Дисертації: "Performance and development culture"

1

Meng, Nan. "Chinese Culture themes and Cultural Development: from a Family Pedagogy to a Performance-based Pedagogy of a Foreign Language and Culture." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1345312833.

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2

Hodgson, Allan. "The development of a culture-based tool to predict team performance." Thesis, Loughborough University, 2014. https://dspace.lboro.ac.uk/2134/16290.

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The effect of national culture on the performance of teams is becoming an increasingly important issue in advanced western countries. There are many interlinked reasons for this, including the increasing globalisation of companies and the use of joint ventures for the development of expensive platforms. A further issue relates to the export of complex sociotechnical systems, where a culture clash between designer/manufacturer and user can lead to significant problems. This report describes research work that was carried out to analyse the cultural factors that influence the performance of teams (including researchers, designers, operators and crews), and to determine whether these factors could be captured in a tool to provide assistance to team managers and team builders. The original point of interest related to the development of increasingly complex sociotechnical systems, for example nuclear power stations, oil refineries, offshore oil platforms, hospital systems and large transport aircraft. Answers that might be sought, in particular by the senior managers of global companies, include (1) the best teams (or best national locations) for fundamental research, industrial research & development, product/system improvement and other key activities, and (2) the implications for system performance and, as a result, for system design, of targeting an eastern Asian market, a South-American market, etc. A literature review was carried out of the effects of culture on team performance, of culture measures and tools and of task classifications; in addition, empirical evidence of the validity of measures and tools was sought. Significant evidence was found of the effects of culture on teams and crews, but no national culture-based team performance prediction tools were found. Based on the results of the literature review, Hofstede's original four-dimension cultural framework was selected as the basis for the collection and analysis of empirical data, including the results of studies from the literature and the researcher s own empirical studies. No team or task classification system was found that was suitable for the purposes of linking culture to team performance, so a five-factor task classification was developed, based on the literature review, to form the basis of the initial modelling work. A detailed analysis of results from the literature and from the author s pilot studies revealed additional culture-performance relationships, including those relating to cultural diversity. Three culture-performance models were incorporated into software tools that offered performance prediction capabilities. The first model was primarily a test bed for ideas; the second model incorporated a task/behavioural approach which achieved limited success; the third and final model was evaluated against a range of team and crew performance data before being tested successfully for acceptability by users. The research results included the discovery that the effects of cultural diversity must be sought at the individual cultural dimension level not at the composite level, that the effects of national culture on team performance are consistent and strong enough to be usefully captured in a predictive culture tool and that the relationship between culture and behaviour is moderated by contextual factors.

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3

Davies, Gareth. "The impact of organisational culture, learning and knowledge development on performance." Thesis, Kingston University, 2012. http://eprints.kingston.ac.uk/24604/.

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Organisational learning represents a primary determinant of enhanced organisational performance. To meet the challenges of complex and turbulent business markets organisations have to quickly learn how to adapt operations. Existing knowledge concerning organisational learning is substantive and encompasses a voluminous literature. But, irrespective of the development of expanding theory and empirical study organisational learning is not fully understood. A number of limitations justify the requirement for further research. Processes and determinants of learning in a firm are not sufficiently explained. How organisational learning results in the accumulation of new stocks of knowledge is unclear. The claim that exploitation and exploration jointly moderate the predicted relationship between organisational learning and organisational knowledge relies on insufficient evidence. Under what circumstances learning contributes to an improvement in existing standards of performance has yet to be tested. As a consequence of the above limitations the aim of this study is to examine the impact of organisational culture, learning and knowledge development on performance. The research model grounded in literature proposes that organisational structure and organisational culture represent determinants of learning. Organisational learning is predicted to have a positive impact on the accumulation of unique stocks of organisational knowledge. The hypothesised relationship between organisational learning and organisational knowledge is moderated by exploitation and exploration effects. Accumulated stocks of organisational knowledge are assumed to result in enhanced standards of performance. Competing models have been formulated to test alternative configurations of the research model. Specifically, the model is tested at different levels of aggregation of the organisational learning, organisational knowledge and performance constructs. Research methods are undertaken in accordance with this authors' positivist orientation. The study setting is the UK construction industry.' Data are collected on a cross-sectional basis through the administration of a survey encompassing borrowed but purified measures of formative constructs. From the target population 76 usable replies were obtained. Data were analysed using partial least squares and the following are the main findings. A disaggregated model was adopted. Organisational structure does not represent a determinant of organisational learning (organisational learning comprises of individual, group and organisation dimensions). Organisational culture does represent a determinant of organisational learning. Organisation learning and organisational knowledge (organisational knowledge comprises of new product development, alliance formation and technological innovation) are not significantly related. Individual and group dimensions of organisational learning are significantly related to new product development, alliance formation and technological innovation. Exploitation has a moderating impact on new product development, alliance formation and technological innovation. Exploration does not. New product development and technological innovation impact positively on the finance and non-finance dimensions of performance. Alliance formation does not. Knowledge has been advanced as a result of this study. An original contribution is made that addresses important gaps and limitations in literature that constrain the theoretical and empirical development of the field. Practising managers are now able to enhance existing standards of performance because this research clearly explains how and under what circumstances learning can be introduced at the level of the firm.

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4

Geeling, Sharon. "The entanglement of culture, leadership and performance in information systems development projects." Doctoral thesis, Faculty of Commerce, 2018. http://hdl.handle.net/11427/30032.

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Information systems (IS) development represents a significant area of research interest in the IS discipline. Despite this interest, IS development projects consistently fall short in delivering anticipated outcomes within time, quality and cost constraints. Attempts by researchers to uncover contributors to high failure rates are complicated by fragmented views of the nature of the problem. These range from challenges to the validity of performance reports to contesting the conceptualization of success. Furthermore, there is a tendency in practice to address immediate symptomatic problems of IS project failure rather than resolve the fundamental issues. Consequently, recent measures indicate that 48% of IS projects fail to meet time commitments, 33% exceed their budget, 32% don’t achieve their business objectives and 15% fail outright. This PhD thesis presents research to explore and offer explanatory theory of how culture and leadership are implicated in the performance of IS development projects. Importantly, IS development is positioned as a form of social interaction. Thus, an understanding of the social context and the situated meanings that arise through social interaction are necessary conditions to effectively explore this research topic. Within this context the study reveals the performative nature of IS development work and offers explanations for the actions of organizational leaders and IS technical specialists involved in IS development. An interpretive research paradigm and inductive reasoning were adopted for this research and understanding is developed through a hermeneutic mode of inquiry. Two IS projects responsible for delivering strategic benefit to an organization in the financial services sector are the two cases in this study. Qualitative data were collected through interviews, observation and documentary evidence between January 2017 and June 2017. The nature of the relationships between culture, leadership and performance in the course of IS development work was revealed through two analytical iterations. The first iteration used the theory of Cultural Implications in Information Systems Development as a structural framework to support a thematic analysis of the data. A second iteration used frame analysis as a theoretical foundation to examine the interplay of culture, leadership and performance through a within-case and cross-case analysis of the two cases. Key contributions from this research include the development of a conceptual model explaining cultural implications in IS development, the development of an explanatory theory of the entangled nature of culture and leadership and the performance of IS projects, and 11 propositions that offer a basis for testing the emergent theory in future empirical studies. The findings from the research also reveal the performative nature of IS development work and identify concepts important to organizational managers and IS technical specialists. While the theory emerged in the context of IS development projects and the concepts in the emergent theory are central to the practice of IS development, each could be equally relevant to other IS phenomena where culture, leadership and performance are implicated, such as IS management and offshoring. The grounding of theoretical concepts to empirical data enabled the application of the theory to practice; practical guidelines are offered in respect of the influences of culture and leadership on the performance of IS development projects. This research supports the suitability of the Cultural Dynamics Model as a sensitizing lens for data collection in interpretive studies where culture is implicated.

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5

Budhathoki, Tribikram. "The impact of culture on own-label brands performance." Thesis, Loughborough University, 2014. https://dspace.lboro.ac.uk/2134/17902.

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The performance of own-label brands varies enormously across countries, with high penetration in Western countries but limited success in Eastern countries. The common explanations for this state are related to market factors such as the development of big retailer chains or the power balance between retailers and manufacturers. However, the role of culture has been overlooked to explain this situation. This study aims to provide insights into the impact of culture on own-label brands performance. This thesis formulates and tests a conceptual framework linking Hofstede s (1980, 2001) five cultural dimensions (power distance, individualism, masculinity, uncertainty avoidance & long-term orientation) to retail market development (size of the retail market) and own-label brands performance, controlling for three socio-economic variables: GDP per capita, Gini index and Government expenditure. Relevant literature is reviewed in order to develop hypotheses. The conceptual model is then tested upon a sample of 65 countries, utilising data collected via secondary sources and the application of structural equation modelling techniques. The results of this study indicate that three out of five Hofstede s cultural dimensions, power distance, individualism and uncertainty avoidance, have a significant impact on retail market development, which in turn, significantly influences own-label brands performance. Moreover, results show that individualism and long-term orientation have a significant direct impact on own-label brands performance. Past studies on this domain are restricted to one or two cultural dimensions and generally involve a limited number of countries. This research therefore pioneers in investigating the five national cultural dimensions across a high number of nations. The findings are important for retailers and may help them to adapt their own-label strategy according to the culture of the nation they are operating in.

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6

Mugisha, John Francis. "Continuing professional development, organisational culture and organisational performance; a case of selected hospitals." Thesis, Keele University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.699676.

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For long, many organisations have incurred huge expenditure on continuing professional development (CPD). Yet, there is still no concrete evidence linking CPD to organisational performance despite several studies that have been conducted. Consequently, expenditure on CPD is beginning to be queried, and could be slashed if evidence is not produced. In health, this would undermine quality of care, increase morbidity and mortality and reduce productivity and quality of life. This study argues that to understand how CPD influences performance, one should understand organisational conditions in which CPD is planned and executed ~ the organisational culture. Hence, this research sought to document, through empirical study, the relationship between CPD and performance; and the moderating role of organisational culture. Using a blended methodology with triangulated data sources and collection methods, evidence from four case study hospitals indicates that CPD is associated with outcomes such as improved supervision, efficiency and clinical care that influence organisational performance. The forms of CPD that are conducted on the job such as bedside coaching, support supervision and ward rounds are cheaper and have more practical performance benefits compared to those conducted out-of-station such as workshops and conferences. Cultures emphasising ·employee participation in CPD planning, reflective practice, and information - sharing enhance CPD effectiveness. Likewise, cultures emphasising mutual support, trust, client respect, performance measurement, accountability and use of cultural artefacts such as dress code and religious symbols are associated with better performance. The use of mixed designs in case study research contributes to methodology while empirical findings contribute to development of policy and theory on the interplay between CPD, organisational culture and organisational performance. The study findings suggest that organisational culture does maximise the benefits of CPD to support performance. However, the three variables interact independently in complex ways that make it difficult to untangle their cause-effect relations.

