Learning Organisation and the Process of Regionalisation

OpenAIRE

Gustavsen, Bjørn

2006-01-01

"Concepts like Taylorism, lean production and learning organisation draw attention to the point that work organisation can appear in different forms and it is generally recognised that different conditions tend to produce different forms. Still, there is a tendency to underplay how different these generative conditions are. In this article the issue of learning organisation is placed in focus, drawing upon experiences from Scandinavian workplace development programmes. These...

MEMO Organisation Modelling Language (1): Focus on organisational structure

OpenAIRE

Frank, Ulrich

2011-01-01

Organisation models are at the core of enterprise model, since they represent key aspects of a company's action system. Within MEMO, the Organisation Modelling Language (OrgML) supports the construction of organisation models. They can be divided into two main abstractions: a static abstraction is focusing on the structure of an organisation that reflects the division of labour with respect to static responsibilities and a dynamic abstraction that is focusing on models of business processes. ...

Strategic management and organisational structure: transformational processes at work in hospitals.

Science.gov (United States)

Braithwaite, J

1993-01-01

There is a substantial amount of organisational restructuring presently occurring in Australian public hospitals. However, there has been a lack of systematic research conducted about this phenomenon. In Australia most literature about organisational restructuring has employed a case study approach. Although there has been a great deal of support for product line management organisational arrangements in recent literature from overseas, little investigation into the adoption of product line management has taken place in Australia. In this paper, a discussion about the relationship between strategic management and organisational structure is presented. Survey results of a sample of nine teaching hospitals in New South Wales are reported. Taken together with other more descriptive literature about organisational restructuring in Australian health care, the evidence from this survey suggests that there are vigorous transformational processes at work, perhaps especially in the larger hospitals. Despite support for it in the literature, product line management is not being adopted on a widespread scale. The shift toward restructuring occurring within Australian hospitals at the moment represents a bout of experimentation with new organisational designs which seems destined to continue. A number of management theorists conclude that there need to be strong linkages between strategic planning and the choice of organisational structure. However, the empirical evidence reported here did not identify such strong linkages. This phenomenon warrants further investigation. The view is put that where these linkages are weak there is a risk that whatever structure is chosen will not be robust or flexible enough to cope with mooted or predicted policy changes to the Australian health system.

Systems engineering management process maturity of South African manufacturing organisations

CSIR Research Space (South Africa)

Lemberger, ID

2014-07-01

Full Text Available to integrate people, processes and technologies to deliver innovative complex systems. The investigation set out to improve the understanding of systems engineering (SE) with focus on organisations in manufacturing of coke, petroleum, chemical products, rubber...

Understanding the structured processes followed by organisations prior to engaging in agile processes: A South African Perspective

Directory of Open Access Journals (Sweden)

Nimrod Noruwana

2012-06-01

Full Text Available There appears to be a lack of knowledge on the phases South African (SA organisations go through while adopting agile methods. As a means to address this gap, this study uncovered empirical evidence on the phases SA organisations go through whilst adopting agile methods as well as the disparities between agile prescriptions and the way SA organisations actually implement agile methods. The data collected using a case study approach was analysed through the lens of Actor-Network Theory (ANT. The results reveal that there is no structured process for adopting agile methods and organisations go through various phases in their attempts to adopt agile methods. During the various phases, organisations face challenges which are culture as well as people related. Through this study South African practitioners could now be aware that before adopting an agile methodology, there has to be a common understanding of the problems at hand and the envisioned solution. The findings also inform aspiring adopters in South Africa that adoption of the methods does not have to be as prescribed. They are free to adopt only those aspects the organisations need most.

Action Learning--A Process Which Supports Organisational Change Initiatives

Science.gov (United States)

Joyce, Pauline

2012-01-01

This paper reflects on how action learning sets (ALSs) were used to support organisational change initiatives. It sets the scene with contextualising the inclusion of change projects in a masters programme. Action learning is understood to be a dynamic process where a team meets regularly to help individual members address issues through a highly…

A Networked Perspective on the Engineering Design Process: At the Intersection of Process and Organisation Architectures

DEFF Research Database (Denmark)

Parraguez, Pedro

projects often fail to be on time, on budget, and meeting specifications. Despite the wealth of process models available, previous approaches have been insufficient to provide a networked perspective that allows the challenging combination of organisational and process complexity to unfold. The lack...

Organisational Learning: Conceptual Links to Individual Learning, Learning Organisation and Knowledge Management

OpenAIRE

Siu Loon Hoe

2007-01-01

Organisational learning has over the years been subject of much study by scholars and managers. In the process, the organisational learning concept has been linked to many other knowledge concepts such as individual learning, learning organisation, and knowledge management. This paper draws from existing literature in organisational behaviour, human resource management, marketing, and information management, to further develop the conceptual links between organisational learning and these kno...

Large sample hydrology in NZ: Spatial organisation in process diagnostics

Science.gov (United States)

McMillan, H. K.; Woods, R. A.; Clark, M. P.

2013-12-01

A key question in hydrology is how to predict the dominant runoff generation processes in any given catchment. This knowledge is vital for a range of applications in forecasting hydrological response and related processes such as nutrient and sediment transport. A step towards this goal is to map dominant processes in locations where data is available. In this presentation, we use data from 900 flow gauging stations and 680 rain gauges in New Zealand, to assess hydrological processes. These catchments range in character from rolling pasture, to alluvial plains, to temperate rainforest, to volcanic areas. By taking advantage of so many flow regimes, we harness the benefits of large-sample and comparative hydrology to study patterns and spatial organisation in runoff processes, and their relationship to physical catchment characteristics. The approach we use to assess hydrological processes is based on the concept of diagnostic signatures. Diagnostic signatures in hydrology are targeted analyses of measured data which allow us to investigate specific aspects of catchment response. We apply signatures which target the water balance, the flood response and the recession behaviour. We explore the organisation, similarity and diversity in hydrological processes across the New Zealand landscape, and how these patterns change with scale. We discuss our findings in the context of the strong hydro-climatic gradients in New Zealand, and consider the implications for hydrological model building on a national scale.

Organisational learning in professional discourses.

Directory of Open Access Journals (Sweden)

Martin Sedláček

2012-06-01

Full Text Available Authors of the paper discuss the concept of organisational learning. Theyrefer to a wide range of definitions and concepts, point out some differences from related or analogous concepts used, such as knowledge management and learning organisation. They note the discussions that relate to key topics. These discussions concern levels at which organisational learning can take place, the effect on behaviour organisational performance. The following section of this article presents organisational learning as a process and describes the stages of organisational learning. The purpose of the article is to provide an overview of efforts to define organisational learning, including criticism of the results of this effort. The last partis devoted to selected theories and empirical findings on organisational learning atschool. The authors stress the importance of organisational learning for schools asspecific organisations and express request to examine the processes of organisational learning in this context.

Effectiveness evaluation methodology for safety processes to enhance organisational culture in hazardous installations

International Nuclear Information System (INIS)

Mengolini, A.; Debarberis, L.

2008-01-01

Safety performance indicators are widely collected and used in hazardous installations. The IAEA, OECD and other international organisations have developed approaches that strongly promote deployment of safety performance indicators. These indicators focus mainly on operational performance, but some of them also address organisational and safety culture aspects. However, operators of hazardous installations, in particular those with limited resources and time constraints, often find it difficult to collect the large number of different safety performance indicators. Moreover, they also have difficulties with giving a meaning to the numbers and trends recorded, especially to those that should reflect a positive safety culture. In this light, the aim of this article is to address the need to monitor and assess progress on implementation of a programme to enhance safety and organisational culture. It proposes a specific process-view approach to effectiveness evaluation of organisational and safety culture indicators by means of a multi-level system in which safety processes and staff involvement in defining improvement activities are central. In this way safety becomes fully embedded in staff activities. Key members of personnel become directly involved in identifying and supplying leading indicators relating to their own daily activity and become responsible and accountable for keeping the measurement system alive. Besides use of lagging indicators, particular emphasis is placed on the importance of identifying and selecting leading indicators which can be used to drive safety performance for organisational and safety culture aspects as well

Effectiveness evaluation methodology for safety processes to enhance organisational culture in hazardous installations.

Science.gov (United States)

Mengolini, A; Debarberis, L

2008-06-30

Safety performance indicators are widely collected and used in hazardous installations. The IAEA, OECD and other international organisations have developed approaches that strongly promote deployment of safety performance indicators. These indicators focus mainly on operational performance, but some of them also address organisational and safety culture aspects. However, operators of hazardous installations, in particular those with limited resources and time constraints, often find it difficult to collect the large number of different safety performance indicators. Moreover, they also have difficulties with giving a meaning to the numbers and trends recorded, especially to those that should reflect a positive safety culture. In this light, the aim of this article is to address the need to monitor and assess progress on implementation of a programme to enhance safety and organisational culture. It proposes a specific process-view approach to effectiveness evaluation of organisational and safety culture indicators by means of a multi-level system in which safety processes and staff involvement in defining improvement activities are central. In this way safety becomes fully embedded in staff activities. Key members of personnel become directly involved in identifying and supplying leading indicators relating to their own daily activity and become responsible and accountable for keeping the measurement system alive. Besides use of lagging indicators, particular emphasis is placed on the importance of identifying and selecting leading indicators which can be used to drive safety performance for organisational and safety culture aspects as well.

Organising to Enable Innovation

DEFF Research Database (Denmark)

Brink, Tove

2016-01-01

The purpose of this conceptual paper is to reveal how organising can enable innovation across organisational layers and organisational units. This approach calls for a cross-disciplinary literature review. The aim is to provide an integrated understanding of innovation in an organisational approach....... The findings reveal a continous organising process between individual/ team creativity and organisational structures/control to enable innovation at firm level. Organising provides a dynamic approach and contains the integrated reconstruction of creativity, structures and boundaries for enhanced balance...... of explorative and exploitative learning in uncertain environments. Shedding light on the cross-disciplinary theories to organise innovation provides a contribution at the firm level to enable innovation....

EVALUATION OF THE PROJECT MANAGEMENT ORGANISATIONAL ABILITY OF PUBLIC ORGANISATIONS

OpenAIRE

Florescu Margareta

2012-01-01

The quality of the results of a project or a public programme, as well as the quality of project management consist in management process performance.This analysis tool promotes the idea of initiating a new organisational/functional policy – organisational tools regarding project management, a new standard concerning the complexity of the project and the associated risk, as well as a new standard concerning the project management organisational/functional ability. Political decision makers,...

Coordination Processes in International Organisations

DEFF Research Database (Denmark)

Nedergaard, Peter

2008-01-01

The EU is not a member of the International Labour Organisation (ILO), but relatively elaborate EU coordination takes place anyway. This paper addresses two research questions: 1) How is it possible to evaluate the coordination of the EU in its specific observable configuration in the ILO?, and 2......-à-vis their principals, the Member States. The Commission is the leading agent in the phase leading up to the Conference; the Presidency then takes over. On the one hand, due to the Treaty obligations and their interpretations by the Court of Justice, both the Presidency and the Commission are kept within tight limits...... by the principals. On the other hand, both before and during the Conference, the Member States accept the so-called discursive coordination of the Commission, which seems to be of great (but often neglected) importance. Owing to the organisational set-up in which coordination takes place, the EU is able...

Organisational support, organisational identification and organisational citizenship behaviour among male nurses.

Science.gov (United States)

Chen, Sheng-Hwang; Yu, Hsing-Yi; Hsu, Hsiu-Yueh; Lin, Fang-Chen; Lou, Jiunn-Horng

2013-11-01

The purpose of this study was to explore the relationship between organisational support, organisational identification, and organisational citizenship behaviour and the predictors of organisational citizenship behaviour in Taiwanese male nurses. The turnover rate among male nurses is twice that of female nurses. Organisational citizenship behaviour is the predictor of turnover intention. Little information is available on the relationship between organisational support, organisational identification and organisational citizenship behaviour, particularly for male nurses. Data were collected in 2010 from a questionnaire mailed to 167 male nurses in Taiwan. A cross-sectional survey with simple sampling was used in this study. The results showed that organisational identification and organisational support were correlated with organisational citizenship behaviour. Organisational distinctiveness, organisational support of work conditions and the type of organisation were the main predictors of organisational citizenship behaviour. Together they accounted for 40.7% of the total variation in organisational citizenship behaviour. Organisational distinctiveness was the most critical predictor, accounting for 29.6% of the variation. Organisational support and organisational identification have positive relationships with organisational behaviour. Organisational distinctiveness is an important factor in explaining organisational citizenship behaviour in male nurses. This finding provides concrete directions for managers to follow when providing organisational identification, in particular, the organisational distinctiveness will help male nurses to display increasingly more organisational citizenship behaviour. © 2012 John Wiley & Sons Ltd.

The Living Cell as a Multi-agent Organisation: A Compositional Organisation Model of Intracellular Dynamics

Science.gov (United States)

Jonker, C. M.; Snoep, J. L.; Treur, J.; Westerhoff, H. V.; Wijngaards, W. C. A.

Within the areas of Computational Organisation Theory and Artificial Intelligence, techniques have been developed to simulate and analyse dynamics within organisations in society. Usually these modelling techniques are applied to factories and to the internal organisation of their process flows, thus obtaining models of complex organisations at various levels of aggregation. The dynamics in living cells are often interpreted in terms of well-organised processes, a bacterium being considered a (micro)factory. This suggests that organisation modelling techniques may also benefit their analysis. Using the example of Escherichia coli it is shown how indeed agent-based organisational modelling techniques can be used to simulate and analyse E.coli's intracellular dynamics. Exploiting the abstraction levels entailed by this perspective, a concise model is obtained that is readily simulated and analysed at the various levels of aggregation, yet shows the cell's essential dynamic patterns.

