are different approaches to transformation. Ubuntu should be introduced as a way forward for the South African Military Academy (SAMA) to deal with transformation issues. Ubuntu is more concern about the wellbeing of the people and their morale during and after transformation has been implemented. Subsequently, a conceptual model for transformation is proposed in which generic elements of the “why”, “what”, and “how” dimensions are included. The SAMA model is developed to fit the scope of a conceptual model, and to be in line with what is generally proposed in the literature for organisations that want to transform in order to become market leaders and enhance long-term goals. Conclusions drawn from the ongoing SAMA transformation process are that its aims and principles are not in line with what appears to be required in creating an innovative learning organisation. With regard to the “how” of transformation, it is found that improvement is still needed to the processes to change attitudes, mindsets, and styles on the part of managers as well as employees that might inhibit empowerment and stifle creativity and innovation.
AFRIKAANSE OPSOMMING: Die aanvanklike konseptuele raamwerk vir transformasie stel die konteks (waarom), die inhoud (wat) en die proses (hoe) voor as drie dimensies van transformasie wat altyd teenwoordig is. Daar word ‘n onderskeid getref tussen eksterne en interne aanleidende oorsake van transformasie, en inligting word voorsien oor die uitdagings wat voortspruit uit, onder andere, die kennissamelewing, globalisering, en veranderende marktoestande wat vereis dat maatskappye leerorganisasies word met ‘n personeel van bemagtigde kenniswerkers. Uit ‘n literatuurstudie oor transformasie is dit duidelik dat transformasie verandering teweegbring. Daar is verskillende modelle van transformasie en dit toon dat daar uiteenlopende benaderings tot transformasie bestaan. Ubuntu moet ingestel word as ‘n manier waarop die Suid-Afrikaanse Militêre Akademie (SAMA) voortaan transformasie kan hanteer. Ubuntu is meer besorg oor die welstand van die mense en hulle moreel terwyl en nadat transformasie geïmplementeer is. Daar word dus ‘n transformasiemodel voorgestel waarin generiese elemente van die “waarom”-, “wat”- en “hoe”-dimensie ingesluit word. Die SAMA-model word ontwikkel om dieselfde omvang te hê as ‘n konseptuele model, en om ooreen te stem met wat algemeen in die literatuur voorgestel word vir organisasies wat wil transformeer om sodoende markleiers te word en langtermyndoelwitte te bevorder. Gevolgtrekkings wat voortspruit uit die voortgesette SAMA-transformasieproses is dat die doelwitte en beginsels nie ooreenstem met wat skynbaar vereis word om ‘n vernuwende leerorganisasie te skep nie. Ten opsigte van die “hoe” van transformasie, word bevind dat verbetering nodig is voor die prosesse verandering gaan meebring aan houdings, ingesteldhede en styl, by bestuurders sowel as werknemers, wat tans nog bemagtiging beperk en kreatiwiteit en vernuwing onderdruk.
23
Costa, José Miguel Freitas da Rocha e. "A reorganização da farmácia comunitária face à nova realidade económica". Master's thesis, [s.n.], 2014. http://hdl.handle.net/10284/4431.
Texto completoResumen
Projeto de Pós-Graduação/Dissertação apresentado à Universidade Fernando Pessoa como parte dos requisitos para obtenção do grau de Mestre em Ciências FarmacêuticasO agravamento da situação económica que Portugal tem sofrido nos últimos anos tem levado os sucessivos governos a implementar medidas de contenção da despesa nos diferentes setores que compõem o Estado. O setor da saúde não é exceção, tendo-se verificado sucessivos cortes nos últimos anos. Ao nível da farmácia comunitária, a realidade tem-se alterado profundamente. As sucessivas alterações legislativas que têm sido aprovadas desde o ano de 2005, não só vieram aumentar a concorrência no setor, com medidas como a liberalização da propriedade, a possibilidade de fazer descontos nos medicamentos e a venda de MNSRM fora das farmácias, como também vieram diminuir a rentabilidade das farmácias com as reduções sucessivas dos preços dos medicamentos e das suas margens de comercialização, a aplicação de margens regressivas em vez de margens fixas e o aumento de stock por imposição legal, entre outras medidas. Tais alterações fizeram com que o setor das farmácias atravesse agora uma grave crise económica e financeira, havendo mesmo farmácias a fechar. Como consequência, tem havido também uma redução da assistência às populações. Para responder a estas dificuldades, as farmácias e os farmacêuticos devem unir-se em torno de objetivos comuns, defendendo uma nova forma de pensar a farmácia, em que o atendimento ao doente ganha uma maior importância face à venda do medicamento. The worsening of the economic situation that Portugal has suffered in the last years has lead the successive governments to implement measures to curb spending in the different sectors that compose the state. The health sector is no exception, and in recent years there have been successive cuts. In what community pharmacy is concerned, reality has profoundly changed. The successive legislative amendments that have been approved since 2005, not only have increased competition in the sector, with measures such as property liberalization, the possibility of making discounts on drug sales and the sale of non-prescription drugs outside pharmacy, as they also decreased the profitability of pharmacies with successive reductions in drug prices and their sales margins, the application of regressive margins instead of fixed margins and the stock increase by legal imposition, between other measures. Such changes caused a severe economic and financial crisis in the community pharmacy sector, with pharmacies having to shut. As a consequence, there has also been a reduction in assistance to populations. To address these difficulties, the pharmacies and pharmacists should unite around common goals, advocating a new way of thinking the pharmacy, where the patient’s care gains greater importance when compared to the drug’s sale.
24
Skoufa, Lucas A. "A strategic management framework for reformed electricity generation firms in eastern Australia /". [St. Lucia, Qld.], 2006. http://adt.library.uq.edu.au/public/adt-QU20060713.152047/index.html.
Texto completo
25
Senate, University of Arizona Faculty. "Faculty Senate Minutes November 3, 2014". University of Arizona Faculty Senate (Tucson, AZ), 2014. http://hdl.handle.net/10150/336522.
Texto completo
26
Palionytė, Justina. "Lietuvos Valstybinio socialinio draudimo fondo valdybos valdymo reformų analizė ir vertinimas". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2013~D_20140127_132058-52471.