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7

Tong, Pui Yin. "An account of development of performance art in China from 1979-2010." Thesis, University of the Arts London, 2015. http://ualresearchonline.arts.ac.uk/8753/.

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The research study aims to raise questions about and gain new insights into the development of performance art in China. The development of performance art in China is set out in a chronological account of the events and art works that illustrate the development of a permissive, open-ended medium with endless variables. The events and works included in this study are executed by Chinese artists impatient with the limitations of traditional or established forms and determined to take their performance art works directly to the public. Following the rapid socio-economic development that started in the late 1970's, soon after the end of the Cultural Revolution and the start of economic reform. The chronological account of the development of Chinese performance art explains how Chinese artists, in creating their work, draw freely on a number of disciplines and media including literature, poetry, theatre, music, dance, architecture and painting, as well as video, film, slides and narrative. The account also illustrates how Chinese performance art has gradually moved away from the traditions of Chinese performance and how performance art works often promote interpretive individualism. Research shows that Chinese artists choose performance art to break free from the dominant media and the constraints of working within the evolving social and political environment in China. Research further shows that artists use performance art as a provocation to respond to changes. Finally, performance art is gaining acceptance from the public in recent Chinese socio-economic development.

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8

Mkiva, Sisanda Michelle. "The impact of a customised management development programme on a selected organisation." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3019.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019
This study assessed the impact of a customised management development programme on the senior staff in the Cape Town branch of a logistics organisation. The study analysed the staff’s development and determined the challenges that the senior staff and middle managers were facing after the organisation had gone through a number of management changes. The organisation was committed to creating a learning culture. Thus, the organisation had embarked on a clear strategic direction to enhance the leadership skills of the mid-level managers in the business. From an impact and cost-effectiveness point of view, the focus was on the middle management to start creating a learning culture in the organisation. To gather data, this qualitative study used a questionnaire with open-ended questions sent to the middle managers of the logistics organisation. This gave the researcher the opportunity to gain a deeper understanding of the phenomenon and to ask for clarification. The sample size used was 30 middle managers. The study found that the customisation of the management development programme aimed at the middle managers played a pivotal role in retaining staff and in increasing the performance of both the employees and the organisation. The findings showed the employees felt they could relate to operational goals and efficiencies much better after the focused intervention. The employees realised that they are an esteemed resource of the organisation, and that the success or failure of the organisation relies on the performance of the management staff of the organisation. Furthermore, in order to get employees to perform optimally and to improve their performance, they required the right tools, equipment and working environment.

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9

Beatham, Simon. "Development of an integrated business improvement system for construction." Thesis, Loughborough University, 2003. https://dspace.lboro.ac.uk/2134/792.

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The construction industry has inherent problems due to its structure and fragmentation. Its poor performance has been challenged by its client base and it has been forced to seek ways to deliver improved performance. This project was initiated as a response to this challenge and represents one organisation's attempt to deliver improvements. This organisation provides both design and construction solutions, offering ‘total life of asset support' from business consultancy through to decommissioning, in a neutral contractual environment. Initial investigations of the integration of design and construction and of the use of the EFQM Excellence Model concluded that a holistic view of the organisation's performance was needed. Most organisations use traditional, easily quantifiable measures, such as time and cost, whilst neglecting the softer cultural issues, as a way of assessing overall business performance. This prompted further research into the use of performance measurement and also a review of the culture that existed within the organisation. It became clear that many performance initiatives failed because of the lack of ‘Change Action driven by Results (CAR)'. The failure to initiate change or implement action based on the results achieved, means that performance measures are not being integrated into the management systems of the organisations. Based on the conclusions of this work, this project has developed and implemented the Integrated Business Improvement System (IBIS) within the primary case study unit and also two other organisations, all of which are part of AMEC Plc. The project details the barriers that were experienced during the development and implementation of the system and concludes that it is the human component that is critical for the successful implementation and use of any improvement system. The findings of this work have been presented in five peer- reviewed papers.

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10

Magang, Tebogo Israel Teddy. "Culture and corporate governance in South Africa." Thesis, University of Bradford, 2012. http://hdl.handle.net/10454/5485.

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The main objective of this thesis is to investigate corporate governance practices in South Africa listed companies. Specifically, the thesis strives to achieve the following objectives. First, it investigates the extent of compliance with the best corporate governance practices as recommended by the King Committee on Corporate Governance prior to and post 2002 in order to understand whether there is improvement in corporate practices. Second the thesis investigates whether compliance with the best corporate governance practices are related to ethnicity of board structures (in particular Board Chairman, Board Dominance and Chief Executive Officer/Managing Director) and other factors such as company characteristics, market and performance related variables. Third it investigates the views/opinions of key stakeholders [e.g. regulators, King Code Commissioners, companies and institutional investors] regarding the state of corporate governance in SA and its influence in the Southern African Development Community (SADC) region. The findings from regression results indicate that compliance with the King Code increased substantially between 2002 and 2008. The results also indicate that compliance is high for accounting and auditing and boards and directors issues and lowest for integrated sustainability reporting issues. The findings also indicate that ethnicity influences corporate compliance with best practice governance principles such as the King Code, as per prediction. Compliance was also found to be high for large firms, firms with multiple listings in other stock exchanges and firms audited by Big 4 audit firms. Finally, the findings from the views of key stakeholders indicate that the Code has indeed improved corporate governance standards in South Africa, is suitable for the country because of its consideration of local circumstances and influences corporate practice in the SADC region.

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11

Popova, Vlada. "Youth development through intercultural performance: A case study from Wesbank Arts and Culture Group, South Africa." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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The research took place while the author worked as a volunteer theatre practitioner with the Arts and Culture Group in Wesbank township near Kuils River, Cape Town, South Africa. This organisation was founded in 2002 and was the result of one woman's efforts to keep the children of Wesbank off the streets, by keeping them busy through dance, song and drama. This study investigated the impact of basic theatre training, working towards performance and the performative act itself on the psyche of the drama group participants. More specifically, the study investigated in what ways being involved in a performance can help children and young people in an underprivileged community of Wesbank to develop confidence, a sense of competence, self-reliance, creative thinking, responsibility and the ability to work as an ensemble. The research was to a great extent focused on cross-cultural communication. How could the "
Cape Coloured"
and Xhosa members of the group overcome cultural barriers and express their cultural uniqueness equally through taking part in multicultural theatre performance.

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12

Hako, Vuyani Wellington. "Delivering peak performance through focused career management." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53348.

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Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: Wealth today cannot be merely measured by material acquisition but also by depth of knowledge, wisdom and understanding. This knowledge, wisdom and understanding lie in the human capital of the organisation. The dynamic nature of business today demands a constant renewal in the aspirations of the employee. Therefore, the performance of the employee in any organisation becomes the most important component. If an organisation is to gain competitive advantage, it must understand how people think, feel and act and then utilize that understanding to increase human performance. The study argues that one of the important feelings that must be understood in order to increase people effectiveness in an organisation is career management. Career management is investing in the minds of the people. The minds of the people are the source of wealth. Developing people to improve their knowledge, skills and capabilities is fundamental to the overall performance of an organisation. Career management helps identify specific talents and behaviours an individual must bring to the job. Career management also brings prosperity and job satisfaction to the individual. Career management as a system to capitalize on the employee's talents and potential should begin with a strong emphasis on personal empowerment and the elimination of self-directed negativity. Against this background, the study looks very deeply into the importance of self management. Further, the organisation itself needs to understand that peak performance is not an event but the life of the business. Whenever the results are announced the competitor listens to establish ways of doing the best. To keep up with the spirit of competitive advantage and gaining peak performance all the time, the organisation must constantly devise means to engage the emotional commitment of the employee. Such means must include career management strategies as also an attempt for employee retention. The organisation must position itself to be a facilitator of career coaching. As a facilitator of career coaching the organisation is able to plan the career success and happiness of the employee.
AFRIKAANSE OPSOMMING: Vandag se rykdom kan nie net slegs deur middel van materiële geskat word nie maar asook deur diepsinningheid van wetenskap, wysheid en begrip. Hierdie kennis, wysheid en verstand rus in die menslike kapitaal van die organisasie. Die dinamiese soort van besighede deesdae verlang 'n gedurige hernuwing in die strewe van die werknemer. Daarom is dit die prestasie van die werknemer in enige organisasie wat die mees belangrikste komponent is. As die organisasie 'n mededingende voordeel wil bereik,moet die organisasie verstaan hoe mense dink, voel en optree,dan daardie verstand aanwend om menslike vermoëte verbeter. Die studie dui aan dat een van die belangrikste gevoelenswaardes wat begryp moet word om mense se vermoë te verbeter in 'n organisasie, is loopbaanbestuur. Loopbaanbestuur belê in die mense se verstandelike vermoë omdat dit 'n bron van rykdom is. Ontwikkeling van mense om hulle kennis, vermoë en bekwaamhede te verbeter is die grondbeginsel tot die totale prestering van die organisasie. Loopbaanbestuur help om spesifieke talente en houdings te identifiseer wat 'n individu aan die werk moet bring. Loopbaanbestuur bring asook voorspoed en werksbevrediging aan die individu. Loopbaanbestuur as 'n stelsel wat kapitaliseer op die werknemers se talent en potensiaal moet begin met 'n sterk klem op selfbestuur en die verwydering van persoonlike negatiewe. Teen hierdie agtergrond, kyk die studie baie diep na die belangrikheid van selfbestuur. Verder, behoort die organisasie te begryp dat topprestasies nie 'n gebeurtenis is nie, maar die siel van die besigheid is. Wanneer die uitslae aangekondig word, luister die mededinge en doen sy beste om aan nuwe maniere te dink om sy beste voor te lê. Om by te bly met die mededingende voordeel en om die hoë prestasie te bereik teen alle tye moet die organisasie aanhoudelik met metodes voorendag kom sodat die werknemer emosioneel verbind is tot die organisasie. Sulke middelweë moet loopbaan beheer strategies insluit asook 'n poging om werknemer te behou. Die organisasie moet homself so plaas dat hy 'n fasiliteerder van loopbaan afrigting is. Deur as fasiliteerder van loopbaan afrigting op te tree word dit moontlik om loopbaansukses en gelukkigheid van die werknemer te bewerkstellig.