The Ghosts of Higher Education Reform: On the Organisational Processes Surrounding Policy Borrowing

Science.gov (United States)

Brøgger, Katja

2014-01-01

The Bologna Process is one of the most extensive examples of policy borrowing processes. Based on qualitative data, this article argues in favour of studying part of this process as "global smallness", centring on the organisational effects of the implementation of a globalised curriculum. Through Derrida's notion on hauntology,…

Exploring the Interconnectedness among Strategy Development, Shared Mental Models, Organisational Learning and Organisational Change

Science.gov (United States)

Malan, Renee

2011-01-01

The cognitive psychological processes related to learning and change behaviour are factors that impact on organisational strategy development. Strategy development is dependent on strategic thinking that is reciprocally influenced by shared mental models, organisational learning and organisational change. Although strategy development, shared…

Organisational support, role clarity, job insecurity and organisational commitment of employees in a petrochemical organisation / Rirhandzu Milder Nqubane

OpenAIRE

Nqubane, Rirhandzu Milder

2008-01-01

Organisations have been under enormous pressure due to the changes that they are constantly faced with. Most organisations have at some stage been involved in restructuring, laying-off of employees, and outsourcing of non-core business activities with the aim of coping with the change process. When organisations go through these changes, they still need to support their employees. They must ensure that the employees' roles are clarified, and that they feel secure in their jobs in order to imp...

Supramolecular organization of organic phases for DIAMEX solvent extraction process; Organisation supramoleculaire des phases organiques de malonamides du procede d'extraction DIAMEX

Energy Technology Data Exchange (ETDEWEB)

Martinet, L

2005-04-15

In the frame of nuclear waste cycle, supramolecular organization of organic phases has been studied for DIAMEX solvent extraction process. A general methodology has been developed in order to determine surfactant properties of an extractant at high concentration. An illustration is given by a malonamide (DMDBTDMA) at 0.7 mol/L, in dodecane and contacted with water, at 23 deg C. The concentrations of monomers (0.3 mol/L) and aggregates (0.4 mol/L), c.m.c. (0.25 mol/L), aggregation number (4,4), aggregation constant (7.7) and finally aggregates interactions (U/kT = -1.6) are quantified. The method is based on simultaneous utilization of four experimental techniques (small X-ray and neutron scattering, vapour pressure osmometry and tensiometry) added to the model of Baxter. The structure of malonamide organic phase is depending on extractant concentration. (i) Below 0.2 mol/L, it is a quasi-molecular liquid fluid, extracting few amount of solutes. (ii) From 0.2 to 1 mol/L, it is a complex liquid fluid, containing small spherical aggregates of 5 extractant molecules in coexistence with monomers. This phase behaves like typical microemulsions with reverse micelles, through its stabilizing effect of penetrating oil and steric repulsion between extractants. (iii) Above 1 mol/L, the organic phase is able to extract huge amount of solutes. When HNO{sub 3} or Nd(NO{sub 3} ){sub 3} are extracted, a gel with a pseudo-lamellar structure is observed. With UO{sub 2} (NO{sub 3} ){sub 2} a solid crystal with a ratio DMDBTDMA/UO{sub 2} (NO{sub 3} ){sub 2} equal to 1/1 is characteristic of the organic phase. The 'third phase' due to attractive interactions between aggregates has exactly the same supramolecular structure than an 'unsplitted organic phase' of the same composition. Aggregates interactions are independent on the chemical affinity of the extractant for solutes. (author)

Realising new organisational forms. Integrating design and development in the change process

NARCIS (Netherlands)

Limburg, D.O.; Jackson, P.; Suomi, R.

2002-01-01

As the growth in teleworking, 'virtual teams', and 'virtual enterprises' has shown, the economic landscape is increasingly characterised by an ability to work across spatial and organisational boundaries. Only with this redesign of working methods and business processes can the promise of the

A cross-sectional study to identify organisational processes associated with nurse-reported quality and patient safety

Science.gov (United States)

Tvedt, Christine; Sjetne, Ingeborg Strømseng; Helgeland, Jon; Bukholm, Geir

2012-01-01

Objectives The purpose of this study was to identify organisational processes and structures that are associated with nurse-reported patient safety and quality of nursing. Design This is an observational cross-sectional study using survey methods. Setting Respondents from 31 Norwegian hospitals with more than 85 beds were included in the survey. Participants All registered nurses working in direct patient care in a position of 20% or more were invited to answer the survey. In this study, 3618 nurses from surgical and medical wards responded (response rate 58.9). Nurses' practice environment was defined as organisational processes and measured by the Nursing Work Index Revised and items from Hospital Survey on Patient Safety Culture. Outcome measures Nurses' assessments of patient safety, quality of nursing, confidence in how their patients manage after discharge and frequency of adverse events were used as outcome measures. Results Quality system, nurse–physician relation, patient safety management and staff adequacy were process measures associated with nurse-reported work-related and patient-related outcomes, but we found no associations with nurse participation, education and career and ward leadership. Most organisational structures were non-significant in the multilevel model except for nurses’ affiliations to medical department and hospital type. Conclusions Organisational structures may have minor impact on how nurses perceive work-related and patient-related outcomes, but the findings in this study indicate that there is a considerable potential to address organisational design in improvement of patient safety and quality of care. PMID:23263021

Introducing organisational heritage: Linking corporate heritage, organisational identity, and organisational memory

OpenAIRE

Balmer, JMT; Burghausen, M

2015-01-01

In this article we formally introduce and explicate the organisational heritage notion. The authors conclude organisational heritage can be designated in three broad ways as: (1) organisational heritage identity as the perceived and reminisced omni-temporal traits – both formal/normative and utilitarian/societal – of organisational members’ work organisation; (2) organisational heritage identification as organisational members’ identification/self-categorisation vis-à-vis these perceived and ...

Business process adoption in organisations: A case study from an insurance company in South Africa

CSIR Research Space (South Africa)

Luzipo, S

2015-05-01

Full Text Available Business process adoption is one of the factors that determine an organisation's performance. While there are various factors that can have an impact on business processes adoption, this paper focuses on the impact of individual, process...

Building Organisational Capability the Private Provider Way

Science.gov (United States)

Guthrie, Hugh

2008-01-01

Organisational capability is recognised as a key to organisational success. The combination of human capital (peoples' skills and knowledge), social capital (relationships between people) and organisational capital (the organisation's processes), is central to building an organisation's capability. This paper, presented at the 2008 annual…

Stupid Organisation - How will you ever learn?

DEFF Research Database (Denmark)

Elkjær, Bente

2005-01-01

 The question derives from a research project in which I explored whether a deliberate change process in an organisation would lead to organisational learning. The idea was to see whether it was possible to depict the unfolding of organisational learning processes in the turmoil of change in an o...

Organising purchasing and (strategic) sourcing

DEFF Research Database (Denmark)

Lidegaard, Nina; Boer, Harry; Munkgaard Møller, Morten

2015-01-01

mature role in corporate strategy. These changes have serious implications for the purchasing process, its characteristics and organisation. Previous research indicates that none of the prevailing solutions, functional departments and cross-functional teams, embedded in a centralised, decentralised...... or hybrid overall structure, deliver the expected results. Contingency theory predicts that the success of a firm depends on the fit among characteristics of, amongst others, the firm’s processes and organisational structure. The objective of this paper is to propose and illustrate a processbased...... typological theory of purchasing and (strategic) sourcing organisation....

Participatory redesign of work organisation in hospital nursing: A study of the implementation process.

Science.gov (United States)

Stab, Nicole; Hacker, Winfried

2018-05-01

The main goal of the study was to apply and analyse a moderated participatory small-group procedure with registered nurses, which aims at the development and implementation of measures to improve work organisation in hospital wards and nursing units. Participation in job redesign is an essential prerequisite of the successful implementation of improvement measures in nursing. The study was carried out in a public hospital of maximum care in Germany. We selected 25 wards with the most critical reported exhaustion and general health and applied a series of moderated small-group sessions in which the registered nurses jointly identified deficits in their work organisation, developed improvement measures, and then implemented and assessed them. Registered nurses of 22 wards actively took part in the small-group procedure. All nursing units jointly identified organisational deficits, developed possible improvement measures, and implemented them. The nursing teams then evaluated the implemented measures which were already assessable at the end of our research period; nearly all (99.0%) showed improvements, while 69.4% actually attained the desired goals. Participatory small-group activities may be successfully applied in hospital nursing in order to improve work organisation. Participatory assessment and redesign of nurses' work organisation should be integrated into regular team meetings. The nursing management should actively support the implementation process. © 2018 John Wiley & Sons Ltd.

[Planning by service organisation priorities. The process of preparing strategic service-organisation plans].

Science.gov (United States)

Sampietro-Colom, Laura; Costa, Dolors; Busqué, Anna; Lacasa, Carme

2008-12-01

Strategic planning designs the general setting and the strategic principles of a healthcare system, as well as the general guidelines that govern the development of a health system. Strategic service-organisation plans deal with translating healthcare policies into service policies and respond, principally, to the need for services; these give rise to problems that require a solution. They are developed in line with advances in scientific knowledge, the implementation and current characteristics of the healthcare services and the evolution in the competences of professional teams. There are five stages for their development: identification of health/service requirements; prioritisation of needs in health/services; definition of and agreement on service organisation models (care model and service portfolio); the preparation of and agreement on territorial action plans; introduction and evaluation. A conceptual framework is presented along with practical applications carried out in Catalonia.

Supramolecular organization of organic phases for DIAMEX solvent extraction process; Organisation supramoleculaire des phases organiques de malonamides du procede d'extraction DIAMEX

Energy Technology Data Exchange (ETDEWEB)

Martinet, L

2005-04-15

In the frame of nuclear waste cycle, supramolecular organization of organic phases has been studied for DIAMEX solvent extraction process. A general methodology has been developed in order to determine surfactant properties of an extractant at high concentration. An illustration is given by a malonamide (DMDBTDMA) at 0.7 mol/L, in dodecane and contacted with water, at 23 deg C. The concentrations of monomers (0.3 mol/L) and aggregates (0.4 mol/L), c.m.c. (0.25 mol/L), aggregation number (4,4), aggregation constant (7.7) and finally aggregates interactions (U/kT = -1.6) are quantified. The method is based on simultaneous utilization of four experimental techniques (small X-ray and neutron scattering, vapour pressure osmometry and tensiometry) added to the model of Baxter. The structure of malonamide organic phase is depending on extractant concentration. (i) Below 0.2 mol/L, it is a quasi-molecular liquid fluid, extracting few amount of solutes. (ii) From 0.2 to 1 mol/L, it is a complex liquid fluid, containing small spherical aggregates of 5 extractant molecules in coexistence with monomers. This phase behaves like typical microemulsions with reverse micelles, through its stabilizing effect of penetrating oil and steric repulsion between extractants. (iii) Above 1 mol/L, the organic phase is able to extract huge amount of solutes. When HNO{sub 3} or Nd(NO{sub 3} ){sub 3} are extracted, a gel with a pseudo-lamellar structure is observed. With UO{sub 2} (NO{sub 3} ){sub 2} a solid crystal with a ratio DMDBTDMA/UO{sub 2} (NO{sub 3} ){sub 2} equal to 1/1 is characteristic of the organic phase. The 'third phase' due to attractive interactions between aggregates has exactly the same supramolecular structure than an 'unsplitted organic phase' of the same composition. Aggregates interactions are independent on the chemical affinity of the extractant for solutes. (author)

Organisational sensemaking, strategy, structuring and routines

DEFF Research Database (Denmark)

Nielsen, Renate

2001-01-01

Research objective: The purpose of my research is to generate new understanding of what organisational interpretation, sensemaking and structuring processes in organisations mean in a way that can be used not only retrospectively but actively in strategic planning. In the study of these processes...

Leveraging organisational cultural capital

Directory of Open Access Journals (Sweden)

R Scheel

2007-10-01

Full Text Available Organisational culture discourse mandates a linear approach of diagnosis, measurement and gap analysis as standard practice in relation to most culture change initiatives. Therefore, a problem solving framework geared toward “fixing�? and/or realigning an organisation’s culture is usually prescribed. The traditional problem solving model seeks to identify gaps between current and desired organisational cultural states, inhibiting the discovery of an organisation’s unique values and strengths, namely its cultural capital. In pursuit of discovering and leveraging organisational cultural capital, a descriptive case study is used to show how an Appreciative Inquiry process can rejuvenate the spirit of an organisation as a system-wide inquiry mobilises a workforce toward a shared vision.

Piloting a logic-based framework for understanding organisational change process for a health IT implementation.

Science.gov (United States)

Diment, Kieren; Garrety, Karin; Yu, Ping

2011-01-01

This paper describes how a method for evaluating organisational change based on the theory of logical types can be used for classifying organisational change processes to understand change after the implementation of an electronic documentation system in a residential aged care facility. In this instance we assess the organisational change reflected by care staff's perceptions of the benefits of the new documentation system at one site, at pre-implementation, and at 12 months post-implementation. The results show how a coherent view from the staff as a whole of the personal benefits, the benefits for others and the benefits for the organization create a situation of positive feedback leading to embeddedness of the documentation system into the site, and a broader appreciation of the potential capabilities of the electronic documentation system.