Texto completoResumen
Magistro studijų baigiamajame darbe išanalizuotos ir įvertintos Valstybinio socialinio draudimo fondo valdybos valdymo reformos, iškelta vienos iš jų tikslo – užtikrinti efektyvesnį socialinio draudimo fondo biudžeto lėšų ir žmogiškųjų išteklių naudojimą – įgyvendinimo problema bei pateiktos rekomendacijos Valstybinio socialinio draudimo fondo valdybai ir Lietuvos Respublikos socialinės apsaugos ir darbo ministerijai. Pirmoje darbo dalyje tiriami valstybinio socialinio draudimo valdymo teoriniai aspektai: apibrėžiama socialinio draudimo samprata ir reikšmė, apibūdinama valdymo sistema ir jos funkcijos, analizuojami valdymo problemoms įtakos turintys veiksniai. Antroje dalyje atliekamas Valstybinio socialinio draudimo fondo valdybos valdymo reformų vertinimas: analizuojami valdymo reformų tikslai, apibūdinami ir įvertinami valdymo reformų etapai ir aptariami valdymo reformų rezultatai, palyginant juos tarpusavyje bei pateikiant Valstybinio socialinio draudimo fondo valdybos valdymo reformų SSGG analizę.There are analysed and evaluated management reforms of the State Social Insurance Fund Board (“Sodra”) in this master‘s thesis. Also it is raised the problem of management reforms purpose implementation which is to ensure a more efficient usage of Social Insurance fund budget assets and human recourses. Finally, recommendations for the State Social Insurance Fund Board and the Ministry of Social Security and Labour are presented. The first part explores State Social Insurance theoretical aspects of management. The concept and the meaning of social insurance are defined, the management system and it’s functions are described, also the factors affecting the management problems are analysed. In the second part the management reforms of the “Sodra” are evaluated analyzing aims, describing and evaluating stages and discussing results. The results are compared. A SWOT analysis of management reforms in the State Social Insurance Fund Board is presented as well.
27
Li, Xiao. "Corporate governance in the context of corporate restructuring". Thesis, Connect to e-thesis, 2008. http://theses.gla.ac.uk/60/.
Texto completoResumen
Thesis (Ph.D.) - University of Glasgow, 2008.Ph.D. thesis submitted to the Faculty of Law, Business and Social Sciences, School of Law, University of Glasgow, 2008. Includes bibliographical references. Print version also available.
28
Pirscher, Andrea. "Betriebsteilung infolge Umstrukturierung : Auswirkungen auf die Amtsfortdauer des Betriebsrats /". Frankfurt am Main [u.a.] : Lang, 2000. http://www.gbv.de/dms/spk/sbb/recht/toc/312038283.pdf.
Texto completo
29
Doze, Élodie. "L'appréhension juridique du risque inhérent aux espaces naturels littoraux". Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1024/document.
Texto completoResumen
Dans un contexte de socialisation des risques, les propriétaires et gestionnaires d’espaces naturels sont confrontés à un paradoxe opposant l’exigence croissante d’un aménagement des sites en vue de leur sécurisation, et la nécessité d’assurer leur préservation. Cette problématique revêt un relief particulier dans les espaces naturels littoraux, qui concentrent des sites d’exception en termes de biodiversité et de paysages, qui sont dans le même temps prisés des touristes et sportifs, et entourés par l’urbanisation. La gestion naturaliste de ces espaces génère des risques, voire des dommages, et donne lieu à des responsabilités qui s’entrecroisent, voire s’enchevêtrent. Les espaces littoraux sont également concernés par les risques d’érosion côtière et de submersion marine qui illustrent la situation paradoxale du souhait d’occuper un espace d’exception, sans être impacté par son évolution. Face aux faiblesses des stratégies de défense contre la mer, l’idée d’une acceptation de la mouvance du trait de côte, par anticipation ou déplacement des enjeux menacés, se fraie un chemin depuis une trentaine d’années et conduit à repenser l’aménagement des sites côtiers et des espaces rétro-littoraux. Ainsi, si les acteurs de la gestion des espaces naturels se heurtent aujourd’hui aux demandes d’indemnisation des victimes de risques naturels, ils se heurteront demain aux demandes de protection ou de relocalisation des personnes menacées par les risques côtiers. Dès lors, comment répondre à ces enjeux et contraintes ? La thèse étaye le postulat selon lequel la clef réside dans une meilleure appréhension juridique de la notion de risques inhérents aux espaces naturelsIn a context of risks socialization, the owners and the administrators of natural spaces are confronted to a paradox bringing into conflict the increasing demand of security in natural sites, and the necessity to assure the preservation of those same sites. Coastal zone are particularly faced with this problem : in fact, this kind of territories are characterized by some remarkable natural spaces and landscapes, which are both crowed by tourists and outdoor sports enthusiasts, and landlocked by the urbanization. Today, the wilderness management of natural spaces generates risks and responsibilities which become muddled between the littoral actors. Coastal zones are also exposed to erosion and marine submersion, which illustrate the paradoxical situation of the wish to live in exceptional spaces without undergoing the natural dynamics of the coastal line. In front of the weakness of defense strategies, the idea of an acceptance of the natural movement of the coast line by anticipation or spatial reorganization of territories to protect the persons threatened by erosion or submersion, gained ground in the last thirty years. These news adaptation strategies lead up to reconsider the coastal zones management, but also the hinterland spatial planning. Thus, if the actors of the natural spaces management face with the compensation claims of natural risks victims today, they will collide with requests of protection or relocation of the people threatened by the coastal risks tomorrow. How to answer to these stakes and constraints ? This thesis supports the postulate that the key lies in a better legal apprehension of the notion of risks inherent in natural spaces
30
Teichert, Broer. "Organisational self-renewal : process design". Thesis, University of St Andrews, 2004. http://hdl.handle.net/10023/14064.
Texto completoResumen
Firms compete based on their relative ability to renew as much as they do on their ability to extract profits from product-markets. Drawing from literature and case studies the research explores how renewal is affected in organisations. The main dynamics of the renewal process, and the issues and skills involved in its management, therefore, receive detailed treatment. Relevant data is gathered from a variety of primary and secondary sources. The research begins with an effort to understand the forces that trigger and processes that act to sustain decline in organisations. These findings are contrasted with a number of case studies that serve the identification of underlying characteristics and dynamics common to successful organizations. This comparison serves to uncover principles of successful organisation and that hold the key to renewal and sustained growth. The main objective of this research is to increase the understanding and awareness of the processes, problems and successful means of organisational renewal. Underlying is the concern to develop more formalised models and translate these findings into a useful conceptual framework as a basis and stimulus for further research and as a helpful guideline for management practitioners to handle successfully the problems of entropy and organisational ossification of their business.
31
Erwee, Andries. "Influence of restructuring on surviving employees". Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/18150.