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13

Schneider, Jason Dean. "Effects of restricted feeding schedule during development and gestation on gilt and sow performance." Diss., Manhattan, Kan. : Kansas State University, 2007. http://hdl.handle.net/2097/294.

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14

Lin, Canchu. "Exploring Big Data Capability: Drivers and Impact on Supply Chain Performance." University of Toledo / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1460732261.

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15

Hickman, Torey. "Culture Change: Defining and Measuring Student-centered Teaching." University of Toledo / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1279204212.

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16

Slinn, Hazel Ann. "The development and performance of professional identity within a resistance culture: Kosovo-Albanian teachers' stories from the conflict years." Thesis, University of Sussex, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488574.

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This study explores how teachers create and perform their professional identities within a resistance culture. It is set in Kosovo and covers the period from 1974 when the province was granted autonomy within the Federal Republic of Yugoslavia, through to the present day, when Independence has recently been declared. It presents the experiences of a small selection of Kosovo-Albanian teachers who were part of a widespread civil resistance, taking the view that a group's collective history is created by bringing together individual experiences. This study interprets some of these experiences.

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17

Karardjia-Stavlioti, Eleni. "A-level performance and the development of Greek culture in the Greek supplementary schools of London : a cost-effectiveness analysis." Thesis, University College London (University of London), 1997. http://discovery.ucl.ac.uk/10021736/.

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This thesis examines the cost-effectiveness of the Greek Supplementary Schools with respect to the two aims they pursue: 1. The good performance of their students in the A-level Modern Greek examination and 2. The maintenance of a 'Greek cultural identity' by their students. In the study I used a random sample of nine schools with 203 students from successive year cohorts. The data was collected through questionnaires, interviews, and group conversations. The ML3 package and the value added method were employed to analyse the factors affecting the A-level results. Discourse analysis with some elements of conversation analysis was used to examine the cultural aim of the schools. The study found that there are differences in the cost-effectiveness of the different Greek Supplementary schools. These differences are mainly due to the student intake (GCSE grade) and to the school type, that is whether it is a church school, a parent's association school or an independent school. The cost of the school appears to have a negative effect on performance, but the effect disappears when the type of school dummy is included. The study also showed that girls do slightly better in the exams than boys and that educated mothers positively influence the performance of students. Also, certain characteristics of the teachers and head teachers as well as factors related to the school organisation and ethos were found to have an effect on the A-level grades. The cultural analysis showed that the school did not appear to be responsible for creating the Greek Identity of students, but developed and reinforced what the family had already given. When the two main types of analysis were brought together, it was found that these two aims are jointly pursued in these schools. The findings of this research will be of use to decision makers in the field of educational provision in the Greek Supplementary Schools. The results show that cost-effectiveness analysis is a useful tool that should be used in school effectiveness studies. The study also shows that in analysing the cost-effectiveness of schools the multi level approach has significant advantages over simple input-output methods.

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18

Swanepoel, Sybel. "The relationship between organisational culture and financial performance: an exploratory study in a selected financial institution in South Africa." Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003881.

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This research investigates the relationship between organisational culture and financial performance in a selected financial services institution in South Africa. The banking sector as part of the financial services industry contributes to economic growth in the economy. The banking sector in South Africa is highly concentrated, but also highly competitive. It is important for banks to retain their competitiveness and increased global competition places further pressure on banks to perform financially in order to satisfy the demands of shareholders. The literature reviewed and previous studies both suggest that organisational culture is an important variable that influences organisational performance. For purposes of this research, organisational performance will be measured in terms of financial performance. The concepts of organisational culture and financial performance are discussed and a questionnaire based on Hall’s (1988) theory of organisational competence is used to determine the strength of the levels of the dimensions of competence as indicators of organisational culture within the selected financial institution. The financial performance of the branches within the organisation is determined by calculating certain selected financial performance ratios, namely cost-to-income ratio, cumulative leverage and contribution per employee. A correlation analysis is conducted in order to establish whether there is a statistically significant relationship between organisational culture and financial performance. A conclusion is drawn that there is a statistically significant relationship between the organisational culture and the financial performance of the branches of the selected institution and recommendations are made as to how financial performance can be improved by strengthening the dimensions of competence as indicators of organisational culture. These recommendations include specific actions that can be taken by leaders to improve commitment, collaboration and creativity.

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19

Nhlapo, Moleboge Emma. "Intercultural communication in information systems development teams / M.E. Nhlapo." Thesis, North-West University, 2013. http://hdl.handle.net/10394/9810.

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Communication is a critical success factor to information systems development (ISD) projects. Intercultural communication involves two or more people from diverse cultures communication and using different worldviews and context transmit messages to each other. The aim of this study is to gain an understanding on the influence of the intercultural communication on the performance of an ISD team. In order to achieve this aim one needs to understand information systems research and to justify the selection of the chosen research methodology; to understand information systems development and ISD teams; to understand culture and communication; to understand what affects communication has between different cultures; to discover how cultural misunderstandings impact upon ISD team performance and to discover the steps taken to eliminate miscommunication due to cultural issues in organizations. The interpretive research was carried out in several organizations in Gauteng province of South Africa that develop or has a department that develops information systems. A multiple case study using interviews and content analysis as research methods were instrumental in coming to the conclusion of the research. A multicultural dyad conducted interviews in three participating organizations. Diverse information systems development team members participated in this study. The results of the study describe how intercultural communication influences ISD teams in a South African environment. They also provide an understanding on culture and communication. The results of the study also report on culture and personality as determinants of behaviour, and also on different perceptions of culture. The different ISD team dynamics may be affected by team members’ culture and personality. The results also report on intercultural communication in information systems development teams and how it is affected by the different cultural context.
Thesis (MSc (Computer Science))--North-West University, Potchefstroom Campus, 2013.

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20

Troalen, Lore Gertrud. "Historic dye analysis : method development and new applications in cultural heritage." Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/11717.

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A review of the main natural dyes (particularly yellow flavonoids and red anthraquinones) and proteinaceous substrates used in Historical Tapestries and North American porcupine quill work was undertaken, and is summarised in Chapter 1. The analysis of natural dyes which have been used on museum artefacts other than textiles has received little systematic study, particularly those of non-European origin. In this research, the use of Ultra Performance Liquid Chromatography (UPLC) for study of natural dyes found on historical textiles and ethnographical objects decorated with porcupine quill work is explored; this required a transfer of existing analytical protocols and methodology. The advantages of using Ultra Performance Liquid Chromatography (UPLC) was evaluated through a method development based on the separation and quantification of ten flavonoid and anthraquinone dyes as described in Chapter 2. These methods were then applied to the characterisation of the dye sources found on a group of sixteenth century historical tapestries which form an important part of the Burrell Collection in Glasgow and are believed to have been manufactured in an English workshop (Chapter 3) and also to the analysis of some late nineteenth century North American porcupine quill work from a collection owned by National Museums Scotland (Chapter 5); allowing exciting conclusions to be drawn in each case about the range of dyestuffs used in their manufacture. The second aim of this research was the development of methodology for the non-invasive quantification of metal ion residues on porcupine quill substrates. This was achieved through a comparative study of reference porcupine quills prepared in-house with dyebaths containing a range of metal ion concentrations (copper and tin). The concentration of metal ions sorbed by the porcupine quills was then quantified with Inductively Coupled Plasma (ICP) coupled to Optical Emission Spectrometry (OES) and non-invasive Particle Induced X-Ray Emission analysis (PIXE) coupled with Rutherford Backscattering Spectrometry (RBS) as described in Chapter 4. The responses provided by the different methods were compared and they were then applied to the study of micro-samples collected from mid-nineteenth century Northern Athapaskan porcupine quill work. Unexpectedly, the use of UPLC analysis and RBS-PIXE analysis allowed the characterisation of traded European natural dyes used with metallic mordants (copper and tin) on these samples, highlighting how European contact impacted on traditional Athapaskan porcupine quill work in the late nineteenth century (Chapter 5).

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21

Gravesteijn, Robin. "Models of social enterprise? : microfinance organisations as promoters of decent work in Central Asia." Thesis, University of Bath, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.619146.

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In simultaneously pursuing commercial and social goals, specialist microfinance organisations (MFOs) are leading examples of social enterprises working in development. Yet evidence of the feasibility of such ‘double bottom line’ management is limited. The thesis takes a comparative case study approach to investigating the dynamics of a social enterprise model of microfinance, with particular emphasis on its role in promoting employment related goals. Case study material consists primarily of the experience of two Central Asian MFOs that participated in an action research project ‘Microfinance for Decent Work’ implemented by the International Labour Organisation (ILO). Data was obtained through participant observation, staff interviews, client level surveys, and it also includes reflective practice arising from my participation in the ILO project as a consultant to both MFOs between 2008 and 2012. The findings are mixed. One of the MFOs was more strongly internally motivated to achieve social goals, and was more successful in implementing social performance management initiatives. The other was motivated more by the goal to demonstrate social performance to external stakeholders, and was less responsive to the evidence generated. The thesis also illustrates both path dependence in the evolution of social performance management, and the limited capacity of external agencies such as the ILO to influence the institutionalisation of development management within MFOs.

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22

Rotta, Marco Aurelio. "Processo de estruturação de sistema de mensuração de desempenho numa cadeia de suprimentos : um caso da aquacultura continental." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2009. http://hdl.handle.net/10183/18612.