Feminine leadership and organisational culture

OpenAIRE

Paul Marinescu; Sorin George Toma; Andreea Seseanu

2014-01-01

People in general, leaders especially, are influenced by the organisational culture and the other way around. Organisational culture represents a determining factor regarding the display of leadership, since these two processes create each other, adding value and consistency to one another. Moreover, organisational culture can be created and developed in a fluctuant business environment, in which the external factors influence its progress. The development of society has incessantly been emph...

Caseload midwifery as organisational change: the interplay between professional and organisational projects in Denmark.

Science.gov (United States)

Burau, Viola; Overgaard, Charlotte

2015-05-27

The large obstetric units typical of industrialised countries have come under criticism for fragmented and depersonalised care and heavy bureaucracy. Interest in midwife-led continuity models of care is growing, but knowledge about the accompanying processes of organisational change is scarce. This study focuses on midwives' role in introducing and developing caseload midwifery. Sociological studies of midwifery and organisational studies of professional groups were used to capture the strong interests of midwives in caseload midwifery and their key role together with management in negotiating organisational change. We studied three hospitals in Denmark as arenas for negotiating the introduction and development of caseload midwifery and the processes, interests and resources involved. A qualitative multi-case design was used and the selection of hospitals aimed at maximising variance. Ten individual and 14 group interviews were conducted in spring 2013. Staff were represented by caseload midwives, ward midwives, obstetricians and health visitors, management by chief midwives and their deputies. Participants were recruited to maximise the diversity of experience. The data analysis adopted a thematic approach, using within- and across-case analysis. The analysis revealed a highly interdependent interplay between organisational and professional projects in the change processes involved in the introduction and development of caseload midwifery. This was reflected in three ways: first, in the key role of negotiations in all phases; second, in midwives' and management's engagement in both types of projects (as evident from their interests and resources); and third in a high capacity for resolving tensions between the two projects. The ward midwives' role as a third party in organisational change further complicated the process. For managers tasked with the introduction and development of caseload midwifery, our study underscores the importance of understanding the

Organisational learning won't be turned off

DEFF Research Database (Denmark)

Elkjær, Bente

2012-01-01

Enterprises have always been learning organisations in much the same way as it is hard for people to avoid learning. A sign of learning organisations are the many successful enterprises, and the abundance of new products and services that keeps emerging. The question about organisational learning...... made with reference to ideas of education, i.e. intentional processes of the production of knowledge. In this paper, I argue that learning and organisational learning does not primarily appear as a result of intended processes but often as the opposite, i.e. as a struggle to maintain the old and create...... new. The field of organisational learning has always reflected the current and contemporary understandings of the management of enterprises. This is the background for providing first a brief historic account of the organisational learning literature. I will introduce the most important trends...

Quality Assurance Processes in Finnish Universities: Direct and Indirect Outcomes and Organisational Conditions

Science.gov (United States)

Haapakorpi, Arja

2011-01-01

In Finland, quality assurance related to the Bologna process has been adapted to existing systems of higher education at the national level and a form of implementation is also recognised at the level of the higher education institution. In universities, varied outcomes of quality assurance are based on interaction of organisational structures,…

A proposed integration of process control and strategic management in an industrial organisation

OpenAIRE

2012-01-01

M.Comm. The value of Strategic Management in organisation has been realised all across the world. Strategic Management theory has been proven on all levels of organisation from corporate, through organisational and also functional areas. It is not uncommon for organisation to have well-published and effective functional strategies, such as financial, marketing and human resources. Strategy however in the engineering functions of organisations is often neglected or even non-existent. Proces...

Midwives' perceptions of organisational structures and processes influencing their ability to provide caseload care to socially disadvantaged and vulnerable women.

Science.gov (United States)

Menke, Jane; Fenwick, Jennifer; Gamble, Jenny; Brittain, Hazel; Creedy, Debra K

2014-10-01

This study examined midwives' perceptions of organisational structures and processes of care when working in a caseload model (Midwifery Group Practice MGP) for socially disadvantaged and vulnerable childbearing women. This study used Donabedian's theoretical framework for evaluating the quality of health care provision. Of the 17 eligible midwives, 15 participated in focus group discussions and two others provided written comments. Thematic analysis was guided by three headings; clinical outcomes, processes of care and organisational structure. Midwives believed they provided an excellent service to socially disadvantaged and vulnerable childbearing women. Midwives gained satisfaction from working in partnership with women, working across their full scope of practice, and making a difference to the women. However the midwives perceived the MGP was situated within an organisation that was hostile to the caseload model of care. Midwives felt frustrated and distressed by a lack of organisational support for the model and a culture of blame dominated by medicine. A lack of material resources and no identified office space created feelings akin to 'homelessness'. Together these challenges threatened the cohesiveness of the MGP and undermined midwives' ability to advocate for women and keep birth normal. If access to caseload midwifery care for women with diverse backgrounds and circumstances is to be enhanced, then mechanisms need to be implemented to ensure organisational structures and processes are developed to sustain midwives in the provision of 'best practice' maternity care. Women accessing midwifery caseload care have excellent maternal and newborn outcomes. However there remains limited understanding of the impact of organisational structures and processes of care on clinical outcomes. Copyright © 2014 Elsevier Ltd. All rights reserved.

Integrating UML, the Q-model and a Multi-Agent Approach in Process Specifications and Behavioural Models of Organisations

Directory of Open Access Journals (Sweden)

Raul Savimaa

2005-08-01

Full Text Available Efficient estimation and representation of an organisation's behaviour requires specification of business processes and modelling of actors' behaviour. Therefore the existing classical approaches that concentrate only on planned processes are not suitable and an approach that integrates process specifications with behavioural models of actors should be used instead. The present research indicates that a suitable approach should be based on interactive computing. This paper examines the integration of UML diagrams for process specifications, the Q-model specifications for modelling timing criteria of existing and planned processes and a multi-agent approach for simulating non-deterministic behaviour of human actors in an organisation. The corresponding original methodology is introduced and some of its applications as case studies are reviewed.

Process equipment data organisation in CERN PS controls

International Nuclear Information System (INIS)

Casalegno, L.; Cuperus, J.; Sicard, C.H.

1990-01-01

The CERN PS control system has a widely distributed architecture, mainly for fast response in a real-time environment. The organisation of the data for equipment access must be compatible with this architecture and give efficient program access to the data. Moreover, it must also offer managerial features such as data integrity, easy backup and restoration, adaptibility to changes in data structure, initialisation, data-entry facilities and automatic documentation. This paper shows how one can take advantage of a commercial data-base management system with its associated tools, adding to it some object-oriented programming concepts to meet the objectives of a manageable distributed data organisation having good run-time performance features and using a reasonable manpower investment. (orig.)

Organisational readiness: exploring the preconditions for success in organisation-wide patient safety improvement programmes.

Science.gov (United States)

Burnett, Susan; Benn, Jonathan; Pinto, Anna; Parand, Anam; Iskander, Sandra; Vincent, Charles

2010-08-01

Patient safety has been high on the agenda for more than a decade. Despite many national initiatives aimed at improving patient safety, the challenge remains to find coherent and sustainable organisation-wide safety-improvement programmes. In the UK, the Safer Patients' Initiative (SPI) was established to address this challenge. Important in the success of such an endeavour is understanding 'readiness' at the organisational level, identifying the preconditions for success in this type of programme. This article reports on a case study of the four NHS organisations participating in the first phase of SPI, examining the perceptions of organisational readiness and the relationship of these factors with impact by those actively involved in the initiative. A mixed-methods design was used, involving a survey and semistructured interviews with senior executive leads, the principal SPI programme coordinator and the four operational leads in each of the SPI clinical work areas in all four organisations taking part in the first phase of SPI. This preliminary work would suggest that prior to the start of organisation-wide quality- and safety-improvement programmes, organisations would benefit from an assessment of readiness with time spent in the preparation of the organisational infrastructure, processes and culture. Furthermore, a better understanding of the preconditions that mark an organisation as ready for improvement work would allow policymakers to set realistic expectations about the outcomes of safety campaigns.

Organisational learning by way of organisational development

DEFF Research Database (Denmark)

Elkjær, Bente

In the paper, the idea is explored of organisational learning as the opening andclosure of organisational space for inquiry or reflective thinking, as a way toconstruct organisational learning as an object for research. This is done by asking thequestion of whether an organisational development...... project contributes toorganisational learning. The point of departure is a municipality in Denmark workingtoward digitalising its administration. The conclusion is that the success of such aprocess very much depends on an organisation's ability to encompass severalunderstandings of organisational...... development and digital administration and tosustain them in a productive form of tension instead of pursuing only one of them....

A literature review of organisational, individual and teamwork factors contributing to the ICU discharge process.

Science.gov (United States)

Lin, Frances; Chaboyer, Wendy; Wallis, Marianne

2009-02-01

It is everyday news that we need more intensive care unit (ICU) beds, thus effective use of existing resources is imperative. The aim of this literature review was to critically analyse current literature on how organizational factors, individual factors and teamwork factors influence the ICU discharge process. A better understanding of discharge practices has the potential to ultimately influence ICU resource availability. Databases including CINAHL, MEDLINE, PROQUEST, SCIENCE DIRECT were searched using key terms such as ICU discharge, discharge process, ICU guidelines and policies, discharge decision-making, ICU organisational factors, ICU and human factors, and ICU patient transfer. Articles' reference lists were also used to locate relevant literature. A total of 21 articles were included in the review. Only a small number of ICUs used written patient discharge guidelines. Consensus, rather than empirical evidence, dictates the importance of guidelines and policies. Premature discharge, discharge after hours and discharge by triage still exist due to resources constraints, even though the literature suggests these are associated with increased mortality. Teamwork and team training appear to be effective in improving efficiency and communication between professions or between clinical areas. However, this aspect has rarely been researched in relation to ICU patient discharge. Intensive care patient discharge is influenced by organisational factors, individual factors and teamwork factors. Organisational interventions are effective in reducing ICU discharge delay and shortening patient hospital stay. More rigorous research is needed to discover how these factors influence the ICU discharge process.

Politicking information technology strategy in organisations: A case study of a selected organisation in South Africa

Directory of Open Access Journals (Sweden)

Michael Twum-Darko

2015-06-01

Full Text Available The paper discusses the impact of organisational polities on IT strategy formulation and implementation in an organisation. The objective is to determine the extent of organisational polities on strategy implementation in an organisation. The paper considered the interplay between stakeholders in influencing IT strategy formulation and implementation in an organisation as a socially constructed phenomenon. Thus, the phenomenon can be interpreted and understood by using social theories such Structuration Theory. Hence the paper adopted ANT as a lens through which to understand and interpret the sociotechnical processes associated with IT strategy formulation and implementation in an organisation. Through IT strategy, many organisations attempt to set out key directions and objectives for the use and management of information, communication and technologies. A shared view among these organisations is that IT strategy allows all parts of the organisation to gain a shared understanding of priorities, goals and objectives for both current and future states as defined in the organisational strategy. It is therefore arguable that IT strategy, for the foreseeable future will remain a key aspect of development within organisations. As a result, there has been more focus on how IT strategy is formulated and articulated. What is missing though, is less attention to the implementation of it. Using interpretive research philosophy and employing semi-structured interviews as data collection instrument, this paper attempts to suggest a matrix that will assist organisation to comprehend and deal with organisational politics to reduce its negative impact on IT strategy formulation and implementation in an organisation

Improving Productivity in Building Construction – by Repetitions in Products, Processes, and Organisations

DEFF Research Database (Denmark)

Bekdik, Baris

This thesis builds on several studies with connection to the lack of productivity in build-ing construction. It seeks to enhance the conditions for improving productivity in the fragmented building construction industry, by exploring how a modular thinking of products, processes and organisations...... can be reapplied on new building construction projects. Complexity theory is used for diagnosis and modularity theory for the remedy towards the high degree of complexity, which is seen as the root of unproductivity. De-sign Research Methodology is followed to structure and organise the different...... from the practitioner’s perspective. In the second part of the exploratory study, examples of the fragmented kinds of modu-lar applications around the world are compiled in order to demonstrate the inconsistent use, but still universal appeal that the approach carries with respect to building construc-tion...

The organisational legitimacy of immigrant groups: Turks and Moroccans in Amsterdam

NARCIS (Netherlands)

Vermeulen, F.; Brünger, M.

2014-01-01

This article analyses the organising process of Turkish and Moroccan immigrant groups in Amsterdam over a long-term period. In it, we argue that organisational legitimacy is the driving factor of an organisational process. We understand legitimacy as a generalised belief that an organisation's

Organisational mergers: a behavioural perspective on identity management

NARCIS (Netherlands)

S.R. Giessner (Steffen)

2016-01-01

markdownabstractOrganisational mergers are one of the most extreme forms of organisational change processes. Consequently, they often result in difficulties for employees to adjust to the altered organisational conditions. This is often reflected in low levels of employee identification with the

Identity In and Around Organisations

DEFF Research Database (Denmark)

Schultz, Majken; Maguire, Steve

2013-01-01

concept may not be the best way of approaching and managing your organisation. Rather, Majken Schultz and Steve Maguire argue that organisations would benefit from adopting a process-based view of identity, which integrates history, ongoing change and market instability into its definition.......At the heart of any successful organisation lies a powerful conception of identity: the coherent way in which it presents itself to its stakeholders and employees, containing its purpose, goals and key characteristics. However, the traditional idea of identity as a stable, solid and reliable...