Texto completoResumen
Thesis (MBA)--Stellenbosch University, 2007.ENGLISH ABSTRACT: Restructuring is a fact of modem day life and has a huge impact on the employees of organisations who follow such strategies. It is critical that the change process as well as the surviving employees are managed effectively to ensure a committed and productive workforce. The purpose of the research study was the measure employee perception on the change process and the current environment in the organisation. Background to the organisation was provided to give perspective to the reader. Led by literature a unique questionnaire using a five-point scale was developed to measure employee perception in terms of the change process and current conditions in the organisation. The final questionnaire consisted of 59 items and was analysed according to different aspects of the change process and working environment identified. The arithmetic mean and standard deviation were determined for questions, the aspect identified as well as different demographic groups. The results showed that employees have a positive perception on the need for change, have confidence in the abilities of top management and are positive about the organisation's future prosperity. Employees are divided on the subject of loyalty towards the organisation. Results further show that employees have a negative perception on how the organisation managed the change process and the surviving employees, feel negative about their current working environment, have a negative attitude and commitment towards the organisation, feel insecure about their jobs and do not believe that the organisation is assisting them in their career development. It was lastly found that the majority of employees have not developed an internal drive to take responsibility for their won career development. Conclusions were made based on the results, focus areas were identified and recommendations were made on possible interventions to address the problems identified.
AFRIKAANSE OPSOMMING: Herstrukturering is deel van die hedendaagse lewe en het 'n massiewe invloed op die lewens van werknemers wat vir organisasies werk wat die besiheidsstrategie volg. Dit is krities dat die veranderingsproses en die oorblywende werknemers effektief bestuur word om 'n toegewyde en produktiewe werksmag te verseker. Die doel van die studie was om werknemer persepsie te meet ten opsigte van die herstrukturerings proses sowel as die huidige omstandighede in die organisasie. Agtergrond tot die organisasie was verskaf om perspektief by die leser te wek. Gegewe die literatuur, is 'n unieke vraelys met 'n vyf-punt skaal opgestel om werknemerpersepsie te meet in terme van die herstruktureringsproses en die huidige omstandighede in die organisasie. Die finale vraelys van 59 vrae is geanaliseer volgens verskillende aspekte van die herstruktureringsproses en werksomstandighede wat geïndetifiseer is. Die wiskundige gemiddeld en standaard afwyking van vrae en aspekte is bepaal sowel as vir verskillende demografiese groepe. Die resultate toon dat werknemers positief is oor die behoefte vir verandering, vertroue in topbestuur het en positief is oor die organisasie se finansiele vooruitsigte in die toekoms. Werknemers is verdeeld op die onderwerp van lojaliteit teenoor die organisasie. Resultate wys verder dat werknemers 'n negatiewe persepsie het oor die wyse waarop die organisasie die hersrtruktureringsproses en oorblywende werknemers bestuur is, voel negatief oor hulle werksomstandighede, het 'n negatiewe houding teenoor die organisasie, voel onseker oor hulle werk en glo nie die organisasie ondersteun werknemers in hulle loopbaanbeplanning nie. Dit is laastens bevind dat die meerderheid van werknemers nog nie 'n interne dryf ontwikkel het om verantwoordelikheid te neem vir hulle eie loopbaan ontwikkeling nie. Gevolgtrekkings was gebaseer op die resultate behaal, fokus areas is geïdentifiseer en aanbevelings is gemaak op moontlike stappe om die geïdentifiseerde probleme op te los.
32
Matlosa, John. "Leadership skills, competence and organisational processes needed to lead a company from a decline to a sustainably successful turnaround". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96222.
Texto completoResumen
Thesis (MBA)--Stellenbosch University, 2014.This research sought to provide insight into the key leadership skills, competencies and organisational processes required to lead a company from decline to a sustainable turnaround. The study focused on the four attributes of managing a turnaround: organisational values and culture, change leadership and organisational high performance. The research aimed to establish the role and impact of the above four factors, particularly in a corporate turnaround. It further assessed the role of leadership in ensuring the implementation of the four factors. The study revealed that turnaround leaders need to develop a new economy wave of values and a high performance culture as a foundation for creating ownership of the organisation’s objectives, as well as for the necessary alignment of the vision, mission and strategy. It was also noted that a corporate culture is an ever changing issue, hence leadership needs to continually ensure that the culture remains in support of the corporate objectives. The study also revealed the need for leadership to have the necessary emotional, cognitive and spiritual intelligence in order to be proactive in managing both the process and the effects of change. They need to have the transformational leadership abilities to drive the pursuit of organisational excellence as a means to achieving a sustainable turnaround. The research also noted the importance of communication as an integral part of each of the turnaround phases. Also of great importance were leadership attributes such as honesty, trustworthiness, sincerity and commitment, and the fact that leaders tend to believe that people will be driven by the rules and processes of business, forgetting that people gather the inspiration they need to be able to respond emotionally to a challenge, from their leaders’ demonstrated personal attributes.
33
Ackerhans, Christiane. "Zur Rolle der Führungskräfte in organisationalen Veränderungsprozessen : eine Feldstudie zur Leistungszielvereinbarung in der Automobilindustrie /". Göttingen : Cuvillier, 1999. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=008771384&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
Texto completo
34
Alberts, Rasmus Stephanus. "The effect of organisational restructuring at Xstrata Coal South Africa and its impact on the business culture at the Tweefontein division". Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/6097.
Texto completoResumen
Thesis (MBA (Business Management))--Stellenbosch University, 2008.ENGLISH ABSTRACT: Xstrata Coal South Africa (XCSA) embarked on a restructuring exercise towards the end of 2005 to enable the organisation and its management to adapt to the pressures and requirements of an ever-changing South African coal industry. The executive team of XCSA felt that some of the business units were too large to be effectively managed by one general manager and his/her management team. The Tweefontein and Impunzi business units fell into this category. Further, the executive team felt that the existing organisational structures on the mines were unable to effectively manage the demands coming from an ever-changing coal industry. Most such demands emanated from sustainable development issues: workplace safety, environmental management, health-related concerns to do with the employees and community development around the mines. The restructuring took place towards the end of 2005, not long after the restructuring of the business performance went into decline. The author of this thesis, as the General Manager of the Tweefontein Complex from the beginning of 2006 until mid-2008, was responsible for the day-to-day management of the division at the time. After explaining the need for restructuring, as well as how the structure was changed, the author will describe a comprehensive literature research study. The aim of such a study is to create a common understanding with the reader of the principles relating to culture, leadership and change management. The author then compares the two climate assessments of the organisational culture of the Boschmans Colliery undertaken during 2005 prior to embarking on the restructuring exercise, and of the Tweefontein Complex undertaken during 2007, on completion of the restructuring. Boschmans Colliery employees now constitute most of the underground and surface operations areas of the Tweefontein Complex. The organisational culture of the Tweefontein Complex was found to have been influenced by the restructuring exercise. The author concludes with recommendations on how the organisational culture of XCSA as a whole could be aligned. Chief among the recommendations are that: • A cultural alignment programme should be implemented to create a common organisational culture across XCSA. • A leadership development programme should be implemented to promote the desired organisational culture. • A communication strategy should be implemented to support the cultural alignment programme. • A branding campaign should be launched to strengthen the image of XCSA within the surrounding community.