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A agropecuária e, mais recentemente, o agronegócio são apontados como responsáveis por uma série de impactos ambientais, visto que as atividades antrópicas têm afetado a biosfera através da industrialização, da mudança do uso da terra e do manejo das florestas. A aquacultura de forma geral e a piscicultura, de modo particular, também estão caminhando neste sentido, onde cada vez mais empregam sistemas de produção intensivos, com grande uso de insumos, e já começam a apresentar sinais de impacto ao ambiente. Estes fatos levantam a necessidade de se buscar formas de minimizar esses impactos a fim estimular o desenvolvimento sustentável desta atividade. Entretanto, a busca pela sustentabilidade é um caminho longo e complexo, visto que a operacionalização deste conceito carece de maiores estudos e as ferramentas de gestão utilizadas para sua implementação devem ser ajustadas para essa finalidade. Quando se trata de desenvolvimento sustentável não se pode mais pensar de forma isolada, mas sim de forma interorganizacional, onde a Cadeia de Suprimentos pode ter um papel decisivo no alcance deste objetivo. Diante disto, torna-se necessário a formulação uma ferramenta capaz relacionar o desempenho das atividades e os impactos gerados, não somente em termos ambientais, sociais e econômicos, mas também levando em consideração as questões institucionais da Cadeia de Suprimentos. O objetivo geral deste trabalho é de propor o construto (framework) de um processo de estruturação de sistema de mensuração de desempenho para uma Cadeia de Suprimentos que leve em consideração uma estratégia preemptiva baseada no Desenvolvimento Sustentável, que seja evolutiva e que possibilite a co-construção pelos seus membros. A discussão teórica e as proposições são estabelecidas a partir da discussão da estratégia preemptiva, da gestão da Cadeia de Suprimentos, do sistema de desempenho na Cadeia de Suprimentos, do Balanced Scorecard e do Desenvolvimento Sustentável. As proposições originadas da discussão teórica foram confrontadas em um estudo de caso, no qual realizou-se o processo de construção de um sistema de mensuração de desempenho que teve como unidade focal o entreposto de pescado da Cooperativa de Piscicultores de Mundo Novo/MS (COOPISC) e como unidade de análise a cadeia de suprimentos da piscicultura continental derivada do entreposto. Das seis proposições estabelecidas foi possível criar o construto de um sistema de mensuração de desempenho que abarque todos esses aspectos, de forma que permita sua evolução e que possibilite a coconstrução pelos seus membros. Quanto à sua aplicação no estudo de caso, verificou-se que o processo de construção do sistema de mensuração de desempenho, quando expandido para a Cadeia de Suprimentos e tendo como base uma estratégia preemptiva, permite o alinhamento dos indicadores estabelecidos com o Desenvolvimento Sustentável.
Agriculture and more recently agribusiness are pointed as responsible for a series of environmental impacts, since the anthropologic activities have affected the biosphere through industrialization, change in land use and forests’ management. The aquaculture in general and the fish culture in particular are also going on that way, where more and more intensive production systems are employed with a large use of raw materials and have already presented indicative of impact to the environment. These facts bring the necessity of searching ways of minimizing such impacts in order to stimulate the Sustainable Development of this activity. However, the search for sustainability is a long and complex way, since the operationalization of this concept needs deeper studies and the management tools employed for its implementation must be adapted for such purpose. When concerns to Sustainable Development one can not think anymore of a single way but in an inter-organizational one where the Supply Chain can have a decisive role in searching this goal. At this, one becomes necessary the formulation of a tool able to relate the activities’ performance and the impacts caused, not only in environmental, social and economical terms but also taking into consideration the institutional issues of the Supply Chain. The aim of this work is to propose a framework of a process of structuring a performance measurement system for a Supply Chain that takes into consideration the preemptive strategy based on the Sustainable Development, that be evolutionary and that allows the co-construction by its members. The theoretical discussion and the propositions are established from the discussion of the preemptive strategy, Supply Chain Management, Supply Chain performance, Balanced Scorecard and Sustainable Development. The propositions suggested from theory discussion are confronted in a case study that was carried out the process of construction of a measurement system. The case study had as focal unit the fish slaughterhouse of Cooperativa de Piscicultores de Mundo Novo/MS (COOPISC) and as unit of analysis the Supply Chain of the continental fish culture derived from this slaughterhouse. Out of the six propositions established was possible to create the framework of performance measurement system that include all these aspects, in a way that allows its evolution and the co-construction by its members. Concerning its application in the case study, was verified that the process of structuring a performance measurement system allows the alignment of the established indicators with the Sustainable Development.

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23

Damonse, Beverley Ann. "Leadership through the lens of research productivity." Thesis, University of Pretoria, 2011. http://hdl.handle.net/2263/24325.

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Academic leadership in higher education in the 21st century is very different and more multifaceted than it was just a decade ago. Thus, given the multilayered, dynamic nature of higher education leadership at individual, group and organisational levels, a more nuanced understanding of its role in driving excellent research performance remains paramount. Hence, this study explores the professional and personal nature of research leadership that enables and stimulates high quality research performance. The research explores the research career pathways of ten researchers from various disciplinary fields who had been rated by the National Research Foundation (NRF) of South Africa and who were recommended by their education institutions as research leaders. The ten leaders were each interviewed about their research careers. Postgraduate students (47 in total) whom they had supervised were invited to answer an email questionnaire about their personal experiences of the leaders’ mentorship and leadership. In addition, information about the leaders and mentees was obtained from various documents such as curriculums vitae, research training records, institutional annual reports and web sites. The data collected and analysed in the study showed that the research career pathways of the research leaders were highly diverse and were affected in various ways by the historicalpolitical and social context of South Africa. However, across the career pathways, the research leaders had the following features in common: 1) the presence of strong research-centeredness throughout all career phases; 2) they lead by example of personal scholarship and intellectual leadership; 3) their research is locally relevant and globally competitive; and 4) their personal dynamics influence a confident and dynamic people-centred leadership approach. The most notable differences in research leadership across the sample could be traced to disciplinary contexts which ranged from distributed leadership across large teams and entrepreneurial networks to the more prevalent one-on-one mentor-mentee relationships. Leaders who were most influential in driving research performance were highly regarded scholars with extensive academic experience, had served a variety of leadership roles, confidently embraced the complexity of academic leadership and created stimulating research environments. The research also reveals a number of challenges that still remain for research leadership in addressing the human resource transformation requirements of the South African higher education research context. These include issues of 1) individualism and competition; 2) equity and excellence; 3) race and gender; and 4) research career exit and entry paths. The South African higher education system is characterised by pockets of scientific excellence in some disciplinary fields, as illustrated by the career trajectories of leaders in this study, but much work remains to be done in order to build a fully representative research-performing professoriate for South Africa.
Thesis (PhD)--University of Pretoria, 2011.
Education Management and Policy Studies
unrestricted

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24

Al, Shama Nada. "Sustainability of the Dubai model of economic development." Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/sustainability-of-the-dubai-model-of-economic-development(c44d8b48-49eb-4021-9004-4ca91a41a6e0).html.

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Dubai’s rapid double-digit economic growth was severely challenged by the global financial crisis of 2007, which raised many concerns questioning the sustainability of the Dubai model of economic development and the viability of the emirate’s economic managerial practices. Although the economic landscape of Dubai has experienced a significant transformation over the last two decades, from a basic traditional economy of US $17.9 billion in 2001 to a diversified non-oil dependent economy of US $ 86.7 billion in 2012, there are few convincing empirical academic studies to assess and explain the Dubai model of economic development. This doctoral research provides a crucial assessment of the Dubai model in light of its political and socio-cultural contexts. For this purpose, a multidisciplinary theoretical framework that stems from the literature of economic geography, cultural economy and managerialism, has been designed in order to critically interpret the mechanism of the emirate’s economic practices in today’s global capitalism. This involves a methodological approach based on the study of narratives and performance to explain Dubai’s narratives and macro-economic performance. The multidisciplinary theoretical framework adopted is useful in analysing the Dubai model as an alternative to the discipline of mainstream economics, which ignores cultural and social dimensions and conditions that not only influence but also shape a given economic landscape. The research was undertaken by analysing a wide range of data, including intensive macro-economic statistics, financial and economic reports, international and local press, as well as conducting empirical in-depth elite interviews with fifty-six key stakeholders in the economy of Dubai: senior government officials, representatives of financial institutions, senior managers in the private non-financial sector, and academics. The research findings reveal that although the political and socio-cultural contexts naturally support Dubai's economic model, institutional and managerial problems were also exposed following the global financial crisis and the property shock of 2007. Dubai represents a financialized economy in which the government has adopted a hybrid model of government-driven developments and corporate managerial features within an environment that encourages commercial liberalism and market capitalism. However, despite this financialized economy, tensions remain in Dubai's pursuit of these goals. Finally, the research stresses the need for appropriate government mechanisms to foster oversight over economic performance and long-term sustainable economic development.

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25

Aschermann, Jennifer Leigh. "Children Teaching and Learning in Peer Collaborative Interactions." Thesis, Virginia Tech, 2001. http://hdl.handle.net/10919/31893.

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This study focused on peer teaching and learning in preschool children's peer collaborative interactions. The research took place in the naturalistic setting of a preschool classroom at the Virginia Tech Child Development Laboratory, which is a university-based preschool in Blacksburg, Virginia. The children were videotaped in their collaborative interactions and the interactions were analyzed for moments of teaching and learning between the children. The study found that children use a variety of verbal and non-verbal teaching strategies when collaborating with each other. Children's learning from the interactions was exhibited through many forms of modeling, reciprocation, and exchange of ideas.
Master of Science

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26

Inamori, Takao. "An exploration into managerial perception and its influence on performance in cross cultural setting : the case of Japan International Cooperation Agency's support for development." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/4890.

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There is a wealth of studies which suggest that manager's positive perceptions/expectations can considerably influence organisational performance; unfortunately, little empirical evidence has been obtained from development studies. This first time research explores how Japanese aid workers' perceptions towards the local staff affects their behaviour and performance in cross-cultural project settings. Moreover, this research focuses on the perceptual and behavioural trait differences of successful and unsuccessful aid workers. With cooperation from Japan International Cooperation Agency (JICA), 244 valid responses were obtained from the aid workers (managers) through a webbased survey. As a result of statistical analysis, positive causal relationships were confirmed between perception related factors and behaviour related factors and the organisational performance variable. These results strongly suggest that aid worker's positive perceptions result in positive behaviour in local colleagues and subsequently higher organisational performance. In addition, it was discovered that the aid workers' positive perception/expectation about work and their local colleagues was related to higher organisational performance, whilst conversely, the negative perception on their part was generally associated with negative behaviour and lower organisational performance.Although the differences in perceptual tendencies suggested by that these findings apply to Japanese aid managers; however, as human nature is universal, positive perception and behaviour should bring out positive output in most organisations. It is recommended that there is a need for people-related and cross-cultural management skills to ensure successful future activities, and stress management competencies to maintain positive managerial perception on the part of aid workers.

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Hayward, Ian C. "Evaluation of a leadership development programme : developing a 'fit for purpose' model to evaluate a leadership development programme at the individual, departmental and organisational levels within the BBC." Doctoral thesis, University of Bradford, 2009. http://hdl.handle.net/10454/4284.