Exploring organisational competences in Human Factors and UX project work: managing careers, project tactics and organisational strategy.

Science.gov (United States)

Furniss, Dominic; Curzon, Paul; Blandford, Ann

2018-06-01

Organisational competence in Human Factors and UX (user experience) has not been looked at before despite its relevance to project success. We define organisational competence as the collective competence of the individuals, bringing together their complementary abilities to deliver an outcome that is typically more than the sum of its parts. Twenty-two UX and Human Factors practitioners were interviewed about their project work in two contrasting domains: web design and safety-critical systems to explore organisational competences. Through doing a FRAM analysis, 29 functions and 6 main areas of competences were identified: the central project process; the process of learning about the problem; maintaining and developing client relations; staff development; evolving practices; and the management of documentation for audit and quality control. These dynamic and situated competences form a web of interactions. Managing competences is essential for project success. Implications for managing careers, project tactics and organisational strategy are discussed. Practitioner Summary: Organisational competences impact how routine and non-routine project work is performed, but these have received little attention in the literature. Six key areas of competences in Human Factors and UX project work were identified from practitioner interviews. Managing combinations of adaptive competences is important for developing careers, project tactics and organisational strategies.

Topical Session on 'Addressing Issues Raised by Stakeholders: Impacts on Process, Content and Behaviour in Waste Organisations'

International Nuclear Information System (INIS)

2004-01-01

At its 5. meeting in June 2004, the FSC held a topical session aimed at reviewing how organisations are adapting to the new outreach and decision-making context. Eleven organisations from eight countries provided the relevant information, which are collected in these proceedings. Learning and adapting to societal requirements - and organising institutions accordingly - is one of the main aspects of the future programme of work of the FSC. This topical session on 'Addressing Issues Raised by Stakeholders: Impacts on Process, Content and Behaviour in Waste Organisations' provides useful material for future initiatives as well as a source of information to interested stakeholders and practitioners. It focused on how regulators and implementers responded and are restructuring to respond to stakeholders' concerns, issues and needs regarding radioactive waste management

Phylogenetic Origins of Brain Organisers

Directory of Open Access Journals (Sweden)

Ellen Robertshaw

2012-01-01

Full Text Available The regionalisation of the nervous system begins early in embryogenesis, concomitant with the establishment of the anteroposterior (AP and dorsoventral (DV body axes. The molecular mechanisms that drive axis induction appear to be conserved throughout the animal kingdom and may be phylogenetically older than the emergence of bilateral symmetry. As a result of this process, groups of patterning genes that are equally well conserved are expressed at specific AP and DV coordinates of the embryo. In the emerging nervous system of vertebrate embryos, this initial pattern is refined by local signalling centres, secondary organisers, that regulate patterning, proliferation, and axonal pathfinding in adjacent neuroepithelium. The main secondary organisers for the AP neuraxis are the midbrain-hindbrain boundary, zona limitans intrathalamica, and anterior neural ridge and for the DV neuraxis the notochord, floor plate, and roof plate. A search for homologous secondary organisers in nonvertebrate lineages has led to controversy over their phylogenetic origins. Based on a recent study in hemichordates, it has been suggested that the AP secondary organisers evolved at the base of the deuterostome superphylum, earlier than previously thought. According to this view, the lack of signalling centres in some deuterostome lineages is likely to reflect a secondary loss due to adaptive processes. We propose that the relative evolutionary flexibility of secondary organisers has contributed to a broader morphological complexity of nervous systems in different clades.

Infrastructures for collaboration in virtual organisations

NARCIS (Netherlands)

Wognum, P.M.; Faber, Edward Christianus Cornelis

2002-01-01

Many organisations are currently forced to collaborate with others in renewing their products and processes to stay competitive, to enter new or to retain their current markets, or to get easy access to new knowledge. Management of collaboration between two or more organisations is, however, still

Transition Towards An Integrated Network Organisation

DEFF Research Database (Denmark)

Mykhaylenko, Alona; Wæhrens, Brian Vejrum

2016-01-01

, with particular attention to the role played by the home base (HB) organisation in this evolution. The research is focused on the intra-organisational global network and uses a longitudinal single-case study. Findings depict the transition as being enabled by the interaction between HB knowledge about......Management of internationally dispersed and networked operations has been in the focus of research attention. However, the existing studies underestimate the incrementality of changes shaping such organisations. This work investigates how organisations evolve into network structures...... the organization, and its reconfiguration decisions. Implications are also discussed regarding process drivers and the role of HB in the network organization....

PROJECT IMPLEMENTATION IN ORGANISATIONS OF REPETITIVE ACTIVITIES

Directory of Open Access Journals (Sweden)

Marek WIRKUS

2015-04-01

Full Text Available The study presents the implementation of projects in organisations that achieve business objectives through the imple-mentation of repetitive actions. Projects in these organisations are, on the one hand, treated as marginal activities, while the results of these projects have significant impact on the delivery of main processes, e.g. through the introduction of new products. Human capital and solutions in this field bear impact on the success of projects in these organisations, which is not always conducive to smooth implementation of projects. Conflict results from the nature of a project, which is a one-time and temporary process, so organisational solutions are also temporary. It influences on attitudes and com-mitment of the project contractors. The paper identifies and analyses factors which affect the success of the projects.

Organisational Learning: Theoretical Shortcomings and Practical Challenges

Directory of Open Access Journals (Sweden)

Jon Aarum Andersen

2014-05-01

Full Text Available This paper addresses two problems related to learning and the use of knowledge at work. The first problem is the theoretical shortcomings stemming from the controversy between three different concepts of ‘organisational learning.’ In order to enhance scholarship in this field the notion that organisations - as organisations - can learn need to be rejected for theoretical and empirical reasons. The metaphorical use of ‘organisational learning’ creates only confusion. Learning is a process and knowledge is the outcome of that process. It is argued that learning and knowledge is only related to individuals. Knowledge is thus the individual capability to draw distinctions, within a domain of action, based on an appreciation of context or theory. Consequently, knowledge becomes organisational when it is created, developed and transmitted to other individuals in the organisation. In a strict sense knowledge becomes organisational when employees use it and act based on generalisations due to the rules and procedures found in their organisation. The gravest problem is practical challenges due to the fact that the emphasis on learning, knowledge and competence of the working force do not materialize in the application of the knowledge acquired. It is evident that employees do not use their increased knowledge. However, we do not know why they do not use it. An enormous waste of money is spent on learning and knowledge in organisations which does not yield what is expected. How can managers act in order to enhance the application of increased knowledge possessed by the workforce?

Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

Directory of Open Access Journals (Sweden)

Zdenko Stacho

2013-01-01

Full Text Available A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340 and in Czech Republic (n = 109 focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

Organisational values and organisational commitment: do nurses' ethno-cultural differences matter?

Science.gov (United States)

Hendel, Tova; Kagan, Ilya

2014-05-01

To examine the association between perceived organisational values and organisational commitment among Israeli nurses in relation to their ethno-cultural background. Differences and the discrepancy between individuals' organisational values and those of their organisational culture are a potential source of adjustment difficulties. Organisational values are considered to be the bond of the individual to their organisation. In multicultural societies, such as Israel, the differences in perception of organisational values and organisational commitment may be reflected within workgroups. Data were collected using a questionnaire among 106 hospital nurses. About 59.8% of the sample were Israeli-born. A positive correlation was found between organisational values and organisational commitment. Significant differences were found in organisational values and organisational commitment between Israeli-born-, USSR-born- and Ethiopian-born nurses. The socio-demographic profile modified the effect of organisational values on organisational commitment: when the nurse was male, Muslim, religiously orthodox and without academic education, the effect of organisational values on organisational commitment was higher. Findings confirm the role of culture and ethnicity in the perception of organisational values and the level of organisational commitment among nurses. Assessing ethno-cultural differences in organisational values and organisational commitment provides a fuller understanding of nurses' ability to adjust to their work environment and helps nurse managers devise means to increase nurses' commitment. © 2012 John Wiley & Sons Ltd.

Strategy Development in Organisations

DEFF Research Database (Denmark)

Sørensen, Lene

1999-01-01

There exist certain ambiguities with the converging fields of information technology and organisational strategy development. The term "IT strategy" has evolved and reflects in some respects this confusion. This paper discusses some of the ambiguities and difficulties of the term "IT strategy......" as used in practice and literature. Emphasis is put on how the term is related to the problem, the organisation, the strategy process and the practical way of methodologically developing the strategy. Finally, alternative strategy developing perspectives are presented....

Organisational development in a rural hospital in Australia.

Science.gov (United States)

Young, Suzanne; Leggat, Sandra; Stanton, Pauline; Bartram, Tim

2015-04-01

This paper analyses an organisational development project that aimed to change the organisational culture and improve people management systems and processes. The questions addressed were: was the change process a success; how was success defined; and what were the barriers to its progress? We examined the process of change over a 3-year period. The organisational development intervention is described and analysed. Qualitative methods, including document review, in-depth interviews and focus groups, participant observation, newsletters and diary entries were used to gather the data. A variant of competing values was used to analyse the data. We sought to build trust with all managers and encouraged reflection by conducting feedback sessions, presentations, workshops and one-on-one and group discussions. A cross-site action group was established to encourage organisation-wide participation in the project. However, it was clear that stakeholders had different understandings and perceptions of the problems facing the organisation. The project faltered when a leadership development intervention was organised. The existence of at least four different organisational 'worlds' and identities, according to different professional groupings with different goals, languages and values, was evident. The relationship between the researcher and subjects was key in terms of whether the researcher is seen as an 'expert' or as a 'facilitator'. In bringing about change, we need to work with the Chief Executive Officer in empowering others. Hence, the researchers need to engage in continual dialogue across boundaries and within groups as well as at individual levels to provide support for organisational change.

Innovating the Product Development Organisation

DEFF Research Database (Denmark)

Andreasen, Mogens Myrup; Hein, Lars

1997-01-01

The organisational innovation of the product development function is a doubtful affair since we can hardly describe why a specific organisation works. In this article two comprehensive innovation campaigns in Danish industry are described with reference to the nature, content and results...... of innovative processes and as the crux an attempt to explain principal elements in the changes of attitudes and behaviour in companies....

Organisational Change: A Solution-Focused Approach

Science.gov (United States)

Morgan, Gavin

2016-01-01

This study investigates the effectiveness of a solution-focused approach to organisational change. Planning Alternative Tomorrows with Hope (PATH) is an intervention more commonly applied to individuals. In this study the intervention is used with groups of people working in educational organisations to help manage the change process. The approach…

Between Organisation and Architecture

DEFF Research Database (Denmark)

Stang Våland, Marianne

2011-01-01

This paper contributes to our sparse knowledge on the relationship between organisational and architectural design. It is based on an ethnographic study of the process of designing a municipality town hall, in which end-user participation constituted an integrated part of the design process...

Organisational Art

DEFF Research Database (Denmark)

Ferro-Thomsen, Martin

creation of a practical utopia (?heterotopia?) in the organisational context. The case study makes use of both art- and organisational theory. The thesis concludes with an outline of a framework for OA that is derived from contemporary theory of mainly Relational Aesthetics (Bourriaud), Conceptual Art......University of Copenhagen / Learning Lab Denmark. 2005 Kort beskrivelse: Organisational Art is a tentative title for an art form that works together with organisations to produce art. This is most often done together with non-artist members of the organisation and on-site in their social context. OA...... is characterised as socially engaged, conceptual, discursive, site-specific and contextual. Abstract: This investigation is about Organisational Art (OA), which is a tentative title for an art form that works together with organisations (companies, institutions, communities, governments and NGOs) to produce art...

Organisational systems and services for children of parents with mental illness and their families: processes of change and sustainability.

Science.gov (United States)

Owen, Susanne

2010-09-01

Adult mental illness in the community including depression and anxiety has achieved greater public awareness and visibility in recent years and this has also resulted in increased recognition about the widespread impact on dependent children. During the past decade in Australia, policies and specific programs for infants, children and youth in terms of prevention, early intervention and promotion in relation to children of parents with a mental illness ('copmi') have been devised. However, these have generally been disconnected projects, essentially supported only by non-recurrent funding. In more recent years, systematic and interconnected responses involving a wider range of government, non-government and consumer and carer organisations to build sustainability have become the focus. However, little research about change processes affecting the organisational systems serving children of parents with mental illness and their families has been undertaken. This aim of the current study is to describe the enablers and barriers that contribute to change in systems and government and non-government organisations in relation to children of parents with a mental illness in Australia over the past decade, within the context of sustainability. The study involved interviews, focus groups and website and literature searches regarding systems change across Australian states and territories and nationally in relation to the enablers, barriers and future directions. Strategic and intentional processes within organisations, more evolutionary ongoing cross-agency processes and links to sustained changes are key systems change findings. Relevance for change in other health services is highlighted.

Key variables of organisation design in servitization

DEFF Research Database (Denmark)

Kreye, Melanie; Jensen, Per Langaa

2014-01-01

Manufacturing companies offering additional service with their products need to change their organisation design to accommodate for the service business. Using the star model, this paper investigates organisation design in terms of strategy, structure, processes, rewards and people as a response ...