AFRIKAANSE OPSOMMING: Xstrata Coal South Africa (XCSA) het aan die einde van 2005 besluit om die besigheid te herstruktureer om aan te pas by die veranderende aard van die Suid-Afrikaanse steenkoolindustrie. Die gevoel van die uitvoerende komitee was dat sekere van die besigheidseenhede te groot was om effektief deur een algemene bestuurder, bestuur te word. Die Tweefontein- en Impunzi-besigheidseenhede het in die kategorie geval. Verder het die uitvoerende kommitee gevoel dat die bestaande bestuurstruktuur per myn nie voldoende was om al die verwagtinge vanuit 'n vinnig veranderende steenkoolindustrie effektief te kan bestuur nie. Die vernaamste verwagtinge van die vinnig veranderende industrie was die vanuit die veld van Volhoubaarheid, naamlik veiligheid op myne, omgewingsbewustheid, gesondheid van die werknemers, sowel as die opbou van die gemeenskap. Die herstrukturering het aan die einde van 2005 plaasgevind en nie lank na die herstrukturering nie het die prestasie van die besigheid drasties afgeneem. Die skrywer was die Algemene Bestuurder van die Tweefontein Complex vanaf die begin van 2006 tot die middel van 2008, en was verantwoordelik vir die dag-tot-dag-bestuur van die afdeling. As deel van die studie sal die skrywer eerstens poog om die redes vir die herstrukturering te gee en ook hoe die nuwe struktuur daar uitsien. Tweedens sal die skrywer 'n deeglike literatuurstudie verskaf om 'n gemeenskaplike verstandhouding tussen die skrywer en die leser oor die beginsels van kultuur, leierskap en veranderingsbestuur te skep. Derdens sal die skrywer die resultate van twee klimaatstudies ontleed wat op die besigheidskultuur van die Boschmans-steenkoolmyn in 2005 voor die herstrukturering gedoen is en een wat in 2007 op die Tweefontein Complex na die herstrukturering gedoen is. Die werknemers van die Boschmans-steenkoolmyn maak tans die grootste gedeelte van die Tweefontein Complex se ondergrondse en aanleg- en logistieke afdelings uit. Na aanleiding van die analise van die twee klimaatstudies, bevind die skrywer dat die herstrukturering 'n daadwerklike invloed op die kultuur van die Tweefontein Complex gehad het. Die skrywer maak dan na gelang van sy bevindinge aanbevelings oor hoe die kultuur van Xstrata Coal South Africa (XCSA) as 'n geheel belyn kan word. Sy belangrikste aanbevelings is as volg: • Die implementering van 'n kultuurbelyningsprogram om 'n gemeenskaplike besigheidskultuur regoor Xstrata Coal South Africa (XCSA) daar te stel. • Die implementering van 'n leierskapsontwikkelingsprogram wat belyn is met die verlangde besigheidskultuur. • Die implementering van 'n kommunikasiestrategie wat die kultuurbelyningsprogram ondersteun. • Die loodsing van 'n Xstrata Coal South Africa (XCSA) bemarkingsveldtog am Xstrata Coal se beeld in die gemeenskap te bevorder.
35
Calabuig, i. Serra Salvador. "La gestió turística local en el litoral català: una lectura des de la dialèctica socioespacial". Doctoral thesis, Universitat de Girona, 2005. http://hdl.handle.net/10803/7904.
Texto completoResumen
L'aportació principal d'aquesta tesi és l'anàlisi de la gestió turística i les estratègies que els municipis del litoral català han desenvolupat per fer front a la crisi (o a la sensació de crisi) del model turístic tradicional que es va manifestar a principis dels anys noranta del segle passat. També proposa una nova visió de l'estructura territorial del litoral i aporta noves dades sobre l'evolució de l'oferta d'allotjament turístic a nivell municipal de tota la costa mediterrània espanyola entre els anys 1981 i 2001.El cos de la tesi s'estructura en tres parts: un marc teòric on es fa una anàlisi sistemàtica de les principals interpretacions sobre l'evolució de les destinacions madures, un capítol dedicat al models territorials litorals que, a més de l'anàlisi estadística descriptiva de les dades fa una anàlisi de conglomerats jeràrquics per definir els clusters territorials turístics, i finalment, una classificació de les estratègies que han desenvolupat els municipis litorals per adaptar-se a les noves formes de la demanda turística.
Per a aquest darrer capítol s'ha entrevistat a 150 persones relacionades amb la gestió turística local i territorial dels municipis litorals catalans, a més d'estudiar els plans urbanístics i els documents d'estratègia turística. Això ha permès constatar que és principalment de l'àmbit local d'on parteixen les estratègies per adaptar-se a les noves formes de la demanda, i que aquestes respostes són diverses per què depenen del context (l'habitus habermasià) de cada municipi. Malgrat la diversitat, s'han pogut classificar les estratègies en cinc grups: les que intenten recrear l'espai turístic per convertir-lo en una autèntica ciutat per viure-hi tot l'any, les que es basen en la sostenibilitat, les que aposten per la hiperealitat, les que desenvolupen esdeveniments efímers i les que impulsen la millora de la qualitat del producte turístic tradicional. Generalment aquests canvis es desenvolupen per assaig-error, per intuïció, sense que responguin a un model preestablert. Una de les principals conclusions d'aquest apartat ens indica que hi ha pocs municipis que puguin explicitar el fons i la forma de la seva política turística. Per això es desenvolupen estratègies que es superposen, es barregen i, a vegades es contradiuen, fent que la política turística del municipi es reinventi contínuament. De fet, com dedueix una altra de les altres conclusions, el model turístic actual es basa en la innovació constant.