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The research was aimed at addressing the challenge of evaluating a large scale change intervention in a large organisation and in a complex environment. Finding robust, meaningful yet realistic methodologies from among the array of possible approaches, methods and techniques has proved problematic, for both organisational practitioners and academics alike. The research explored this issue of choice from the perspective of ¿fit for purpose¿ and suggests a multi-faceted approach, using a range of evaluation methods and techniques, which were applied to an ongoing example at the BBC. It was also planned to use structural equation modelling (SEM) techniques to examine the relationships between variables critical to the study. The approach described represents a ¿pilot¿ evaluation exercise, which drew on data collected from early cohorts going through the BBC Leadership Programme, a key element of the ¿Making it Happen¿ change strategy initiated by the then Director General, Mr. Greg Dyke. As a second level of research, an evaluation of the primary evaluation itself, i.e. of the BBC Leadership Programme, was also undertaken to assess the effectiveness of the primary evaluation strategy and its implementation. Three hypotheses were examined in terms of programme impact: It was proposed that participation in the programme would bring about collective improvements in individual leadership behaviour (Ho1), leading to improved departmental performance across the business (Ho2), in turn, resulting in improved organisational performance (Ho3). Due to limitations in the application of the methodology it was not possible to use SEM analyses on the data collected. Alternative analyses failed to demonstrate conclusive support for all three hypotheses and, while other factors besides programme attendance appear to influence leadership performance the afore-mentioned limitations restrict the ability to draw firm conclusions. Following evaluation of the primary evaluation it was evident that, as a pilot exercise, important outcomes from the programme evaluation give rise to ¿lessons learned¿ and changes are suggested for any future evaluation exercise of this kind.

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28

Van, Rooyen Kempie. "The performance of South African and British children on the Griffiths Mental Development Scales- extended revised a comparative study." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/370.

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The South African context necessitates developmental assessment measures with particular characteristics. A critical examination of a variety of potential measures indicates that there are very few measures available to meet these specific needs. The GMDS-ER is judged to be one such measure. This study explores the performance of South African children aged 4 to 7 years of age as it relates to that of British children (from the standardisation sample). The samples consisted of normal South African (n=129) and British (n=161) children, where normalcy refers to the absence of sensory, physical, or mental handicap. The study was done in an attempt to explore the suitability of using the GMDS-ER in the South African context. More specifically, the following two aims were pursued: 1. To explore and describe the general development of each of four year groups of a sample of British and South African children by utilising the general developmental quotient of the GMDS-ER 2. To explore and describe the comparative developmental profiles of each of the four year groups of a sample of British and South African children across the six developmental areas represented by the subscales of the GMDS-ER. Descriptive statistics and simple t-tests were used to accomplish Aim 1 and Hotellings T2 tests were mainly used in order to accomplish Aim 2. The major findings of the present study were as follows: 1. South African and British children’s overall performances (as measured by the GMDS-ER GQ) are similar. A great deal of variability exists between the GMDS-ER profiles of normal South African and British children (i.e., when individual subscales and year groups are considered). 3. In general, South African children performed better on the Locomotor and Personal-Social Subscales, while British children performed better on the Language and Practical Reasoning Subscales. Performance on the Eye and Hand Coordination Subscale was similar for the two samples and on the Performance Subscale performance was too variable to come to any general conclusions. In view of the findings, caution with regard to the use of the British-based norms in the South African context is recommended. Recommendations are made for the use of the GMDS-ER to help with the identification of specific classes of disorders in the South African context. Further investigation into the applicability of the GMDS-ER for South African use as well as the establishment of South African norms are final recommendations.

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29

Edin, Strukan. "Efekti liderstva na organizacione i poslovne performanse preduzeća." Phd thesis, Univerzitet u Novom Sadu, Tehnički fakultet Mihajlo Pupin u Zrenjaninu, 2019. https://www.cris.uns.ac.rs/record.jsf?recordId=108162&source=NDLTD&language=en.

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Disertacija se bavi efektima liderstva, LMX i transformacionog liderstva na razliĉite organizacione i poslovne performanse preduzeća u Bosni i Hercegovini. Od poslovnih performansi su kao kljuĉne posmatrane finansijske i performanse uspješnosti razvoja novog proizvoda, a kao organizacione performanse posmatrani su: zadovoljstvo poslom, organizaciona posvećenost, organizaciona komunikacija i meĊusobno povjerenje na poslu. Pored toga, u disertaciji su obrazloţeni i neki drugi organizacioni ishodi koji su u uzroĉno-posljediĉnoj vezi sa liderstvom: organizaciono ponašanje, organizaciona kultura, motivacija i stres. Istraţivaĉki dio disertacije je zasnovan na podacima koji su dobijeni iz dva istovremeno sprovedena istraţivanja. Prvo istraţivanje je obuhvatilo anketiranje N=334 menadţera srednjeg nivoa iz 103 preduzeća u Bosni i Hercegovini. Od metoda statistiĉke obrade podataka korišteni su: deskriptivna statistika, korelaciona analiza, regresiona analiza i hijerarhijska regresiona analiza za ispitivanje moderatornog dejstva. Osnovni zakljuĉci ovog istraţivanja su: (1) Lideri u B&H preduzećima imaju visoka oĉekivanja u pogledu performansi, a malo podrške i osjećanja za zaposlene. Kazne su ĉešće nego nagrade, LMX je oko prosjeka, distanca moći iznad prosjeka, a organizaciona posvećenost ima nisku prosjeĉnu ocjenu. (2) Zaposleni u B&H preduzećima ne vole visoku distancu moći, preferiraju dobre meĊuljudske odnose, kako sa nadreĊenim tako i sa kolegama. Pored toga, zaposleni visoko cijene nagraĊivanje i strategijske sposobnosti lidera. Insistiranje lidera na visokim performansama, kao i primjena sistema kaţnjavanja, ne daju pozitivne efekte. (3) Zadovoljstvo poslom, zadovoljstvo organizacionom komunikacijom i meĊusobno povjerenje na poslu su oko prosjeka. Zaposleni su više zadovoljni aspektima posla koji su vezani za socijalne odnose u preduzeću nego postojećim i potencijalnim naknadama. Generalno posmatrano,zadovoljni su organizacionom komunikacijom, naroĉito sa onom koju realizuju sa menadţerima srednjeg nivoa, a meĊusobno povjerenje je nešto intenzivnije kada su u pitanju namjere i akcije kolega nego namjere i akcije menadţmenta preduzeća. (4) Vlasniĉka struktura i nacionalno porijeklo preduzeća nisu znaĉajni moderatori posmatranih odnosa. Moderatorni efekat pokazao se samo u malom broju sluĉajeva. (5) Lideri treba da smanje distancu moći, smanje visoka oĉekivanja u smislu performansi, smanje kazne, a da poboljšaju svoj odnos sa zaposlenima, da njeguju dobre odnose meĊu zaposlenima, da povećaju nagrade, i da se usavršavaju u svojim strateškim znanjima, razmišljanjima i akcijama.TakoĊer, da bi disertacija dala sveobuhvatne informacije o efektima liderstva na organizacione i poslovne performanse preduzeća u Bosni i Hercegovini, pored prethodno navedenog istraţivanja menadţera srednjeg nivoa, uraĊeno je i dodatno, uporedno istraţivanje na uzorku od 127 top menadţera u isto toliko preduzeća, po principu jedno preduzeće jedan top menadţer. Uvaţavajući ĉinjenicu da moderno poslovanje nameće liderima potrebu kreiranja i stalnog uvoĊenja promjena u postojeći naĉin poslovanja, što u svojoj suštini predstavlja transformaciono liderstvo, ovo istraţivanje je imalo za cilj da utvrdi obim i intenzitet efekata transformacionog liderstva vrhunskih menadţera na poslovne performanse B&H preduzeća. Kao poslovne performase posmatrane su finansijske performanse i performanse razvoja novog proizvoda. Rezultati ovog istraţivanja pokazuju da transformaciono liderstvo ima pozitivan uticaj na postizanje visokog nivoa finansijskih performansi i performansi razvoja novog proizvoda. TakoĊer, istraţivanje je pokazalo da lideri i top menadţeri najvišeg nivoa u preduzećima u Bosni i Hercegovini imaju veći fokus na zadatke nego na ljude. U tom smislu, preporuka za njih jeste da više paţnje posvećuju kreiranju i uvoĊenju promjenama u postojeći model poslovanja, na budućnost i dugoroĉne planove, ali i na svoje zaposlene kao glavne nosioce svih poslovnih procesa.
The dissertation deals with the effects of leadership, LMX and transformational leadership on the various organisational and business performance of enterprises in Bosnia and Herzegovina. Of business performance, key financial and success of new product development performance are considered to be key, while as organisational performance we consider: job satisfaction, organisational commitment, organisational communication and mutual trust at work. In addition, the dissertation also explains other organisational outcomes that are in a cause-and-effect relationship with leadership: organisational behaviour, organisational culture, motivation and stress. The research part of the dissertation is based on data obtained from two simultaneously conducted research. The first survey included a survey of N = 334 mid-level managers from 103 enterprises in Bosnia and Herzegovina. The statistical methods used are: descriptive statistics, correlation analysis, regression analysis and hierarchical regression analysis for moderate effect testing. The basic conclusions of this research are: (1) Leaders in Bosnia and Herzegovina have high expectations in terms of performance, with little support and feelings for employees. The penalties are more frequent than the rewards, the LMX is around the average, the distance of power above the average, and the organisation's commitment has a low average grade. (2) Employees in Bosnia and Herzegovina do not like a great distance of power, preferring good interpersonal relationships, both with their superiors and their counterparts. In addition, employees highly value and reward strategic abilities of leaders. Insistence of leaders on high-performance, as well as the application of the punishment system, do not yield positive effects. (3) Job satisfaction, satisfaction with organisational communication and mutual trust in work are around the average. Employees are more satisfied with aspects of work related to social relations in the companythan the existing and potential benefits. Generally speaking, they are happy with organisational communication, especially with middle-level managers, and mutual trust is more intense when it comes to the intentions and actions of colleagues than the intentions and actions of enterprise management. (4) Ownership structure and national origin of enterprises are not significant moderators of observed relationships. The moderate effect has only been demonstrated in a small number of cases. (5) Leaders should reduce the distance of power, reduce high performance expectations, reduce punishment, improve their relationship with employees, nurture good relations among employees, increase rewards, and improve their strategic knowledge, thinking and action.Also, in order for the dissertation to provide comprehensive information on the effects of leadership on organisational and business performance of enterprises in Bosnia and Herzegovina, in addition to the aforementioned research of mid-level managers, an additional parallel study was carried out on a sample of 127 top managers in the same companies, on the principle of one company one top manager. Bearing in mind the fact that modern business imposes on leaders the need to create and permanently introduce changes to existing business practises, which in essence represents transformational leadership, this research was intended to determine the scope and intensity of the transformation leadership effects of top managers on business performance of enterprises in Bosnia and Herzegovina. We consider financial performance and performance of new product development as business performance. The results of this research show that transformational leadership has a positive influence on achieving a high level of financial performance and the performance of developing a new product. Also, research has shown that leaders and top managers of the highest level in enterprises in Bosnia and Herzegovina have a greater focus on tasks than on people. In this regard, the recommendation to them is to pay more attention to the design and implementation of changes in the existing business model, the future and long-term plans, but also to its employees as the main carriers of all business processes.