Organising aspects of the Levels Added Organisation (LAO

Directory of Open Access Journals (Sweden)

Duško Uršič

2002-01-01

Full Text Available How to achieve a more efficient, more successful, and above all more competitive organisation in the given environment and equal spare time in everything? One of responses is evidently hidden in the levels added organisation concept, which has already proved its advantages in some domains practice, and now we also try to define and explain them from the organisational and scientific aspect. As briefly presented in this paper, the nucleus is hidden in the evolutionary development of the organisation that adopts innovations, then tests and evaluates them, combines and upgrades them, and consequently it efficiently resolves difficulties of existent organisational concepts.

Materiality and the Enduring Aspects of Organisational Identities

DEFF Research Database (Denmark)

Backer, Lise

This article contributes to the emerging body of work in organisational theory that seeks to include materiality in conceptualising processes of organizing (e.g. Law, 1994; Doolin, 2003; Czarniawska and Gustavsson, 2004; Dale, 2005). Using the four largest multinational oil companies' green...... transition towards renewable energies as a case the article integrates material aspects into the theory on the narration of organisational identities. Following Czarniawska (1997) the concept of organisational identity is viewed as an evolving organisational narrative. Following Law (1994....... The article concludes to that end that both social and material aspects add to the endurance of organisational identities....

The problem of using hierarchy for implementing organisational innovation

NARCIS (Netherlands)

Schuring, R.W.; Harbers, Clementine; Harbers, C.C.E.; Kruiswijk, M.; Kruiswijk, Martine; Rijnders, Sander; Boer, Harm

2003-01-01

Neither science nor practice seems to regard the implementation of a continuous improvement (CI) programme as a problematic organisational innovation. Many organisations do not regard CI implementation as a major change and tend to use their existing hierarchy to organise and manage the process.

Implications and effectiveness of information management while restructuring an organisation

OpenAIRE

2008-01-01

This research paper undertakes to outline factors of Information Management that organisations should consider when attempting a restructuring process. Conversely, valuable information and knowledge are often mislaid, overlooked or discarded to the eventual detriment of an organisation during the processes of downsizing, rightsizing, restructuring, reorganisation, reengineering, transformation or change. In the global economy organisations are always striving to keep ahead of competition and ...

The Context, Process, and Outcome Evaluation Model for Organisational Health Interventions

Science.gov (United States)

Fridrich, Annemarie; Jenny, Gregor J.; Bauer, Georg F.

2015-01-01

To facilitate evaluation of complex, organisational health interventions (OHIs), this paper aims at developing a context, process, and outcome (CPO) evaluation model. It builds on previous model developments in the field and advances them by clearly defining and relating generic evaluation categories for OHIs. Context is defined as the underlying frame that influences and is influenced by an OHI. It is further differentiated into the omnibus and discrete contexts. Process is differentiated into the implementation process, as the time-limited enactment of the original intervention plan, and the change process of individual and collective dynamics triggered by the implementation process. These processes lead to proximate, intermediate, and distal outcomes, as all results of the change process that are meaningful for various stakeholders. Research questions that might guide the evaluation of an OHI according to the CPO categories and a list of concrete themes/indicators and methods/sources applied within the evaluation of an OHI project at a hospital in Switzerland illustrate the model's applicability in structuring evaluations of complex OHIs. In conclusion, the model supplies a common language and a shared mental model for improving communication between researchers and company members and will improve the comparability and aggregation of evaluation study results. PMID:26557665

The Context, Process, and Outcome Evaluation Model for Organisational Health Interventions.

Science.gov (United States)

Fridrich, Annemarie; Jenny, Gregor J; Bauer, Georg F

2015-01-01

To facilitate evaluation of complex, organisational health interventions (OHIs), this paper aims at developing a context, process, and outcome (CPO) evaluation model. It builds on previous model developments in the field and advances them by clearly defining and relating generic evaluation categories for OHIs. Context is defined as the underlying frame that influences and is influenced by an OHI. It is further differentiated into the omnibus and discrete contexts. Process is differentiated into the implementation process, as the time-limited enactment of the original intervention plan, and the change process of individual and collective dynamics triggered by the implementation process. These processes lead to proximate, intermediate, and distal outcomes, as all results of the change process that are meaningful for various stakeholders. Research questions that might guide the evaluation of an OHI according to the CPO categories and a list of concrete themes/indicators and methods/sources applied within the evaluation of an OHI project at a hospital in Switzerland illustrate the model's applicability in structuring evaluations of complex OHIs. In conclusion, the model supplies a common language and a shared mental model for improving communication between researchers and company members and will improve the comparability and aggregation of evaluation study results.

Hospital transformation and organisational learning.

Science.gov (United States)

Ho, W

1999-12-01

Kwong Wah Hospital was founded by the charity organisation Tung Wah Group of Hospitals some 88 years ago, with management transfer to the Hong Kong Hospital Authority in 1991. Capitalizing both from the traditional caring culture of its founder, as well as opportunities in the new management environment, the hospital has scored remarkable successes in service quality, community partnership, organisational effectiveness, and staff development. Underpinning these transformations were Structure, Process, People, and Culture strategies. The learning imperative is heavily mandated or the success of each of these strands of development. Indeed, the embodiment of a learning organisation culture provides the impetus in sustaining the change momentum, towards achieving the Vision of becoming a 'Most Preferred Hospital' in Hong Kong.

Associations between the organisation of stroke services, process of care, and mortality in England: prospective cohort study.

Science.gov (United States)

Bray, Benjamin D; Ayis, Salma; Campbell, James; Hoffman, Alex; Roughton, Michael; Tyrrell, Pippa J; Wolfe, Charles D A; Rudd, Anthony G

2013-05-10

To estimate the relations between the organisation of stroke services, process measures of care quality, and 30 day mortality in patients admitted with acute ischaemic stroke. Prospective cohort study. Hospitals (n=106) admitting patients with acute stroke in England and participating in the Stroke Improvement National Audit Programme and 2010 Sentinel Stroke Audit. 36,197 adults admitted with acute ischaemic stroke to a participating hospital from 1 April 2010 to 30 November 2011. Associations between process of care (the assessments, interventions, and treatments that patients receive) and 30 day all cause mortality, adjusting for patient level characteristics. Process of care was measured using six individual measures of stroke care and summarised into an overall quality score. Of 36,197 patients admitted with acute ischaemic stroke, 25,904 (71.6%) were eligible to receive all six care processes. Patients admitted to stroke services with high organisational scores were more likely to receive most (5 or 6) of the six care processes. Three of the individual processes were associated with reduced mortality, including two care bundles: review by a stroke consultant within 24 hours of admission (adjusted odds ratio 0.86, 95%confidence interval 0.78 to 0.96), nutrition screening and formal swallow assessment within 72 hours (0.83, 0.72 to 0.96), and antiplatelet therapy and adequate fluid and nutrition for first the 72 hours (0.55, 0.49 to 0.61). Receipt of five or six care processes was associated with lower mortality compared with receipt of 0-4 in both multilevel (0.74, 0.66 to 0.83) and instrumental variable analyses (0.62, 0.46 to 0.83). Patients admitted to stroke services with higher levels of organisation are more likely to receive high quality care as measured by audited process measures of acute stroke care. Those patients receiving high quality care have a reduced risk of death in the 30 days after stroke, adjusting for patient characteristics and

A Model of Project and Organisational Dynamics

Directory of Open Access Journals (Sweden)

Jenny Leonard

2012-04-01

Full Text Available The strategic, transformational nature of many information systems projects is now widely understood. Large-scale implementations of systems are known to require significant management of organisational change in order to be successful. Moreover, projects are rarely executed in isolation – most organisations have a large programme of projects being implemented at any one time. However, project and value management methodologies provide ad hoc definitions of the relationship between a project and its environment. This limits the ability of an organisation to manage the larger dynamics between projects and organisations, over time, and between projects. The contribution of this paper, therefore, is to use literature on organisational theory to provide a more systematic understanding of this area. The organisational facilitators required to obtain value from a project are categorised, and the processes required to develop those facilitators are defined. This formalisation facilitates generalisation between projects and highlights any time and path dependencies required in developing organisational facilitators. The model therefore has the potential to contribute to the development of IS project management theory within dynamic organisational contexts. Six cases illustrate how this model could be used.

'Ethos' Enabling Organisational Knowledge Creation

Science.gov (United States)

Matsudaira, Yoshito

This paper examines knowledge creation in relation to improvements on the production line in the manufacturing department of Nissan Motor Company and aims to clarify embodied knowledge observed in the actions of organisational members who enable knowledge creation will be clarified. For that purpose, this study adopts an approach that adds a first, second, and third-person's viewpoint to the theory of knowledge creation. Embodied knowledge, observed in the actions of organisational members who enable knowledge creation, is the continued practice of 'ethos' (in Greek) founded in Nissan Production Way as an ethical basis. Ethos is knowledge (intangible) assets for knowledge creating companies. Substantiated analysis classifies ethos into three categories: the individual, team and organisation. This indicates the precise actions of the organisational members in each category during the knowledge creation process. This research will be successful in its role of showing the indispensability of ethos - the new concept of knowledge assets, which enables knowledge creation -for future knowledge-based management in the knowledge society.

EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS

Directory of Open Access Journals (Sweden)

VNOUČKOVÁ, Lucie

2013-09-01

Full Text Available The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education.

Training Drivers, Competitive Strategy and Clients' Needs: Case Studies of Three Business Process Outsourcing Organisations

Science.gov (United States)

Malik, Ashish

2009-01-01

Purpose: The purpose of this paper is to examine the factors that drive a firm's decision to invest in training in India's IT-enabled services/business process outsourcing (ITeS/BPO) sector. It aims to consider a much-neglected area and an often-cited need to consider external factors, especially the needs of an organisation's clients in a firm's…

The emergence of user organisation of homeless persons in Denmark

DEFF Research Database (Denmark)

Anker, Jørgen

persons emerges in these years. The second part of the paper provides a more detailed description of the organisation, its aims, strategies and organisational structure. Some of the dilemmas and difficulties of the user organisation are finally mentioned at the end of the paper.......This paper provides an overview of the history of the user organisation of homeless persons in Denmark. The first part of the paper seeks to identify some of the processes and actors who facilitated the formation of the organisation, and it seeks to discuss why a user organisation of homeless...

The relationship between organisational communication and perception.

Science.gov (United States)

Marynissen, H M F

2011-01-01

Both researchers and managers search for the most appropriate form of organisational communication. The aim of such an organisational communication is to influence the receivers' perception to confirm, adapt or change behaviour according to the sender's intention. This paper argues that to influence the receivers' perception, a specific form of communication that is embedded in a specific organisational culture is required. It also demands prior knowledge of the existing organisational schemata and the current perception concerning the topic that has to be communicated. The rationale is that three obstacles hinder the objectives of traditional communication strategies to influence perception according to the sender's objectives. The first challenge is that a receiver of a certain message never garners one single, clearly pronounced message conveyed by one single person. Yet, few studies are based on multiple messages from various sources. This makes most of the communication strategies in use obsolete. The second strain is the dual mode of thinking that forms organisational members' perceptions: the heuristic and the cogitative (Taleb, 2010). Most organisational communication theories are based on the paradigm in which receivers of information process this information in a rational way, while research in the field of neurobiology (Lehrer, 2009) indicates that rationality is dominated by emotions. The third difficulty is that organisational members constrain to well-established, ingrained schemas (Labianca et al., 2000; Balogun and Johnson, 2004). Based on these existing schemas, the scattered information from multiple sources, and the inability to process that information through cognitive reasoning, organisational members construct perceptions that are not in line with the objectives of the sender's communication. This article reviews different communication theories, points out key concepts in the literature on individual and collective perceptions, and suggests

Building the hybrid organisation through ERP and enterprise social software

OpenAIRE

Greasley, Andrew; Wang, Yucan

2016-01-01

This research traces the implementation of an information system in the form of ERP modules covering tenant and contract management in a Chinese service company. Misalignments between the ERP system specification and user needs led to the adoption of informal processes within the organisation. These processes are facilitated within an informal organisational structure and are based on human interactions undertaken within the formal organisation. Rather than to attempt to suppress the emergenc...

Understanding the long-term influence of EIA on organisational learning and transformation

Energy Technology Data Exchange (ETDEWEB)

Jones, Megan, E-mail: 31836179@student.murdoch.edu.au [Environmental and Conservation Sciences, Murdoch University (Australia); Morrison-Saunders, Angus, E-mail: a.morrison-saunders@murdoch.edu.au [Environmental and Conservation Sciences, Murdoch University, Australia, Research Unit for Environmental Sciences and Management, North-West University (South Africa)

2017-05-15

This research is an attempt to verify the notion postulated by Robert Bartlett and Lynton Caldwell that the full benefits of environmental impact assessment (EIA) would take decades to be realized. While EIA is intended to directly influence decision-making regarding new development proposals, the process is also expected to lead to organisational learning and transformation over time. Our aim was to examine the influence of EIA on a single Western Australian proponent with sustained experience in the process to understand how EIA is used within the organisation and to seek evidence of transformation of the organisation's purpose and mission. The research reviewed literature in order to identify key influences of EIA on organisations, along with semi-structured staff interviews and document analysis for the case study organisation. Ascertaining causality that involvement in EIA processes influences or effects organisational learning and transformation is a challenge in the face of other societal events. Document analysis and interviewee data indicates that the action-forcing nature of EIA did influence proponent behavior through the creation of internal processes seeking to ensure robust design of new projects that would satisfy environmental protection expectations, without the need to trigger formal EIA. Evidence of EIA values and thinking were apparent within internal documentation, including the evolving mission statement. Our research indicates that participation in the EIA process can positively influence organisational learning and transformation by guiding internal change for decision-making. - Highlights: • The long-term influence of EIA on a proponent organisation is investigated. • EIA promotes internal organisational learning and transformation. • Analysis of mission statements can indicate the influence of EIA on organisations. • Organisations aligned with EIA values can reduce the need to engage in formal EIA.