Pel que fa al capítol teòric s'identifiquen les principals interpretacions sobre el canvi de model turístic i es classifiquen en cinc grups: les teories evolucionistes (Butler, Doxey, Miossec, Gormsen, Holder) que estableixen que les destinacions turístiques han de passar necessàriament per determinades fases, les teories que pronostiquen el col·lapse del sistema per superació de la capacitat de càrrega, les interpretacions que es basen en el canvi de l'escala, que parteixen de la idea que el turisme ha deixat de ser una activitat regional a un fenomen global, les que atribueixen als avenços tecnològics el canvi en el model i les que emmarquen els canvis turístics en un canvi més ampli que afecta a una societat que passa a ser postmoderna. De l'estudi teòric es desprèn que hi ha consens sobre la idea de crisi del model turístic però no hi ha unanimitat sobre les causes d'aquesta crisi ni sobre el nou model turístic que ha de sorgir.
L'estudi empíric de les variables de l'oferta turística litoral, que és l'aportació principal del capítol dos, ha permès treure moltes conclusions, tant per l'estudi descriptiu de les dades com per l'anàlisi de conglomerats jeràrquics. En aquest breu resum només destacarem dues idees. La primera d'elles contempla que el litoral no és homogeni sinó que està constituït per cinc tipus diferents de municipis que formen unitats orgàniques que es repeteixen per tota la costa. Entre aquests tipus de municipis hi ha el que hem anomenat ociurbs, que concentren gran part de l'oferta turística, els nuclis turístics que tenen un nombre important de població resident i aporten mà d'obra i serveis, i les ciutats perifèriques que tot i estar a la costa viuen al marge del negoci turístic. L'altra idea a destacar és que en vint anys la distribució de l'oferta turística en el territori ha canviat poc: als lloc on hi havia una gran concentració de places al 1981, l'any 2001 encara són els llocs que ofereixen més serveis d'allotjament. S'observa però un important canvi en la tipologia dels allotjaments: en els 20 anys estudiats els habitatges turístics s'han consolidat com la modalitat d'allotjament emergent, a molta distància dels càmpings i l'oferta hotelera.
36
Börjeson, Filippa. "Att förstå omorganisationer : En studie av det svenska krisberedskapsområdet 2000-2010". Thesis, Karlstad University, Karlstad University, Faculty of Social and Life Sciences, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-6100.
Texto completo
37
Caillaud, Kévin. "Vers une gouvernance territoriale de l'environnement ? : analyse comparée des politiques départementales de gestion de l'eau destinée à la consommation humaine et des déchets municipaux". Phd thesis, Université de Strasbourg, 2013. http://tel.archives-ouvertes.fr/tel-00990135.
Texto completoResumen
Quarante ans de politiques publiques d'environnement ont profondément modifié la gestion de l'eau et des déchets. Beaucoup de choses ont changé : le référentiel gestionnaire n'est plus le même, la législation s'est renforcée, les enjeux territoriaux se sont recomposés, les modalités et l'échelle d'intervention publique ont été remodelées... En un mot, l'action publique territoriale s'est recomposée. Progressivement, les acteurs territoriaux ont inventé de nouvelles formes d'organisation, eu égard aux conditions et aux problématiques spécifiques de leurs territoires. Quelle(s) forme(s) ces recompositions peuvent-elles prendre ? Et selon quelle(s) trajectoire(s) ? Existe-t-il des invariants ? Qui pilote ces dynamiques territoriales et quelle place occupent les collectivités ? L'objectif de la thèse est de mettre en lumière l'existence d'une variété de formes d'organisation territoriale dédiées à la gestion de l'eau potable et des déchets municipaux, à partir d'une entrée " services publics ". Par le biais de monographies départementales, la thèse met à l'épreuve de la réalité du terrain les résultats d'une importante revue de littérature. Cela permet ainsi de mettre en exergue la force des coalitions d'acteurs et le jeu structurant entre Conseils Généraux et pôles urbains dans ces trajectoires de recomposition, ou encore l'existence d'un phénomène d'hybridation des modes de régulation influençant les trajectoires départementales. Enfin, en croisant la littérature spécifique à l'action publique et la grille d'analyse développée, la thèse propose de contribuer au lexique analytique de ce domaine d'étude.
38
Senate, University of Arizona Faculty. "Faculty Senate Minutes January 27, 2014". University of Arizona Faculty Senate (Tucson, AZ), 2014. http://hdl.handle.net/10150/312203.
Texto completo
39
Borges, David Manuel Sobral. "The reorganization of the work systems and the performance management". Master's thesis, 2015. http://hdl.handle.net/10071/11815.
Texto completoResumen
Project / JEL Classification System: M12 - Personnel Management - L25 - Firm PerformanceA atualidade do mercado de trabalho implica uma reorganização dos sistemas de trabalho e da gestão de desempenho sempre que se revelar necessário para um melhor ajustamento ao mercado e às necessidades dos colaboradores. Com base numa análise ao clima organizacional revelou-se necessária uma revisão de algumas práticas de recursos humanos utilizadas numa empresa do setor da restauração denominada Grupo Multifood. O principal objetivo deste projecto é a análise e reestruturação do atual sistema de avaliação de desempenho de uma empresa líder no setor da restauração. De forma a que este objetivo pudesse ser atingido revelou-se extremamente crucial começar pela criação de fontes de informação que suportassem o sistema a ser desenvolvido. Os instrumentos utilizados foram entrevistas e observação directa que permitiram recolher informação que foi analisada qualitativamente. Com este novo sistema de trabalho e de gestão de desempenho, baseado, essencialmente, na gestão de competências, será possível interligar a gestão da formação tendo em conta os gaps detetados no decorrer do processo, e, como tal, realizar formações específicas que levem os colaboradores a ser mais proficientes e a desenvolverem o seu potencial. A análise e descrição de funções realizada neste projeto irá permitir ao Grupo Multifood ter uma base para toda a sua estrutura de recursos humanos, desde o recrutamento e seleção ao sistema de carreiras e recompensas.
The today's labour market implies a reorganization of the work systems and performance management whenever it’s necessary to a better adjustment to the market and to the employees needs. Based on an analysis of organizational climate it was necessary a review of some human resource practices used in the food sector company, called Grupo Multifood. The main objective of this project is the analysis and restructuring of the current performance appraisal system of a leader in the food sector. In order to achieve this goal, there has been extremely crucial to start with the creation of information sources that support the system being developed. The used methods were interviews and direct observation that allowed to collect information that was analyzed qualitatively. With this new work systems and performance management, essentially based on competencies management, is possible to connect the training management taking into account the gaps detected in the process, and as such, perform specific formations that lead employees to be more proficient and to develop their potential. The job analysis and description carried out in this project will allow Grupo Mulifood to create the whole structure of human resources, from recruitment and selection to career and compensation system.