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30

Koivupalo, M. (Maarit). "Health and safety management in a global steel company and in shared workplaces:case description and development needs." Doctoral thesis, Oulun yliopisto, 2019. http://urn.fi/urn:isbn:9789526222257.

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Abstract Several companies work in shared workplaces and each company has different requirements for health (H), safety (S), environment (E) and quality (Q). Many globally operating companies have defined their own corporate requirements. Requirements in local national legislation and insurance policies are creating more challenges. The various requirements affect how HSEQ management is implemented in changing, complex, and heterogeneous working environments. The aim of the thesis was to describe HSEQ management development in Northern Finnish process industry companies (N = 6) and their company network in the shared workplaces context during the past 20 years. The study also describes the current state of HS and partly EQ [HS(EQ)] management practices and tools in a global steel company. An important objective was to make recommendations on how to continuously improve and develop HS(EQ) issues. A mixed methods approach (interview, document study, questionnaire, benchmarking and -learning, SWOT analysis) were used in the case study. HSEQ Assessment Procedure―a type of integrated management system tool―was developed to evaluate supplying companies’ HSEQ performance in shared workplaces. It was selected as the main method on one site of the global steel company. The global steel company’s HS management system was based on OHSAS 18001 with HS vision and principles, development plan, internal standards and performance indicators. Lost time injury frequency rate (LTIFR) and HSEQ AP performance showed positive trends. Both corporate HS requirements and local HS(EQ) practices provided adequate tools for a safety culture and HS(EQ) performance development. Recommendations were made regarding HS(EQ) management tools, practices and indicators in shared workplaces operating globally. The focus should be on preventive actions, such as leading performance indicators and creating a uniform safety culture for shared workplaces with a sustainable foundation. The development should be supported by the commitment and participative development of every organisational level. Learning from internal good practices and external benchmarking are valuable methods for this purpose. HSEQ management, change management, internal and external standardisation and information technology systems should be exploited to support this goal
Tiivistelmä Yhteisellä työpaikalla työskentelee useita yrityksiä, jotka ovat määrittäneet omat vaatimuksensa työterveydelle (H), työturvallisuudelle (S), ympäristölle (E) ja laadulle (Q). Lisäksi kansainvälisillä yrityksillä, kansallisessa lainsäädännössä ja vakuutusyhtiöillä on omat vaatimuksensa, jotka luovat entistä haasteellisemman työympäristön. Monenlaiset vaatimukset vaikuttavat siihen, kuinka HSEQ-johtaminen on toteutettu muuttuvassa, monimutkaisessa ja epäyhtenäisessä työympäristössä. Tutkimuksessa kuvattiin HSEQ-johtamisen kehittymistä pohjoissuomalaisissa prosessiteollisuuden yrityksissä (N=6) ja niiden yritysverkostossa, yhteisellä työpaikalla, viimeisen 20 vuoden aikana. Lisäksi kuvattiin HS ja osittain myös EQ [HS(EQ)] -johtamisen menetelmien ja työkalujen nykytilaa kansainvälisessä terästeollisuuden yrityksessä, sekä kehitystarpeita tavoiteltaessa HS(EQ)-johtamisen huippuosaamista. Tutkimus toteutettiin monimenetelmällisenä tapaustutkimuksena: haastattelu, dokumenttien tutkimus, kysely, esikuva-analyysi, SWOT-analyysi. HSEQ-arviointi on kehitetty yhteisille työpaikoille toimittajayritysten HSEQ-suorituskyvyn arviointiin hyödyntäen integroidun johtamisjärjestelmän periaatetta, ja se valittiin yhdeksi päämenetelmäksi tutkimuksen kohteena olevalle yhteiselle työpaikalle. Tutkimuksen kohteena olevan terästeollisuuden alan yrityksen HS-johtaminen perustui OHSAS 18001-järjestelmään. Visio, periaatteet, toimintasuunnitelma, sisäiset standardit ja suorituskyvyn mittarit muodostivat konsernin HS-järjestelmän. Tapaturmataajuuden ja HSEQ-arvioinnin tulosten perustella kehitys on ollut positiivista. Konsernin HS-vaatimukset ja paikalliset HS(EQ)-käytännöt antoivat kohtuulliset työkalut turvallisuuskulttuurin ja HS(EQ)-suorituskyvyn kehittämiselle. Suositukset koskivat yhteisillä työpaikoilla ja kansainvälisessä työympäristössä toimivien organisaatioiden HS(EQ)-johtamisen työkaluja, käytäntöjä ja mittareita. Pitäisi keskittyä ennakointiin, kuten ennakoiviin turvallisuusmittareihin ja luomaan yhtenäinen kestävä turvallisuuskulttuuri yhteiselle työpaikalle. Jokaisen organisaatiotason tulisi sitoutua kehittämiseen hyödyntäen osallistuvaa kehittämistä. Sisäisillä hyvillä käytännöillä ja ulkoisella esikuva-analyysilla voidaan tukea kehittämistä. HSEQ-johtamista, muutoksenhallintaa, sisäistä ja ulkoista standardointia sekä tietoteknisiä järjestelmiä pitäisi hyödyntää

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Kitching, Jolanda. "The measurement outcome equivalence of the career path appreciation (CPA) for employees from diverse cultural backgrounds." Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03162005-151333.

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Thesis (M. Comm. (Economic and business science))-University of Pretoria, 2004.
Summaries in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.

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Sentanin, Odemilson Fernando. "Dimensões estratégicas de recursos humanos e gestão de desempenho em uma empresa pública de pesquisa e desenvolvimento." Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/18/18157/tde-24082012-144348/.

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Esta tese tem por objetivo investigar como as dimensões estratégicas da gestão de recursos humanos - trabalho em equipe, aprendizagem organizacional e cultura organizacional - contribuem para o processo de gestão de desempenho na Empresa Brasileira de Pesquisa Agropecuária Embrapa, com propostas de ações que auxiliem as organizações que realizam processos de inovação e gestão do conhecimento, a avançarem em práticas organizacionais que possibilitem a utilização da gestão de desempenho como uma ferramenta eficaz na consecução de sua estratégia. A partir de uma fundamentação teórica, objetivando a consolidação dos principais conceitos utilizados na pesquisa, foi realizada uma pesquisa de campo constituindo-se de uma fase qualitativa e outra quantitativa. As variáveis definidas em função da fundamentação teórica foram utilizadas para análise dos resultados obtidos com a aplicação de uma survey junto aos funcionários da Embrapa Instrumentação e aos Setores de Gestão de Pessoas - SGP das unidades de pesquisa da Embrapa. A fase qualitativa constituiu-se de um estudo de caso na própria Embrapa com a participação do Departamento de Gestão de Pessoas da empresa. Os resultados possibilitam constatar a importância da contribuição das dimensões estratégicas de recursos humanos para a efetividade do processo de avaliação de desempenho como ferramenta que auxilia na consecução da estratégia organizacional.
This thesis aims to investigate how the strategic dimensions of human resource management teamwork, organizational learning and organizational culture - contribute to the process of performance management at Brazilian Agricultural Research Corporation - Embrapa, with proposals for action that help organizations that carry out processes of innovation and knowledge management, to move forward in organizational practices that allow the use of performance management as an effective tool in achieving its strategy. From a theoretical basis, aiming at the consolidation of key concepts used in the research, it was conducted a field survey composed by a qualitative and a quantitative phase. The variables derived from theoretical foundation were applied to analyze the results obtained with the application of a survey among the employees from Embrapa Instrumentation and People Management Sectors from Embrapa´s units. The qualitative phase consisted of a case study of Embrapa itself with the participation of the People Management Department. The results allow to establish the importance of the contribution of the strategic dimensions of human resources for effectiveness of the process of performance evaluation as a tool that assists in the achievement of organizational strategy.

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Ward, Perry K. "A SELECT SURVEY OF CHORAL ARRANGEMENTS BASED ON THE SONGS OF STEPHEN FOSTER TRACING DEVELOPMENTS IN MUSIC AND TEXTUAL CHANGES THROUGH THE TWENTIETH AND TWENTY-FIRST CENTURIES." UKnowledge, 2017. https://uknowledge.uky.edu/music_etds/103.

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Stephen Foster is acknowledged as America’s first composer of popular music. His legacy can be seen in the number of songs that are embedded in our cultural heritage – “Oh! Susanna,” “Beautiful Dreamer,” and “My Old Kentucky Home,” are but a very few of his most popular works. Stephen Foster’s songs have been incorporated into every facet of American culture including both popular and classical musical culture, television, and film. However, his legacy is complicated as it is tainted by connections to blackface minstrelsy in some works. This document seeks to trace the threads of racial sensitivity and cultural appropriation in works arranged for choral ensembles based on Foster’s songs. The arrangements chosen for this document provide a glimpse into three distinct periods of American history – pre-Civil Rights, the Civil Rights Era, and post-Civil Rights. Using a process of comparative analysis of the music and text of the originals to that of the arrangements, this document traces expected and unexpected changes in music and text associated with each period. Perhaps through the continued study of one of America’s first purveyors of popular culture, we can begin to understand our national legacy of racism more clearly and find a path towards reconciliation.

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Tan, Teng-Kee. "Is high performance in new product development and innovation enhanced : by competency at reconciling dilemmas, by entrepreneurial traits, and by East or West cultural orientations?" Thesis, University of Cambridge, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421457.

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Bergenwall, Joakim. "An Investigation into Stationary Pneumatic Waste Conveyance Systems in Residential Areas : With a Case Study of Retrofit Installations in Singaporean Public Housing Estates." Thesis, KTH, Hållbar utveckling, miljövetenskap och teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-292991.