Understanding the long-term influence of EIA on organisational learning and transformation

International Nuclear Information System (INIS)

Jones, Megan; Morrison-Saunders, Angus

2017-01-01

This research is an attempt to verify the notion postulated by Robert Bartlett and Lynton Caldwell that the full benefits of environmental impact assessment (EIA) would take decades to be realized. While EIA is intended to directly influence decision-making regarding new development proposals, the process is also expected to lead to organisational learning and transformation over time. Our aim was to examine the influence of EIA on a single Western Australian proponent with sustained experience in the process to understand how EIA is used within the organisation and to seek evidence of transformation of the organisation's purpose and mission. The research reviewed literature in order to identify key influences of EIA on organisations, along with semi-structured staff interviews and document analysis for the case study organisation. Ascertaining causality that involvement in EIA processes influences or effects organisational learning and transformation is a challenge in the face of other societal events. Document analysis and interviewee data indicates that the action-forcing nature of EIA did influence proponent behavior through the creation of internal processes seeking to ensure robust design of new projects that would satisfy environmental protection expectations, without the need to trigger formal EIA. Evidence of EIA values and thinking were apparent within internal documentation, including the evolving mission statement. Our research indicates that participation in the EIA process can positively influence organisational learning and transformation by guiding internal change for decision-making. - Highlights: • The long-term influence of EIA on a proponent organisation is investigated. • EIA promotes internal organisational learning and transformation. • Analysis of mission statements can indicate the influence of EIA on organisations. • Organisations aligned with EIA values can reduce the need to engage in formal EIA.

Understanding human and organisational factors - Nuclear safety and at-risk organisations

International Nuclear Information System (INIS)

Bernard, Benoit

2014-01-01

This book addresses human and organisational factors which are present at different moments of the lifetime of an at-risk installation (from design to dismantling). At-risk organisations are considered as firstly human systems, and the objective is then to highlight individual and collective mechanisms in these organisations. Several questions are addressed, notably the origins of at-risk behaviour, and the reasons of the repetition of errors by these organisations. A first chapter, while referring to examples, addresses the human dimension of safety: human and organisational factors as obstacles, normal accidents (Three Mile Island), accidents in high-reliability organisations (Chernobyl), identification of root causes (Tokai-mura), and social-technical approach to safety (Fukushima). By also referring to examples, the second chapter addresses how to analyse at-risk organisations: individual behaviours (case of naval and air transport accidents), team coordination (a fire, the Challenger accident), and organisational regulation (organisations forms and routines, explosion of BP Texas City, explosion of Columbia)

Improving care coordination using organisational routines.

Science.gov (United States)

Prætorius, Thim

2016-01-01

The purpose of this paper is to systematically apply theory of organisational routines to standardised care pathways. The explanatory power of routines is used to address open questions in the care pathway literature about their coordinating and organising role, the way they change and can be replicated, the way they are influenced by the organisation and the way they influence health care professionals. Theory of routines is systematically applied to care pathways in order to develop theoretically derived propositions. Care pathways mirror routines by being recurrent, collective and embedded and specific to an organisation. In particular, care pathways resemble standard operating procedures that can give rise to recurrent collective action patterns. In all, 11 propositions related to five categories are proposed by building on these insights: care pathways and coordination, change, replication, the organisation and health care professionals. Research limitations/implications - The paper is conceptual and uses care pathways as illustrative instances of hospital routines. The propositions provide a starting point for empirical research. The analysis highlights implications that health care professionals and managers have to consider in relation to coordination, change, replication, the way the organisation influences care pathways and the way care pathways influence health care professionals. Originality/value - Theory on organisational routines offers fundamental, yet unexplored, insights into hospital processes, including in particular care coordination.

Outsourcing in private healthcare organisations: a Greek perspective.

Science.gov (United States)

Moschuris, Socrates J; Kondylis, Michael N

2007-01-01

The purpose of this paper is to present a study carried out to investigate the extent of outsourcing, the decision-making process, the impact of outsourcing, and the future trend of outsourcing in private healthcare organisations in Greece. A survey instrument was designed and mailed to a random sample of 100 private healthcare organisations in Greece. A total of 25 usable questionnaires were received, representing a response rate of 25 percent. The survey instrument focused on the extent to which private healthcare organisations outsource services, the decision-making process for choosing an external service provider, the impact of outsourcing, and the future trend of outsourcing. Private healthcare organisations in Greece outsource a variety of activities. Cost savings, customisation, and customer satisfaction are the main factors affecting the outsourcing decision. The cooperation with a contract service provider has led to an improvement in customer satisfaction and to a cost reduction. Most users are highly satisfied with the performance of these companies and believe that there will be a future increase in the usage of these services. The paper provides a framework regarding outsourcing in private healthcare organisations. This research fills the gap in the area of outsourcing in private healthcare organisations in Greece.

Integrated care in the daily work: coordination beyond organisational boundaries.

Science.gov (United States)

Petrakou, Alexandra

2009-07-09

In this paper, integrated care in an inter-organisational cooperative setting of in-home elderly care is studied. The aim is to explore how home care workers coordinate their daily work, identify coordination issues in situ and discuss possible actions for supporting seamless and integrated elderly care at home. The empirical findings are drawn from an ethnographic workplace study of the cooperation and coordination taking place between home care workers in a Swedish county. Data were collected through observational studies, interviews and group discussions. The paper identifies a need to support two core issues. Firstly, it must be made clear how the care interventions that are currently defined as 'self-treatment' by the home health care should be divided. Secondly, the distributed and asynchronous coordination between all care workers involved, regardless of organisational belonging must be better supported. Integrated care needs to be developed between organisations as well as within each organisation. As a matter of fact, integrated care needs to be built up beyond organisational boundaries. Organisational boundaries affect the planning of the division of care interventions, but not the coordination during the home care process. During the home care process, the main challenge is the coordination difficulties that arise from the fact that workers are distributed in time and/or space, regardless of organisational belonging. A core subject for future practice and research is to develop IT tools that reach beyond formal organisational boundaries and processes while remaining adaptable in view of future structure changes.

Organisational Structure

Science.gov (United States)

National Centre for Vocational Education Research (NCVER), 2006

2006-01-01

An understanding of organisational structure can provide guidance for organisations that want to change and innovate. Many writers agree that this understanding allows organisations to shape how their work is done to ultimately achieve their business goals--and that too often structure is given little consideration in business strategy and…

The Impact of Organisational Learning on Organisational Performance

Directory of Open Access Journals (Sweden)

Anna Zgrzywa-Ziemak

2015-12-01

Full Text Available Purpose: The aim of this article is to analyse the theoretical views and results of empirical research concerning the relation between organisational learning (OL and organisational performance (OP. Methodology: The study was carried out through extensive literature research, including relevant literature review from databases such as ProQuest, Elsevier, Emerald and EBSCO (the phrases: “organisational learning”, “learning organisation” and “organisational performance” were searched in the keywords, titles or abstracts. Findings: From a theoretical point of view, the relation between OL and OP is neither obvious nor clear, but the analysis of the empirical studies allows one to assume that OL has an essential impact on OP. However, differences in the strength of the relation were shown and some contradictions related to the presence of the relation between OL and selected (mostly financial performance aspects identified. Furthermore, the article discusses the significant differences and inconsistencies in the methods of measuring OL, measuring OP, selecting contextual factors and adopted methods of data analysis. Implications: Inconsistencies and gaps found in the studies of the relationship between OL and OP made it possible to designate the direction for promising further research. Value: The article presents valuable insight through its in-depth, critical analysis of the organisational learning and organisational outcomes. First and foremost, this indicates that the formula of the previous empirical studies does not allow for the development of precise solutions pertaining to organisational learning management for the benefit of OP improvement.

The impact of organisational change and fiscal restraint on organisational culture.

Science.gov (United States)

Dark, Frances; Whiteford, Harvey; Ashkanasy, Neal M; Harvey, Carol; Harris, Meredith; Crompton, David; Newman, Ellie

2017-01-01

Strategies to implement evidence-based practice have highlighted the bidirectional relationship of organisational change on organisational culture. The present study examined changes in perceptions of organisational culture in two community mental health services implementing cognitive therapies into routine psychosis care over 3 years. During the time of the study there were a number of shared planned and unplanned changes that the mental health services had to accommodate. One service, Metro South, had the additional challenge of embarking on a major organisational restructure. A survey of organisational culture was administered to clinical staff of each service at yearly intervals over the 3 years. At baseline assessment there was no significant difference between the two services in organisational culture. At the midpoint assessment, which was conducted at the time the Metro South restructure was operationalized, there were less positive ratings of organisational culture recorded in Metro South compared to the other service. Organisational culture returned to near-baseline levels at endpoint assessment. These findings are consistent with the literature that organisational culture is relatively robust and resilient. It is also consistent with the literature that, at any one time, a service or organisation may have a finite capacity to absorb change. Consequently this limitation needs to be taken into account in the timing and planning of major service reform where possible. The results also extend the literature, insofar as external factors with a high impact on the operation of an organisation may impact upon organisational culture albeit temporarily.

Organisational Structure – Structures for Growth

OpenAIRE

Ramskill, Jason

2011-01-01

Summary Rexam Plc has articulated that part of the company’s strategy is to make a carefully managed expansion into the emerging markets. In this report I suggest an alternative structure for Rexam to enable implementation of such a strategy and propose a business process for designing effective organisational structures. The work of Chandler (1962) charts the evolution of company organisational structures from the early centralised structures of the 1920s to the multidivisional str...

Integrated care in the daily work: coordination beyond organisational boundaries

Directory of Open Access Journals (Sweden)

Alexandra Petrakou

2009-07-01

Full Text Available Objectives: In this paper, integrated care in an inter-organisational cooperative setting of in-home elderly care is studied. The aim is to explore how home care workers coordinate their daily work, identify coordination issues in situ and discuss possible actions for supporting seamless and integrated elderly care at home. Method: The empirical findings are drawn from an ethnographic workplace study of the cooperation and coordination taking place between home care workers in a Swedish county. Data were collected through observational studies, interviews and group discussions. Findings: The paper identifies a need to support two core issues. Firstly, it must be made clear how the care interventions that are currently defined as ‘self-treatment’ by the home health care should be divided. Secondly, the distributed and asynchronous coordination between all care workers involved, regardless of organisational belonging must be better supported. Conclusion: Integrated care needs to be developed between organisations as well as within each organisation. As a matter of fact, integrated care needs to be built up beyond organisational boundaries. Organisational boundaries affect the planning of the division of care interventions, but not the coordination during the home care process. During the home care process, the main challenge is the coordination difficulties that arise from the fact that workers are distributed in time and/or space, regardless of organisational belonging. A core subject for future practice and research is to develop IT tools that reach beyond formal organisational boundaries and processes while remaining adaptable in view of future structure changes.

LearnSafe. Learning organisations for nuclear safety

International Nuclear Information System (INIS)

Wahlstroem, B.; Kettunen, J.; Reiman, T.

2005-03-01

The nuclear power industry is currently undergoing a period of major change, which has brought with it a number of challenges. These changes have forced the nuclear power plants to initiate their own processes of change in order to adapt to the new situation. This adaptation must not compromise safety at any time, but during a rapid process of change there is a danger that minor problems may trigger a chain of events leading to a degraded safety. Organisational learning has been identified as an important component in ensuring the continued safety and efficiency of nuclear organisations. In response to these challenges a project LearnSafe 'Learning organisations for nuclear safety' was set up and funded by the European Community under the 5th Euratom Framework Programme. The present report gives an account of the LearnSafe project and its major results. (orig.)

Transformation of an organisation into a team-oriented organisational approach and efficient use of teamwork in the context of environment

Directory of Open Access Journals (Sweden)

Željko Turkalj

2012-12-01

Full Text Available Social changes dictating business dynamics in the new century, a growing complexity of business processes as well as job complexity nowadays demands networking of human resources in order to achieve organisational goals. Synergy and cohesion created by teamwork are the key to the success of any organisation. Team organisation represents organisational structure that can be embedded in the existing organisational form in a very simple way. This results in a productive and flexible environment coordinated by efficient teams. Since the beginning of time, human beings have not functioned as se- parate individuals. Modern times provide the best account of the time where complicated hierarchical organisations are simplified in a very plain way and they ensure their work efficiency by reorganizing jobs and networking human resources. Complex and difficult tasks are solved by sharing responsibili- ties in a simple way; therefore, teamwork and team-oriented organisational structure offer numerous advantages. In addition to the theoretical overview, research was conducted on a selected economic operator in one of its business units. The obtained results point to a high level of teamwork and satisfaction in carrying out the work. The research results confirmed the fact that teamwork is nowadays increasingly present in organisations. Efficient teams representing intellectual capital of any organisation create a more productive and a more innovative organisation with all its special features. Thus, survival condi- tions are created and competitive advantages are achieved in a very demanding and turbulent market.