40
YANG, HAN-JUN y 楊漢鈞. "Research of Reorganization and Human Resource Management Strategy-The Example of Recruiting System". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/00000355126646045586.
Texto completoResumen
碩士國立屏東大學
國際貿易學系碩士班
105
A nation can develop in peace that is because its powerful armed military force to make other countries doesn’t offend easily. so that people enable to live in safe environment. A sound legal system can make the army to perform military affairs in accordance with law. However, according to currently restructure of military defense policy, personnel source of troop is shifting to recruiting system from conscription system. Consequently, to inspect and appropriately revise to the law of army is necessary that ensure policy could develop legally. This study subject is about government plans to develop recruiting system of troop, to change currently regulations. The regulations should appropriately change with time that in order to tally current trends. Especially in the part of human resource management that should formulate related regulations, for attracting suitable person to perform suitable affairs, so that troop can keep normally and efficiently work.
41
Chang, Alice y 張用華. "Research on Strategy of National Business Group Reorganization and Management Accounting System Planning-Taiwan Sugar Company". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/36570994711617394350.
Texto completoResumen
碩士大葉大學
事業經營研究所
89
Abstract The organizational structure of Taiwan Sugar has long been based on the sugar-production core business, which in fact has declined significantly to below 50 percent of the company’s total revenues. In order to get more revenues and keep company competition, To create and develop new business and to improve the effectiveness and efficiency, The company needs to change the structure. This research proposes a strategic business unit based organizational structure and uses to Hypermarket business unit as an example. The key in the new organizational structure is to build a well-designed management information system, particularly accounting information. A new , accounting information proposal is also provided by the author. Some impacts and limitations can be expected from the new structure plan implementation. In summary, the company must build strong consensus in the organization and coordinate all efforts to compete in the market.
42
Jorge, Rui Nuno da Silva Pinheiro Pratas. "Glaxosmithkline: reorganização empresarial baseada em key account management". Master's thesis, 2013. http://hdl.handle.net/10071/8633.
Texto completoResumen
Este projeto foi desenvolvido numa multinacional farmacêutica, a GlaxoSmithkline (GSK),
uma das Companhias de referência no mercado farmacêutico.
A GSK tem uma forte e sólida estrutura comercial que está organizada por duas unidades de
negócio, a Business Unit Hospitalar e Business Unit Trade. Trata-se de uma empresa que, tal
como outras do mesmo setor, tem sofrido o impacto de toda a conjuntura atual e, em concreto,
as inúmeras alterações específicas do setor em questão.
A GSK tem na sua estrutura um Key Account Manager (KAManager). Desta forma, a
abordagem aos stakeholders hospitalares [Médicos, Comissões de Farmácia Terapêutica
(CFT), Serviços de Aprovisionamento], resultam em relacionamentos circunstanciais, sem
existir um acompanhamento regular e estratégico a estes clientes.
Assim, foi elaborado um diagnóstico situacional à envolvente externa e interna da GSK com o
intuito de analisar em detalhe a sua estrutura e forma de atuação presente para, a partir daí, ser
possível propor uma solução de uma melhor e mais correta adaptação da organização
comercial às necessidades atuais que o mercado revela.
Desta forma, tornou-se possível produzir uma solução de reorganização comercial baseada
num programa Key Account Management (KAM), que permitirá identificar os clientes com
capacidades para assegurar o futuro da GSK e delinear estratégias de relacionamento com os
mesmos.This project was developed for a multinational pharmaceutical company, GlaxoSmithkline (GSK), one of the leading Companies in the pharmaceutical market. GSK has a strong and solid commercial structure that is organized by two business units, the Business Unit Hospital and the Business Unit Trade. This is a company that, like others of the same sector, has suffered the impact of the whole current situation and, in particular, the innumerous specific changes involving the sector in question. Incorporated in the GSK structure is the Key Account Manager. The relationship with the Hospital stakeholders (Medical Doctors, Pharmaceutical Drug Commissions, Procurement Services), is circumstantial without regular and strategic visit to these clients. Thus, a situational diagnosis was assessed focusing on GSK's external and internal issues in order to analyze in detail the structure and form of current performance, which would enable to propose a solution for a better and more correct adjustment of business organization to address the current needs that the market requires. In this way, it became possible to bring forth a solution for commercial reorganization based on a KAM program to identify customers with capabilities to ensure the future of GSK and outline strategies for dealing with them.
43
Matemezano, Abinel. "The effects of liberalisation of the Zimbabwean economy on the financial services sector and its stakeholders, and the role of a turnaround strategy by financial institutions in adapting to the new environment". Thesis, 2003. http://hdl.handle.net/10413/1521.
Texto completoResumen
The research study looks at the financial sector of Zimbabwe as it responded to the challenges posed by the trade liberalisation, which had been embraced by the government of Zimbabwe. In mis effort, particular focus was made to one of the financial institution in Zimbabwe, Zimbank (The Zimbabwe Banking Corporation) which found itself having to craft and implement a turnaround programme in order to adapt to me new environment The study looks at the challenges it experienced and the impact mis had on its stakeholders, particularly die customer. The liberalisation of the financial services sector in Zimbabwe brought about a new period which saw a lot of barriers of entry being removed. This resulted in the formation of new banks and increased the level of competition in that sector. A two pronged approach was adopted to the research (desk and field research) to gamer data on the effects of die turnaround programme. The data collected and analysed revealed that me turnaround programme saw me bank (Zimbank) surviving the competition as it came up with innovative products mat added convenience to its customers. A clear link was established between die turnaround programme and the provision of better services to the customers. However, it was also established mat the bank still has to do a lot to keep its customers aware of the strategic moves being taken by it When die turnaround programme was adopted, its customers were not so much aware of what was happening. It was therefore recommended mat the bank should improve its communication with customers, as there are partners in business.Thesis (M.B.A.)-University of Natal (Durban), 2003.
44
Janz, Shauna Louise. "Accreditation and government contracted social service delivery in British Columbia: a reorganization of frontline social service work". Thesis, 2009. http://hdl.handle.net/1828/1944.