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Rapid urbanization brings an increasing pressure on current waste collection and transportation methods to cope with ever-increasing waste streams in urban environments. Pneumatic Waste Conveyance Systems or PWCS is often seen as an alternative for replacing open-handling of waste in narrow and congested town environments. This research intends to find out when, where and why such systems would be implemented, and the entirety of stationary PWCS implementation and usage is being investigated, from government, experts, developers, suppliers, system owners/ operators, users to the general public. The findings are reported and analyzed using a variety of methods including but not limiting to a case study for public- housing retrofit-projects in Singapore. Results affirm that PWCS is useful for waste collection in densely populated urban areas while offering both advantages and disadvantages as noted in this study. That which is remarkable is however spotting more concerns than opportunities and some of these concerns are highlighted and discussed in this paper. Although some parts of the study proved to be challenging and thus inconclusive, strong consensus are found regarding the need for long-term planning and strategic conception to reap the intended benefits that PWCS can offer.
Den fortlöpande urbaniseringen bidrar till att dagens metoder för hämtning och transport av avfallsmängder blir allt mer utmanande och svårhanterlig i förorter och stadsbebyggelse. Sopsugssystem betraktas därför allmänt som en alternativ lösning i urbana miljöer eftersom tekniken tillåter att byta ut rådande öppen sophantering i skrymmande och trafikerade stadsmiljöer. Denna forskningsinsats avser att få bättre visshet om när, var samt varför sopsugssystem bör användas utifrån ett vidvinkelsperspektiv som försöker belysa och klarlägga helheten kring implementeringen och användandet av dylika system. För att uppnå detta syfte har statliga myndigheter, experter, bostadsbyggare, entreprenörer, ägare/ operatörer för system samt användarna kontaktats och hörsammats. De viktigaste inläggen har därefter rapporterats och analyserats med underlag av ett flertal metodologier som även innefattat en fallstudie för allmännyttiga fastigheter där sopsug installeras i en befintlig stadsarkitektur i Singapore. Resultaten verifierar att sopsugssystem är användbara för avfallshantering och transport i tätbebyggda stadsområden samt att systemen offererar både fördelar och nackdelar. Det som är anmärkningsvärt är att fler aktsamhetsområden än möjligheter har upptäckts för vilka ett urval av dessa har tagits upp samt diskuterats mer ingående i denna rapport. Trots att delar av studien inbjöd till diverse utmaningar, vilket har föranlett till att resultatbilden inte kan ge klara och tydliga svar, så fanns fortfarande stor samstämmighet beträffande behovet av långsiktig planering och strategisk insiktsfullhet för att säkerställa de åtråvärda nyttor som sopsugssystem i stort kan erbjuda.

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Smith, Karen Mary. "In momentum : the navigation, narration, and negotiation of continuing professional development by mid-career artists in south west England." Thesis, University of Plymouth, 2010. http://hdl.handle.net/10026.1/305.

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This thesis explores the Continuing Professional Development (CPD) of mid-career artists in England and the South West of England in particular during 2000 to 2010. It identifies what their needs are and asks what CPD means to them; how they navigate their careers through their practice; how they articulate their needs; and how they negotiate to fulfil those needs. It examines to what extent the providers’ thinking about, and provision of, CPD in the region is aligned with the needs of the artists themselves. The individual narratives of artists are represented at the centre of this research. The research was developed in collaboration with University of Plymouth and the CPD agency, ArtsMatrix Ltd. Research methods used to collect data included extended dialogues with the artists Alyson Hallett, Mariele Neudecker, Helen Poynor and Phil Smith, via a series of walking interviews, using walking as an ethnographic research tool. By walking I engaged with a literal momentum of movement paralleling the physical and theoretical momentums of the artists’ practices. Policy and literature reviews; group interviews; artist interviews; desk-based research; observation and attendance at artist-led seminars and practice groups were also used. The research contrasts two CPD Schemes: The Contemporary Craft Fellowship Scheme, and The Artist as Cultural Agent: DIY. The thesis includes a policy and provision review of CPD literature in the UK and South West of England over the past ten years; a mapping of South West CPD provision for artists; and the identification and application of relevant theoretical and critical approaches to place, space, language and momentum in order to consider CPD provision in relation to the articulation, situation and concept of a career. This thesis argues that the language of CPD can constrain as much as enable artists’ development; that the terms “mid-career” and “South West” are open to contestation and can affect provider conceptualisations of artists in the region; and that artists need professional development throughout their careers but may not name it as such. I advocate for policy and provision to understand artists’ need to be supported “throughout” their practices rather than at certain points in a career, and advocate walking as both a research method and as one of a number of facilitative practices for those who provide CPD with or for experienced artists. I also advocate for artist-led CPD initiatives and an administrative support agency for artists.

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Bos, Matthijs Eduard Willem van den. "Mystic regimes an exploration of comparative social development and cultural performance : the Ṣafīʻalīšāhī and Solṭānʻalīšāhī-Neʻmatollāhī Sufi orders in the Pahlavi Dynasty and the Islamic Republic of Iran /". [S.l. : Amsterdam : s.n.] ; Universiteit van Amsterdam [Host], 2000. http://dare.uva.nl/document/56292.

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38

Guerreiro, Maria Celeste Marques. "Oportunidades e desafios da avaliação de desempenho para o desenvolvimento profissional dos docentes: um estudo a partir das percepções de professores de uma escola básica do distrito de Évora." Master's thesis, Universidade de Évora, 2011. http://hdl.handle.net/10174/14675.

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O propósito da investigação foi analisar a cultura avaliativa de uma escola básica do distrito de Évora, no que se refere ao desempenho docente. No quadro conceptual convocado, aprofundaram-se os temas da profissionalidade docente (identidade, conhecimento, desenvolvimento profissional e organizacional) e os eixos estruturantes da avaliação no contexto actual. Salientou-se o papel da reflexão, da supervisão e do feedback construtivo, advogando-se a avaliação enquanto projecto, inserida numa cultura singular. Daí decorreu o desenho metodológico, configurando um estudo exploratório, descritivo da cultura escolar, no que diz respeito às percepções dos professores efectivos sobre o desempenho do trabalho docente. Optou-se pela leitura dos documentos de gestão pedagógica e pelo questionário, enquanto instrumentos de recolha de dados. Os resultados do estudo empírico tenderam a revelar uma propensão dos professores efectivos da escola sede do estudo favorável aos assuntos abordados. Na verdade, a avaliação do desempenho docente, encarada numa perspectiva formativa, naquela escola, parece surgir como uma oportunidade de aprendizagem, que enforma toda a complexidade do acto de ensinar. Sustentámos uma prática de avaliação reflexiva para o desenvolvimento profissional, seguindo um itinerário personalizado, através de um plano individual, situado num contexto de supervisão. A centralidade da avaliação no ensino e na aprendizagem constitui um desafio profissional que, oportunamente agarrado pelos actores educativos, poderá elevar a qualidade da escola; ABSTRACT: The leit-motiv of our work was to analyse the school evaluation culture in what concerns teachers’ performance. In the studied framework, it has been deepen the subjects of teachers’ job (identity, knowledge, organisational and professional development) and the structural axis of teachers’ evaluation nowadays. It was stated the role of reflexion, coaching and constructive feedback. Besides, it has been supported the evaluation as a project in the middle of a unique culture. So, it was drawn all the conceptual methodological work – an exploratory study that describes the school culture in what concerns the teachers’ perceptions about the performance of teachers’ work. It has been chosen the analyses of the pedagogical management documents and the survey as a mean of collecting data. The results of the empirical study tend to reveal a positive tendency of the subject. As a matter of fact, the teachers’ performance evaluation is faced in a formative perspective, appearing as a learning opportunity that shapes all the complexity of the teaching act. At last, it was supported by a reflexive evaluation practise towards the professional development, following a human way, through an individual plan, drawn in the middle of the coaching. The focus of evaluation in teaching and learning tasks stands as a major professional challenge, that grabbed by the educational players can grow the school quality.

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Fujiwara, Hikojiro. "Culture, institutions and economic performance." Thesis, University of Glasgow, 2017. http://theses.gla.ac.uk/8282/.

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The role of cultural diversity in various aspects of society has been theoretically and empirically investigated. Prevailing measures of cultural diversity mainly focus on diversity of ethnicity, religion and language. However, there has been little discussion about diversity in human values. We construct cultural diversity measures based on human values and seek to examine its role in economic development. This thesis demonstrates the significance our measure plays in estimating the impact of formal institutions (rule of law) and informal institutions (respect for others) on economic performance.

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Khoury, Haitham A. "Measuring culture : the development of a multidimensional culture scale." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001741.

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41

Jakobsen, Arne, Janne Fauskanger, Reidar Mosvold, and Raymond Bjuland. "What can be Learned from Comparing Performance of Mathematical Knowledge for Teaching Items found in Norway and in the U.S.?" Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2012. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-82592.

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Clupper, Wendy Ann. "The performance culture of burning man." College Park, Md. : University of Maryland, 2007. http://hdl.handle.net/1903/7405.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2007.
Thesis research directed by: Theatre. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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AKANNI, ALAIN. "Culture d'entreprise et performance au senegal." Caen, 1997. http://www.theses.fr/1997CAEN0571.

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La recherche vise deux objectifs essentiels : - la description des pratiques manageriales au senegal; - la saisie de la relation existant entre ces pratiques et la performance. Elle est sous-tendue par une enquete realisee a l'aide d'entretiens et de questionnaires portant sur 175 salaries choisis dans cinquante entreprises industrielles senegalaises disposant de donnees comptables sur les annees 92-93-94. La recherche utilise des instruments de nombreuses sciences : anthropologie, sociologie, psychologie, statistiques, economie et utilise une approche methodologique que l'on pourrait qualifier de "polytheiste". L'etude comprend deux parties. La premiere, essentiellement bibliographique, tente de rendre accessible les notions de culture d'entreprise et de performance avec le souci d'etre le plus complet possible. La seconde, relative aux donnees collectees, esquisse, dans un premier temps, les contours du management au senegal. La structure organisationnelle, certains aspects de la gestion des ressources humaines-recrutement, motivation, communication, formation - de la politique generale - strategie, planification, marketing, relations avec les institutions - sont successivement evoques. L'esquisse des contours s'acheve par une presentation des valeurs des salaries. Dans un second temps, la liaison entre les pratiques manageriales et la performance est abordee en deux chapitres. Le premier cerne la performance a la fois par des opinions recueillies aupres des salaries et par des agregats comptables. Le second, a l'aide d'un themascope, enchainement de methodes factorielles (acp, acm) et d'une classification montre les caracteristiques distinctives des entreprises performantes et non performantes
The search have two aims : - the depiction of managerial practices in senegal; - the distrainee of the relation between these practices and the performance. She is based on an inquiry made with questionnaire and interviews about 175 workers of 50 industrial firms in senegal. The study uses materials of several sciences : anthropology, sociology, psychology, statistics, economy. . . . With an approach wich can be qualified "polytheist". The search contrains two parts. The first, essentially bibliographic, try to make accessible the notions of organizational culture and performance. The second, triies to draft, firstly, the outline of managerial practices in senegal : organizational structure, political strategy, human resources polycy, workers values; secondly, the link between managerial practices and performance is examined for showing the characteristics of high-performance firms

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Hadley, Graham John. "Performance culture meets police culture : the relationship between political ideologies, police reform and police culture." Thesis, University of Portsmouth, 2014. https://researchportal.port.ac.uk/portal/en/theses/performance-culture-meets-police-culture(31510fe4-4810-449b-8117-1c2d20956344).html.