Organisation

DEFF Research Database (Denmark)

Sørensen, Henrik B.; Hansen, Kaj; Heide, Asbjørn

Bogen giver en indføring i de centrale emner indenfor organisation og ledelse. Bogen henvender sig især til akademi- og diplomuddannelserne samt uddannelser til professionsbachelorer, der alle har et anvendelsesorienteret formål. Endvidere henvender bogen sig til uddannelser og kurser, der...... beskæftiger sig med ledelse og organisation på et videregående niveau. Til bogen er der udarbejdet en lang række supplerende materialer til undervisere og studerende i form af opgaver og cases, test med tilhørende svar, vejledninger i opgaveløsning og projektarbejde. dette univers kan findes på bogens...... hjemmeside på www.organisation.academica.dk...

Preparing organisations for employee-driven open innovation

Directory of Open Access Journals (Sweden)

Amundsen, O.

2014-07-01

Full Text Available The present study addresses the need to prepare organisations, small or large, for open innovation approaches, including the development of capacity to exploit the potential benefits of such principles through Employee-Driven Innovation (EDI. Based on interviews in 20 Norwegian enterprises, we propose that EDI is an under-explored opportunity in many organisations, and that the systematic introduction of EDI practices increases organisations' ability to exploit open innovation principles and favourably impacts the capacity for innovation. Specifically, EDI results in a more general interest in improvement among employees, increased engagement in innovation processes, and reduced opposition to change.

Organisation

DEFF Research Database (Denmark)

Lindkvist, Pia

Du vil som læser få et indblik i, hvordan omgivelsernes ændrede krav til virksomhederne ændrer på organisations- og ledelsesteorien. Baggrunden for ”Organisation – videregående uddannelser” er, at give dig egenskaberne til at analysere og vurdere ledelsesmæssige og organisatoriske problemer...

Learning to Adapt. Organisational Adaptation to Climate Change Impacts

International Nuclear Information System (INIS)

Berkhout, F.; Hertin, J.; Gann, D.M.

2006-01-01

Analysis of human adaptation to climate change should be based on realistic models of adaptive behaviour at the level of organisations and individuals. The paper sets out a framework for analysing adaptation to the direct and indirect impacts of climate change in business organisations with new evidence presented from empirical research into adaptation in nine case-study companies. It argues that adaptation to climate change has many similarities with processes of organisational learning. The paper suggests that business organisations face a number of obstacles in learning how to adapt to climate change impacts, especially in relation to the weakness and ambiguity of signals about climate change and the uncertainty about benefits flowing from adaptation measures. Organisations rarely adapt 'autonomously', since their adaptive behaviour is influenced by policy and market conditions, and draws on resources external to the organisation. The paper identifies four adaptation strategies that pattern organisational adaptive behaviour

The impact of the Internet on media organisation strategies and structures

NARCIS (Netherlands)

Küng, L.; Leandros, N.; Picard, R.G.; Schroeder, R.; van der Wurff, R.; Küng, L.; Picard, R.G.; Towse, R.

2008-01-01

This chapter explores the effect on the Internet on organisations in the media sector from the perspective of theories of strategy and organisation. By extension its focus is the media organisation itself, specifically the interrelated phenomena of strategy, structure, processes and business models.

Ecological hierarchies and self-organisation - Pattern analysis, modelling and process integration across scales

Science.gov (United States)

Reuter, H.; Jopp, F.; Blanco-Moreno, J. M.; Damgaard, C.; Matsinos, Y.; DeAngelis, D.L.

2010-01-01

A continuing discussion in applied and theoretical ecology focuses on the relationship of different organisational levels and on how ecological systems interact across scales. We address principal approaches to cope with complex across-level issues in ecology by applying elements of hierarchy theory and the theory of complex adaptive systems. A top-down approach, often characterised by the use of statistical techniques, can be applied to analyse large-scale dynamics and identify constraints exerted on lower levels. Current developments are illustrated with examples from the analysis of within-community spatial patterns and large-scale vegetation patterns. A bottom-up approach allows one to elucidate how interactions of individuals shape dynamics at higher levels in a self-organisation process; e.g., population development and community composition. This may be facilitated by various modelling tools, which provide the distinction between focal levels and resulting properties. For instance, resilience in grassland communities has been analysed with a cellular automaton approach, and the driving forces in rodent population oscillations have been identified with an agent-based model. Both modelling tools illustrate the principles of analysing higher level processes by representing the interactions of basic components.The focus of most ecological investigations on either top-down or bottom-up approaches may not be appropriate, if strong cross-scale relationships predominate. Here, we propose an 'across-scale-approach', closely interweaving the inherent potentials of both approaches. This combination of analytical and synthesising approaches will enable ecologists to establish a more coherent access to cross-level interactions in ecological systems. ?? 2010 Gesellschaft f??r ??kologie.

Social enterprise in health organisation and management: hybridity or homogeneity?

Science.gov (United States)

Millar, Ross

2012-01-01

The purpose of this paper is to reflect on social enterprise as an organisational form in health organisation and management. The paper presents a critique of the underlying assumptions associated with social enterprise in the context of English health and social care. The rise of social enterprise models of service provision reflects increasingly hybrid organisational forms and functions entering the health and social care market. Whilst at one level this hybridity increases the diversity of service providers promoting innovative and responsive services, the paper argues that further inspection of the assumptions associated with social enterprise reveal an organisational form that is symbolic of isomorphic processes pushing healthcare organisations toward greater levels of homogeneity, based on market-based standardisation and practices. Social enterprise forms part of isomorphic processes moving healthcare organisation and management towards market norms". In line with the aim of the "New Perspectives section", the paper aims to present a provocative perspective about developments in health and social care, as a spur to further debate and research in this area.

Organisational Pattern Driven Recovery Mechanisms

Science.gov (United States)

Giacomo, Valentina Di; Presenza, Domenico; Riccucci, Carlo

The process of reaction to system failures and security attacks is strongly influenced by its infrastructural, procedural and organisational settings. Analysis of reaction procedures and practices from different domains (Air Traffic Management, Response to Computer Security Incident, Response to emergencies, recovery in Chemical Process Industry) highlight three key requirements for this activity: smooth collaboration and coordination among responders, accurate monitoring and management of resources and ability to adapt pre-established reaction plans to the actual context. The SERENITY Reaction Mechanisms (SRM) is the subsystem of the SERENITY Run-time Framework aimed to provide SERENITY aware AmI settings (i.e. socio-technical systems with highly distributed dynamic services) with functionalities to implement applications specific reaction strategies. The SRM uses SERENITY Organisational S&D Patterns as run-time models to drive these three key functionalities.

Relational Research and Organisation Studies

DEFF Research Database (Denmark)

Madsen, Charlotte Øland; Larsen, Mette Vinther; Hansen, Lone Hersted

, analyzing organizational dialoguing, and polyphonic future-forming ways of writing up research.　 Relational Research and Organisation Studies does not only present and discuss guidelines for practice at a onto-epistemological level but also presents and discusses concrete cases of research projects building...... on relational constructionist ideas. Furthermore, excerpts of data are presented and analyzed in order to explain the co-constructed processes of the inquiries more in detail. Relational Research and Organisation Studies invites the reader into the process of planning and carrying out relational constructionist......This volume lays out a variety of ways of engaging in research projects focused on exploring the everyday relational practices of organizing and leading is presented. The main focus is through elaborate examples from the author’s own research to further the understanding of how it is possible...

Researching enterprises between organisation and organising

DEFF Research Database (Denmark)

Elkjær, Bente; Brandi, Ulrik

: State University of New York Press. Orlikowski, W. J. (1996). Improvising organizational transformation over time: A situated change perspective. Information Systems Research, 7(1), 63-92. Park, R. E. (1952). Human Communities: The City and Human Ecology Glencoe, IL: Free Press. Rosenthal, S. (1998......RESEARCHING ENTERPRISES BETWEEN ORGANISATION AND ORGANISING Ulrik Brandi & Bente Elkjaer, Department of Learning, University of Aarhus, Danish School of Education, Tuborgvej 164, 2400 Copenhagen NV, Denmark Short paper submission to the 26th European Group of Organization Studies Colloquium, Waves...... philosophy and pragmatism followed by an elaboration of the transactional relationship between subject and world and the notion of social worlds. The final element in the paper is an empirical illustration - researching organisational learning in the midst of change that illustrates the rhythm...

Organisational readiness for introducing a performance management system

Directory of Open Access Journals (Sweden)

Michael Ochurub

2012-09-01

Full Text Available Orientation: The successful introduction of performance management systems to the public service requires careful measurement of readiness for change.Research purpose: This study investigated the extent to which employees were ready for change as an indication of whether their organisation was ready to introduce a performance management system (PMS.Motivation for the study: Introducing system changes in organisations depends on positive employee preconditions. There is some debate over whether organisations can facilitate these preconditions. This research investigates change readiness linked to the introduction of a PMS in a public sector organisation. The results add to the growing literature on levels of change readiness.Research design, approach and method: The researchers used a quantitative, questionnairebased design. Because the organisation was large, the researchers used stratified sampling to select a sample from each population stratum. The sample size was 460, which constituted 26% of the total population. They used a South African change readiness questionnaire to elicit employee perceptions and opinions.Main findings: The researchers found that the organisation was not ready to introduce a PMS. The study identified various challenges and key factors that were negatively affecting the introduction of a PMS.Practical/managerial implications: The intention to develop and introduce performance management systems is generally to change the attitudes, values and approaches of managers and employees to the new strategies, processes and plans to improve productivity and performance. However, pre-existing conditions and attitudes could have an effect. It is essential to ensure that organisations are ready to introduce performance management systems and to provide sound change leadership to drive the process effectively. This study contributes to the body of knowledge about the challenges and factors organisations should consider when they

Models of organisation and information system design | Mohamed ...

African Journals Online (AJOL)

We devote this paper to the models of organisation, and see which is best suited to provide a basis for information processing and transmission. In this respect we shall be dealing with four models of organisation, namely: the classical mode, the behavioural model, the systems model and the cybernetic model of ...

Total Quality Management in Educational Organisations

Directory of Open Access Journals (Sweden)

Edvard Konrad

2000-12-01

Full Text Available Movement for Total Quality Management (TQM, which was initially successfully applied in the production of goods, has spread to the service domain including educational organisations. Many of principles and experiences known so far could be creatively transferred to educational situations. Additional research and specific innovations are necessary for successful application of existing knowledge. In this paper we discuss certain topics from the specific nature of the quality of education: the definition of the concept of a consumer, motivation of participants in educational processes, improvement of educational processes, quality of learning and leadership in educational organisations.

INFLUENCES ON ORGANISATIONAL SLACK IN NEW PRODUCT DEVELOPMENT PROJECTS

OpenAIRE

ANDERS RICHTNÉR; PÄR ÅHLSTRÖM

2006-01-01

Programs to decrease cost and to increase operational efficiency may reduce a company's ability to innovate, by reducing organisational slack. Previous research on the relationship between organisational slack and innovation has been at level of the firm and has neglected the processes underlying the relationship, which takes place at the level of product development projects. In this paper, we identify organisational slack and its influences at the level of the product development project. T...

Exploring corporate social responsibility and organisational commitment within a retail organisation

OpenAIRE

Jerelene Soobramoney; Ophillia Ledimo

2016-01-01

Organisations have difficulty retaining employees who have the necessary talent, skills and knowledge to give the company a competitive edge in a global market, thus emphasising the need for organisational commitment. The objective of the study was to explore the relationship between corporate social responsibility and organisational commitment within a South African retail organisation. Corporate social responsibility has a positive influence on consumer behaviour and can contribute to corpo...

Organisational commitment and turnover intentions in humanitarian organisations

NARCIS (Netherlands)

Wijnmaalen, Julia; Heyse, Liesbet; Voordijk, Johannes T.

2016-01-01

Unwanted staff turnover is a prominent HRM problem in humanitarian organisations. In the profit sector, HRM tools such as pay, benefits, socialisation and training have proven to be effective in increasing organisational commitment and decreasing staff turnover. This study explores whether such

Temporal context and the organisational impairment of memory search in schizophrenia.

Science.gov (United States)

Polyn, Sean M; McCluey, Joshua D; Morton, Neal W; Woolard, Austin A; Luksik, Andrew S; Heckers, Stephan

2015-01-01

An influential theory of schizophrenic deficits in executive function suggests that patients have difficulty maintaining and utilising an internal contextual representation, whose function is to ensure that stimuli are processed in a task-appropriate manner. In basic research on episodic memory, retrieved-context theories propose that an internal contextual representation is critically involved in memory search, facilitating the retrieval of task-appropriate memories. This contextual machinery is thought to give rise to temporal organisation during free recall: the tendency for successive recall responses to correspond to items from nearby positions on the study list. If patients with schizophrenia have a generalised contextual deficit, then this leads to the prediction that these patients will exhibit reduced temporal organisation in free recall. Using a combination of classic and recently developed organisational measures, we characterised recall organisation in 75 patients with schizophrenia and 72 nondisordered control participants performing a multi-trial free-recall task. Patients with schizophrenia showed diminished temporal organisation, as well as diminished subjective organisation of their recall sequences relative to control participants. The two groups showed similar amounts of semantic organisation during recall. The observation of reduced temporal organisation in the patient group is consistent with the proposal that the memory deficit in schizophrenia can be characterised as a deficit in contextual processing.