Texto completoResumen
This thesis explores the process of accreditation within a government contracted social service agency in British Columbia, Canada. The agency is seeking accreditation from the Commission on Accreditation for Rehabilitation Facilities (CARF). Institutional ethnography is used to explicate the social relations of CARF - how it organizes frontline work with clients and how it re-organizes an agency’s relations to government funding and service delivery. Data include the author’s frontline work accounts, interviews with frontline workers and the Director, and textual documents used within frontline work. The research process traces specific reporting documents that connect frontline work to the agency’s funders, Community Living B.C. and the Regional Health Authority, and to CARF. This thesis makes visible how the accreditation discourse of measurement and continuous quality improvement shifts how frontline workers think about and do their work with clients in ways that align their priorities with those of government contract management.
45
Bártolo, Nuno Miguel Almeida. "Reorganização comercial com implementação de key account management". Master's thesis, 2016. http://hdl.handle.net/10071/13597.
Texto completoResumen
JEL classification: I11; I18; L21; L22; L25; H51O sector farmacêutico, mais concretamente o mercado dos dispositivos médicos, tem vindo a sofrer alterações profundas nos últimos anos. Estas impactaram todos os players envolvidos neste mercado, o que resultou na necessidade de adaptar a forma como cada um aborda o mercado actual. Esta tese pretende analisar de que forma estas mudanças influenciaram a performance de uma filial portuguesa de uma multinacional a actuar neste sector, a ABC medical, que se depara com uma perda de vendas nos últimos anos e que pretende aferir a viabilidade e/ou necessidade de reorganizar a sua estrutura comercial com a implementação de Key Account Management. Sendo esta uma realidade comum para muitas empresas deste sector, construiu-se um caso pedagógico que aborda uma metodologia cada vez mais discutida nas organizações, cada vez mais em voga, e que se pretende que seja uma ferramenta de treino para a aplicação da metodologia recolhida na revisão da literatura. A tese pretende ser uma ilustração a um caso comum e também um elemento de treino construído para fins pedagógicos, pelo que alguns dados não correspondem à realidade organizacional.
The pharmaceutical sector, in particular the medical devices market, has been suffering from profound changes in recent years. These changes have affected all of the players involved in this market, which resulted in the need to adjust how each player addresses the current market. This thesis aims to analyse how these changes have influenced the performance of a Portuguese subsidiary of a multinational company operating in this sector, ABC medical, which is facing a loss of sales in recent years and intends to assess the feasibility and the need, to reorganize its business structure with the implementation of Key Account Management. Since this is a common reality for many companies in this sector, this is seen as a “case study” that addresses an increasingly discussed methodology in organizations, increasingly “en vogue”, and which is intended to be a training tool for the application of this methodology resulting from the researched literature. The thesis aims to be an illustration of a common case and also a training element developed for educational purposes only. As a result, some data may not correspond to the realities found in organizations.
46
Rodrigues, Paulo Jorge Pereira. "Orange pharma: caso pedagógico de uma reorganização da força de vendas". Master's thesis, 2013. http://hdl.handle.net/10071/6923.
Texto completoResumen
Classificação: H51; I11; I18; L22; L25; M53Este projecto foi desenvolvido na filial portuguesa de uma multinacional farmacêutica, a imaginária Orange Pharma (OP), com meio século de experiência no mercado farmacêutico. Como muitas outras empresas deste sector a Orange Pharma está a sofrer o impacto da conjuntura económica actual, ao nível do poder de compra e das inúmeras alterações específicas deste sector, (como as regulamentares) e na alteração dos decisores de compra. Perante esta nova realidade, e como a Orange Pharma tem uma estrutura de vendas tradicional, desenquadrada das novas exigências e dos principais decisores de negócio, não está a responder eficazmente aos novos desafios do mercado. Existe assim, uma oportunidade para inovar, ao nível da estrutura de vendas, com a implementação do Key Account Management (KAM), dando, desta forma, uma resposta aos novos desafios do mercado. Este caso pedagógico chama a atenção para a importância e as vantagens de uma boa organização da força de vendas, e também constitui uma ferramenta de treino para a aplicação da metodologia recolhida na revisão bibliográfica. Desta forma, descreve-se em detalhe as ferramentas e os passos para definir uma organização de vendas baseada em Key Account Management ajustada à realidade do mercado. Aplicaram-se as ferramentas ao caso estudado e tiraram-se as ilações.
This Project was developed at the Portuguese affiliate of a pharmaceutical multinational company: the fictional Orange Pharma, half a century experience in the market. As many other pharmaceutical companies, Orange Pharma is suffering the full brunt of the present economic conjuncture. It includes lower purchasing power, numberless regulations for the sector and changes in purchasers’ behaviour. Orange Pharma, that operates a traditional sales structure totally inadequate to the novel reality of new requirements and market decision makers, is not reacting properly to the changes in market challenges. There is, thus, an opportunity to innovate in a sales structure organization creating the figure of Key Account Manager, a response to the new market challenges. This case study draws the attention to the importance of a sales force being properly organized. As a pedagogical case it is also a training tool to put in practice the methods studied in the bibliographic revision. The tools and steps to set up a sales organization based on Key Account Management adjusted to the market realities are herein included. The tools have been applied to the case study and conclusions thereby were drawn.
47
Masina, Joseph. "The transformation of South African Correctional Centres of Excellence through equitable unit management". Diss., 2019. http://hdl.handle.net/10500/27034.
Texto completoResumen
The purpose of this study was to evaluate the implementation of the Unit Management into the South African Correctional Centres of Excellence. The focal point is based on the case management, multi-disciplinary approach, monitoring, and human rights of offenders. Unit Management was adopted into South African correctional system in 1995 under the leadership of the former Minister of Correctional Services Dr Sipho Mzimela. Unit Management was firstly practiced at Goodwood Correctional Centre of Excellence in the Western Cape. The concept of Unit Management was viewed as a strategic change by the Department in ensuring the core business of the Department and the rehabilitation of offenders. In an effort to examine the application of Unit Management into the Correctional Centres of Excellence and how Unit Management influences the rehabilitation of sentenced offenders, a study was conducted to acquire knowledge and perspective from the available literature. In ensuring good and proper work, the researcher employed a qualitative methodology. The researcher collected data by means of structured questionnaires. Data were analysed using SPSS system for statistical reasons. Frequency tables were used to simplify the analysis per section and category. The findings from this study revealed that there is no monitoring of Unit Management taking place into the Correctional Centres of Excellence from management, there is no management involvement. It also revealed that the human rights of offenders are not respected during the implementation of Unit Management. The findings revealed that multi-disciplinary approach is dysfunctional owing to lack of professional staff. The findings also indicate that efforts to implement Unit Management into the Correctional Centres of Excellence are a failure owing to the abovementioned factors.Corrections Management
M.A. (Penology)
48
Rodrigues, Carolina de Nóbrega. "Reorganização da gestão administrativa de recursos humanos na Luís Simões". Master's thesis, 2010. http://hdl.handle.net/10071/3781.