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This thesis explores successive police reform agendas over the period 1979 – 2012 in terms of the relationship between political ideology, police reform and police occupational culture. The thesis addresses the interplay between ideologically driven police reform and the reception of reform agendas within the central mindset of policing. It examines the significance of political and economic drivers in police reform agendas and literature on police occupational culture, with emphasis upon change and reform and the response within the police. As a means of exploring the relationship between reform and police culture the thesis gathers data through empirical research based upon documentary analysis and semi-structured interviews. Research upon street and management cops (Reuss-Ianni 1983) and the analytical model of cultural knowledge and change outlined by Chan (1997), was used to analyse and present the research findings. The main conclusions concern how ideology in police reform agendas was received by police occupational culture. Utilising the theoretical frameworks of Reuss-Ianni and Chan, the thesis argues that the ideology in police reform agendas is received and assessed through cultural knowledge. This places into context documented features of police occupational culture such as the sense of mission, conservatism, resistance to change and the street – management divide. As a result, this thesis contributes to the understanding of police occupational culture through the prism of reform and the implications for practice, outlining how ideologically driven police reform agendas are received and interpreted through police occupational culture.

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Zaini, Raafat Mahmoud. "Modeling Manifest and Latent Structures in a University: Understanding Resources and Dissent Dynamics." Digital WPI, 2017. https://digitalcommons.wpi.edu/etd-dissertations/435.

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Using modeling and computer simulation, this research focuses on studying two different views to organizational design and their implications for performance in the context of academic institutions. One view represents the manifest structure that includes resources (students, faculty, administration, facilities, finances, partners, donors, etc.); the other view represents the latent structure that focuses on dissent. The dissertation addresses the following two questions; 1. What are the tangible dynamic interdependencies constituting the manifest structure within academic institutions and their impact on performance? 2. What is the impact of the latent structures composed of intangible organizational processes, especially dissent, on performance? The dissertation proposes generic system dynamics simulation models untangling the complexity of the topic by tackling various slices of the problem in separate papers. The models are based on three different theoretical frameworks addressing resources and their composition, dissent, and stakeholder engagement. It is observed that while both the manifest and the latent parts of the university organization impact its performance, the latent part, being invisible, is often ignored. In the long run, the influence of the latent part of the organization can slowly but seriously compromise intangible performances components like quality, reputation, and attractiveness. When the manifest part of the organization is dysfunctional, its tangible performance rapidly suffers. The damage control policies will often impact the latent organizational performance leading the institution into a vicious cycle. The presence of time delays in this framework may create an oscillatory behavior that might modulate a growth or decline trend. Performance measures addressing intangible performance components must be factored into the organizational design since faculty, students, and other stakeholders are not only driven by financial rewards, but also by the organizational environment. The research, besides addressing the important question of the role of latent elements in organization design and demonstrating this can be done using system dynamics modeling and computer simulation, should also be of value to the design and management of higher education institutions.

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Gruenert, Stephen W. "Development of a school culture survey /." free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9901237.

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Merchant, Orelia Eleta. "Shellfish Culture Area Designation Protocol Development." W&M ScholarWorks, 1995. https://scholarworks.wm.edu/etd/1539617684.

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Azevedo, Margarida. "The evaluation of the social impacts of culture : culture, arts and development." Thesis, Paris 1, 2016. http://www.theses.fr/2016PA01E041/document.

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Cette recherche a été motivée par l’intérêt général porté à l’élargissement du débat concernant le rôle du secteur culturel dans le développement, une fois étant reconnu que l’actuel débat économique et monétaire n’est pas adapté à la compréhension des externalités liées à la culture et les arts, et de formuler des politiques en conséquence. Afin d’élargir le débat à d’autres dimensions sociales et intangibles, une revue de la littérature des études d’évaluation d’impact social au sein du secteur culturel a été conduit. Cet examen a prouvé que ces études ont été plus orientées vers la compréhension de l’impact individuel extrinsèque du développement des pratiques culturelles plutôt que vers leur disposition collective. En reconnaissant que les impacts et mécanismes de transformation collective, tendancieusement ignorés, sont les plus adaptés à la conduite du développement social et économique, cette recherche essaye de proposer un nouveau cadre théorique et des approches empiriques pour l’interprétation des mécanismes à travers lesquels la culture construit un impact social à un niveau communautaire. Premièrement, une chaîne théorique des impacts sociaux communautaire d’activités culturelles a été proposée, en alignant un ensemble de capacités sociales, basées en catégories identifiées des impacts à niveau collectif. Deuxièmement, en empruntant des modèles d’analyse du domaine de l’économie, deux études de cas ont été développées afin de fournir de nouvelles perspectives de mesure à l’encontre des défis méthodologiques des études d’impact social et d’identifier de nouveaux mécanismes et moteurs de capacités sociale. Cette étude conclut que les arts et la culture peuvent avoir une fonction stratégique dans le développement communautaire durable qui dépasse les capacités attendues dans la production d’externalités économiques. D’une façon spécifique, en entraînant un processus continu et transversal d’apprentissage social qui conduit à des capacités sociales spécifiques, la culture peut stimuler des systèmes de réseaux nécessaires à la création d’un processus ascendant d’action collective et à l’entretien de dynamiques transfrontières
This research was motivated by a general concern to enlarge the debate on the cultural sector’s role in development, recognizing that the current economic and monetary debate is inadequate to understanding the externalities attached to culture and the arts and to formulate policies accordingly. In order to broaden the debate into other social and intangible dimensions, a thorough literature review on social impact assessment studies inside the cultural sector was conducted. The review proved that these studies have been more oriented towards understanding the individual extrinsic impacts of engagement in cultural practices rather than its collective capacity. By acknowledging that the tendentiously ignored impacts and mechanisms of collective transformation are those most capable of leading to social and economic development, this research tries to propose a new theoretical framework and empirical approaches to interpret the mechanisms through which culture builds community‐level social impacts. First, a theoretical chain of cultural activities’ community‐level social impacts was proposed, which aligned a set of social capacities based on identified categories of collective level impacts. Second, borrowing analysis models from the field of economics, two case studies were developed to provide new measurement perspectives to meet the methodological challenges of social impact assessment and to identify new mechanisms and drivers of social capacities. This study concludes that culture and the arts can have a strategic function in sustainable community development beyond the expected ability to produce economic externalities. In particular, by inducing a transversal on‐going process of social learning which results in specific social capacities, culture can stimulate a system of networks needed to forge a bottom‐up process of collective action and to sustain cross‐boundary dynamics

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49

Wisdom, Sarah Page. "Ballads, Culture and Performance in England 1640-1660." Digital Archive @ GSU, 2011. http://digitalarchive.gsu.edu/history_theses/50.

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Ballads published during the English Civil Wars and Interregnum were a uniquely potent cultural medium. Ballad authors and publishers used the tools of format and genre, music, and available discourses to translate contentious topics into a form of entertainment. The addition of music to what would otherwise have been merely another form of cheap print allowed ballads to be incorporated into many parts of daily life, through oral networks as well as through print and literacy. Ballads and their music permeated all levels of society and therefore the ideas presented in ballads enjoyed a broad audience. Because any given ballad was subject to repeated performances, its meaning was recreated with each performance. Performances of ballads published in the 1640s and 1650s created a vision of an imaginary England of the past, and projected hope that this past would be restored in the future.

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50

Drouin, Hans. "Increasing the performance of mammalian perfusion culture system." Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/28869.

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Perfusion culture processes are potentially the most efficient way of producing large quantities of biopharmaceuticals. However, these processes are not the most commonly used by industry in part due to a lack of simple solutions to perfusion challenges. This thesis has investigated recombinant protein production instability, a strategy to improve low perfusion rate culture performances and the complications due to cell aggregate formation. Human embryonic kidney 293 (HEK293) cells producing recombinant human interferon-alpha2b (IFN-α2b) were investigated as a model recombinant cell line. These cells also were maintained for more than 4 weeks in batch cultures using three media with different osmolalities in order to evaluate production stability. Exposure to high osmolality (~ 375 mOsm kg‾¹) gradually decreased the yield of IFN-α2b secreted by the viable cells. Perfusion cultures validated the batch cultures with results showing that it was not possible to maintain stable production at elevated osmolality whereas at normal osmolality (~ 300 mOsm kg‾¹), the titer was maintained at 250 mg L‾¹. A reduced perfusion rate strategy was explored to increase the product titer in a perfusion bioreactor using enriched media. The HEK293 cell line was found to have a growth-associated production. By increasing the bleed rate in order to increase growth, the perfusion process yielded an up to 35% increased IFN-α2b concentration. Several modified medium conditions were investigated in batch cultures to help identify the main mechanism of aggregation observed in perfusion cultures. The addition of dead cells in the batch case was found to yield cellular aggregation that was most similar to perfusion cultures. The presence of aggregation did not affect the on-line monitoring of the viable cell concentration using a permittivity signal. However, if cells in aggregates are neglected, this can result in major cell specific-rate calculation errors. The image analysis used to estimate the cellular content of aggregates was an efficient method of improving viable cell estimates and cell specific-rate analyses. Overall, advances in the methods to more efficiently monitor and operate high performance perfusion-culture processes should expand their potential to fulfill the increasing demand for recombinant protein products from biotechnology.

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Дисертації з теми "Performance and development culture"

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