Texto completoResumen
O projecto que realizei consiste numa proposta de Reorganização da Gestão Administrativa
de Recursos Humanos da Luís Simões, com o objectivo de optimizar as tarefas
administrativas para a aquisição de uma Nova Aplicação de recursos humanos.
Com o intuito de identificar as necessidades de funcionamento da Nova Aplicação, a
metodologia que utilizei iniciou-se com um estudo dos Sistemas de Informação de Recursos
Humanos e um levantamento da legislação laboral, de forma a incluir estes requisitos na Nova
Aplicação, seguindo-se a descrição da organização e o diagnóstico da Gestão Administrativa
de Recursos Humanos.
A partir dos dados obtidos, elaborei um levantamento funcional da Gestão Administrativa de
Recursos Humanos e um Caderno de Encargos, para a escolha ponderada da Nova Aplicação.
Através da estruturação de toda a informação criei por fim o projecto, onde são definidos os
procedimentos de implementação da Nova Aplicação.The purpose of this project consists on the reorganization of Human Resources Administrative Management of Luis Simões, which aim is to gather all of the administrative monthly tasks in newly human resources software. The used methodology began with the initial study of Human Resource Information Systems (HRIS) and labor legislation, followed by the organization description and the diagnosis of all the necessary tools to the correct administrative management procedures. After it, an internal regulation for Human Resources Administrative Management diagnosis will be done, as well as a proposal for reorganization consistent with the Contract Specifications, in order to select the best new human resources software. Finally, it´s presented the project with the basis for a new software specification, according to the Human Resources Administrative Management needs, which will provide significant improvements to all procedures that the target area demands.
49
Pinto, Fábio Cammarano. "Otimização da gestão de um armazém de componentes automóveis". Master's thesis, 2018. http://hdl.handle.net/1822/57303.
Texto completoResumen
Dissertação de mestrado em Engenharia de SistemasA problemática desta investigação situa-se no estudo da Otimização da gestão de um armazém de componentes automóveis. Conformada por um Estudo da Arte através do qual autores de referência comprovam a necessidade da otimização nos armazéns. Escolhemos a Caetano Parts para desenvolver a nossa pesquisa por corresponder aos requisitos necessários para a realização deste trabalho. Esta empresa constitui-se como um centro de distribuição de componentes automóveis, cujas principais atividades residem na receção de material, no armazenamento, e na consequente expedição de encomendas. Com a crescente exigência dos clientes, estas tarefas revelam-se fundamentais para garantir a satisfação dos pedidos e um nível de serviço desejado. Assim, este projeto de dissertação de mestrado teve como base uma análise aos processos atualmente em uso na empresa e como objetivo principal contribuir para melhoria destas três atividades. Esta melhoria foi realizada através de um estudo ao design do armazém, englobando propostas de alteração de layout, diminuição de omissões no sistema e uma otimização no armazenamento de materiais. Os resultados são gratificantes tanto no que se refere à sensibilização dos sujeitos intervenientes neste processo, através das novas visões e das novas medidas implementadas, como no sentido da rentabilização de recursos que conduzam a melhores empreendimentos no setor.
The problem of this research lies in the study of Optimization of the management of a warehouse of automotive components. Conformed by a state-of-the-art through which authors of reference prove the need for optimization in the warehouses. We chose Caetano Parts to develop our research because it corresponds to the requirements necessary to carry out this work. This company is a distribution center for automotive components, whose main activities are in the reception of material, in storage, and in the consequent dispatch of orders. With increasing demands from customers, these tasks prove to be key to ensuring the satisfaction of requests and a desired level of service. Thus, this dissertation project was based on an analysis of the processes currently in use in the company and as main objective contribute to the improvement of these three activities. This improvement was accomplished through a study of the warehouse design, including proposals for altering layout, reducing omissions in the system and an optimization in the storage of materials. The results are fulfilling both in terms of sensitization of the actors involved in this process, through the new visions and new measures implemented, as well as in the sense of the profitability of resources that lead to better undertakings in the sector.
50
Olsen, Brigitta E. "Paradigm shifts in training and development : naturalistic study of management change during organization transformation". Thesis, 1993. http://hdl.handle.net/1957/35591.
Texto completoResumen
The need for organizational transformation is a response to a larger
paradigm shift occurring in science and society. It represents a shift from the
mechanistic model to a systems, holistic model. The purpose of this study was
to determine patterns and practices that limit training effectiveness when
facilitating a major organizational paradigm shift. A literature survey
identified major clashes between those values and tools of organizational
models based on the new paradigm and those of bureaucracy, bureaucratic
management and training relationships, domains and dynamics.
Participant observation and interviews were the methods used to collect
data from a study group of 15 upper middle managers involved as a pilot
management team in the first year of TQM implementation at a public
university. The group was closely observed during five months of training
and 10 participants were interviewed at the end of the first year of
implementation.
Their stories revealed four obstacles to transformation: 1) managers were
coerced into complying, change was imposed from above, there were no
appropriate support systems and fear was endemic; 2) the management team
had more difficulty than non-management TQM teams learning the mechanics
of TQM, claiming they didn't have necessary learning skills; 3) managers
protected themselves by rewriting the rules of TQM to fundamentally preserve
the status quo; 4) managers defined the TQM effort a success without
substantive personal change, pushing responsibility down and praise up in the
organization.
These obstacles were inherent in the bureaucratic system that effectively
protected the managers from substantive change. The conclusion was drawn
that four conditions were missing for a major organizational paradigm shift:
1) a willingness to risk, coupled with organizational support; 2) deep learning
skills that provide personal context for learning: 3) shared vision, and; 4)
personal mastery. Training patterns and practices reflected the same missing
conditions.
The training program was powerless in the transformation effort because:
1) it modeled and reproduced the old instead of the new wisdom, values, tools
and ways of thinking and talking, during the transformation process; 2) the
learning capacity implicit in the training program was limited in the same
ways management was, by missing support structures, willingness and ability
to change, and shared vision; 3) it depended on traditional relationships and
dynamics, despite new domain, and was not seen as a credible transformation
agent.Graduation date: 1994