What matters for organisational change? Evidence from DEPZ, Bangladesh

Directory of Open Access Journals (Sweden)

Md. Zohurul Islam

2013-08-01

Full Text Available Orientation: The role of leadership and human resources (HRM at the managerial level in the economic zones to implement organisational change have been well described in developing countries although they are often not well documented. Research purpose: The purpose of this article is to investigate the relationship between leadership, organisational behaviour and HRM in Dhaka export processing zone (DEPZ enterprises. Motivation for the study: This study has given a direction for implementing organisational change in DEPZ organisations, where leadership, organisational behaviour and HRM have significant effects on organisational change. Research design, approach and method: The author completed a survey using a structured questionnaire on 53 enterprises in the DEPZ. The sample size was 216. The author tested the research hypotheses by using statistical tools like step-wise multiple regression analysis. The author also used Pearson correlations, a t-test, an ANOVA and a radar diagram in this study. Main findings: The results provide evidence that leadership behaviour, organisational behaviour factors and HRM practices have direct relationships with organisational change. In short, it requires high level of leadership ability, employee motivation and commitment, recruitment, performance appraisal and reward to bring about effective organisational change. Practical/managerial implications: The results show that organisational learning, transformational and transactional leadership, compensation and unionisation practices reinforce organisational change at DEPZ enterprises. Contribution/value-add: The results of this study show that organisational change requires integration with leadership ability, organisational behaviour and HRM practices, which are useful for developing companies, industries and the national economy.

Effects of Organisational Characteristics on Contractors’ Construction Cash Flow Forecasting Capabilities

Directory of Open Access Journals (Sweden)

Muhammad Abdullahi

2017-01-01

Full Text Available Inadequate cash resources resulting from poor cash flows have been among the fundamental causes of construction project failures. Despite the panoply of cash flow forecasting (CFF tools, the cash flow performance of many construction firms have been reported to be poor due weak Cash flow forecasting (CFF process capabilities influenced by a couple of organisational characteristics. Although these organisational characteristics have been reported to significantly influence firms’ CFF process capabilities, the underlying mechanisms of how these organisational features and characteristics exhibit their specific influences on the cash flow forecasting capabilities of construction firms still remains underexplored. Therefore, this study aims at empirically exploring the influence of some organisation characteristics on the CFF process capabilities of construction firms. Best practices in CFF identified from the Royal Institute of Chartered Surveyors (RICS Cash Flow Forecasting (CFF guide were used to develop an assessment criteria used to assess the CFF capabilities of construction firms. The assessment was conducted through a questionnaire survey involving contracting organisations involved in both building and civil engineering works in Nigeria. The key best practices in CFF were ranked based on arithmetic mean value scores and averages were also determined for each of the four CFF components assessed (Knowledge and understanding CFF concepts and principles, Practical application, Practical considerations, and other Managerial issues. Hierarchical regression analysis was then used to examine the relationships between contractors’’ CFF process capabilities and some organisational characteristics. Results of the study reveals that organisational characteristics are strongly associated to firms’ abilities to prudently manage cash flows. The results of this study could serve as a basis for the strategic planning and improvement of Cash Flow

Organisational LCA

DEFF Research Database (Denmark)

Martínez-Blanco, Julia; Finkbeiner, Matthias

2018-01-01

environmental performance over time, supporting strategic decisions, and informing corporate sustainability reporting. Several initiatives are on the way for the LCA of organisations: the UNEP/SETAC Life Cycle Initiative published the ‘Guidance on organizational LCA’, using ISO/TS 14072 as a backbone; moreover......, when the unit of analysis and the system boundaries are defined. Also, the approach for data collection needs to be fixed. Organisational LCA is a compilation and evaluation of the inputs, outputs and potential environmental impacts of the activities associated with the organisation adopting a life...... cycle perspective. It includes not only the facilities of the organisation itself, but also the activities upstream and downstream the value chain. This methodology is capable of serving multiple goals at the same time, like identifying environmental hotspots throughout the value chain, tracking...

Lipids in the cell: organisation regulates function.

Science.gov (United States)

Santos, Ana L; Preta, Giulio

2018-06-01

Lipids are fundamental building blocks of all cells and play important roles in the pathogenesis of different diseases, including inflammation, autoimmune disease, cancer, and neurodegeneration. The lipid composition of different organelles can vary substantially from cell to cell, but increasing evidence demonstrates that lipids become organised specifically in each compartment, and this organisation is essential for regulating cell function. For example, lipid microdomains in the plasma membrane, known as lipid rafts, are platforms for concentrating protein receptors and can influence intra-cellular signalling. Lipid organisation is tightly regulated and can be observed across different model organisms, including bacteria, yeast, Drosophila, and Caenorhabditis elegans, suggesting that lipid organisation is evolutionarily conserved. In this review, we summarise the importance and function of specific lipid domains in main cellular organelles and discuss recent advances that investigate how these specific and highly regulated structures contribute to diverse biological processes.

The effect of organisational context on organisational development (OD) interventions

OpenAIRE

Sanjana Brijball Parumasur

2012-01-01

Orientation: Systematic and congruent organisational structures, systems, strategies and designs are necessary for the successful implementation of organisational development (OD) interventions. Research purpose: This article examines national and international OD practices. It assesses the effect of diverse cultures and cultural values for determining the effectiveness of OD interventions. Motivation for the study: Most organisational change and development programmes fail and only a ...

The impact of organisational factors on horizontal bullying and turnover intentions in the nursing workplace.

Science.gov (United States)

Blackstock, Sheila; Harlos, Karen; Macleod, Martha L P; Hardy, Cindy L

2015-11-01

To examine the impact of organisational factors on bullying among peers (i.e. horizontal) and its effect on turnover intentions among Canadian registered nurses (RNs). Bullying among nurses is an international problem. Few studies have examined factors specific to nursing work environments that may increase exposure to bullying. An Australian model of nurse bullying was tested among Canadian registered nurse coworkers using a web-based survey (n = 103). Three factors - misuse of organisational processes/procedures, organisational tolerance and reward of bullying, and informal organisational alliances - were examined as predictors of horizontal bullying, which in turn was examined as a predictor of turnover intentions. The construct validity of model measures was explored. Informal organisational alliances and misuse of organisational processes/procedures predicted increased horizontal bullying that, in turn, predicted increased turnover intentions. Construct validity of model measures was supported. Negative informal alliances and misuse of organisational processes are antecedents to bullying, which adversely affects employment relationship stability. The results suggest that reforming flawed organisational processes that contribute to registered nurses' bullying experiences may help to reduce chronically high turnover. Nurse leaders and managers need to create workplace processes that foster positive networks, fairness and respect through more transparent and accountable practices. © 2014 John Wiley & Sons Ltd.

Exploring corporate social responsibility and organisational commitment within a retail organisation

Directory of Open Access Journals (Sweden)

Jerelene Soobramoney

2016-11-01

Full Text Available Organisations have difficulty retaining employees who have the necessary talent, skills and knowledge to give the company a competitive edge in a global market, thus emphasising the need for organisational commitment. The objective of the study was to explore the relationship between corporate social responsibility and organisational commitment within a South African retail organisation. Corporate social responsibility has a positive influence on consumer behaviour and can contribute to corporate success because CSR activities enhance an organisation’s image. Research has indicated that corporate social responsibility is related to an employee’s commitment. The Corporate Social Responsibility Scale and the Organisational Commitment Scale were administered to a non-probability sample of 171 employees from a population of 268 employees in the human resources department of a retail company. Person’s correlation analysis was used to determine the relationship between corporate social responsibility and organisational commitment. This study provided insight into the corporate social responsibility of the organisation. Managers and practitioners in the human resources may use these findings for the development of corporate social responsibility policies and practices in order to build employee commitment

Organisational commitment and turnover intentions: evidence from Nigerian paramilitary organisation

Directory of Open Access Journals (Sweden)

Dotun Olaleye Faloye

2014-09-01

Full Text Available This study explores the empirical link between different dimensions of organizational commitment and turnover intentions on Nigeria paramilitary organisation. A literature review of organizational commitment and employee turnover provides the basis for the research hypotheses. Four research hypotheses were formulated and tested at 95% and 99% confidence level. The study adopted a survey research design. A self-administered questionnaire was used, involving 144 respondents from selected paramilitary organisation in Akure, Nigeria to collect data and testing the existing theory. Data collected were analysed using both descriptive and inferential statistical techniques. In contrary to theory, the study revealed a weak positive relationship between organizational commitment dimensions (affective, continuance and normative and turnover intentions. The relationships are statistically significant expect the one between turnover intention and normative commitment which is statistically insignificant. The study concluded that the commitment of an employee to organisational goals, missions, and values is not enough to predict his/her stay in the organisation. There are other variables apart from organisational commitment that are predictor of employees’ intentions to quit. Thus, organisations should look beyond forces in their internal environment, when considering reduction in employee’s turnover intentions and the actual employee’s turnover.

Organisational ineffectiveness: environmental shifts and the transition to crisis

OpenAIRE

Fischbacher-Smith, Denis

2014-01-01

Purpose:\\ud – The purpose of this paper is to explore the notion of effectiveness in the context of organisational crisis. It considers the “darker” side of organisational effectiveness by exploring the processes by which effectiveness can be eroded as an organisation moves from an ordered state, through a complex one, and into a state of chaos, or crisis. It brings together complementary literatures on risk, crisis management, and complexity, and uses those lenses to frame some of the key pr...

Organisational intelligence and distributed AI

OpenAIRE

Kirn, Stefan

1995-01-01

The analysis of this chapter starts from organisational theory, and from this it draws conclusions for the design, and possible organisational applications, of Distributed AI systems. We first review how the concept of organisations has emerged from non-organised black-box entities to so-called computerised organisations. Within this context, organisational researchers have started to redesign their models of intelligent organisations with respect to the availability of advanced computing tec...

Organisational Structure & Change

Science.gov (United States)

National Centre for Vocational Education Research (NCVER), 2006

2006-01-01

Structural change is seen as a way to meet the challenges of the future that face many organisations. While some writers agree that broad-ranging structural change may not always transform an organisation or enhance its performance, others claim that innovation will be a major source of competitive advantage to organisations, particularly when…

Community and consumer participation in Australian health services--an overview of organisational commitment and participation processes.

Science.gov (United States)

Johnson, A; Silburn, K

2000-01-01

This article briefly describes recent initiatives to improve consumer participation in health services that have led to the establishment of the National Resource Centre for Consumer Participation in Health. The results of a component of the needs assessment undertaken by the newly established Centre are presented. They provide a 'snapshot' of the types of feedback and participation processes mainly being utilised by Australian health services at the different levels of seeking information, information sharing and consultation, partnership, delegated power and consumer control. They also allow identification of the organisational commitment made by Australian health services to support a more coordinated approach to community and consumer feedback and participation at different levels of health services such as particular emphasis on determining the presence of community and consumer participation in key organisational statements, specific consumer policies and plans, identifiable leadership, inclusion into job descriptions, allocation of resources, and staff development and consumer training. Discussion centres around four key observations and some of the key perceived external barriers.

Organisational Culture Matters for System Integration in Health Care

Science.gov (United States)

Munir, Samina K.; Kay, Stephen

2003-01-01

This paper illustrates the importance of organisational culture for Clinical Information Systems (CIS) integration. The study is based on data collected in intensive care units in the UK and Denmark. Data were collected using qualitative methods, i.e., observations, interviews and shadowing of health care providers, together with a questionnaire at each site. The data are analysed to extract salient variables for CIS integration, and it is shown that these variables can be separated into two categories that describe the ‘Actual Usefulness’ of the system and the ‘Organisational Culture’. This model is then extended to show that CIS integration directly affects the work processes of the organisation, forming an iterative process of change as a CIS is introduced and integrated. PMID:14728220

Creating a learning organisation through content based document management

International Nuclear Information System (INIS)

Bremdal, B.; Johansen, F.; Spaggiari, C.; Engels, R.; Jones, R.

1999-01-01

The discussion on the concept of the Learning Organisation dates back approximately 20 years in the management literature. People that pioneered this concept include Chris Argyris (Argyris 77), Peter Senge (Senge 90), Fiol and Lyles (Fiol 85), Levitt and March (Levitt 89), Ray Stata (Stata 89). All of them introduced various definitions of the concept. These definitions circumscribe issues like the following: 'Better knowledge and understanding', 'process of improving actions', 'processing of information', 'change of behaviour', 'encoding inferences from history into routines that guide behaviour', 'process of detecting and correcting error', 'the need for shared insights, knowledge and mental models', 'building on past knowledge and experience'. Peter Senge's work (Senge 90) is often used as reference for the concept. His ideas put forward in the book The fifth Discipline have had a profound effect on modern organisational thinking far beyond the management community itself. According to Senge a Learning Organisation can be described as follows: 'A Learning Organisation is a place where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together'. Organisational learning must be seen as part of an overall process of continuous improvement. But practical and systematic measures must accompany a vision if a real change is desired. Garvin (Garvin 93) is concerned about the lack of an operational basis or framework that can systematically instantiate the concept into a viable strategy and a set of systematic actions. He identifies five properties that learning organisations master well: Systematic problem solving, experimentation with new approaches, learning from their own experience and past history, learning from the experiences and best practices of others, and transferring

Internal corporate venturing during organisational change

DEFF Research Database (Denmark)

Kjærgaard, Annemette L.

2004-01-01

that a continuous stream of new ideas and initiatives create new opportunities and ensure that the company stays viable by adapting to new internal and external challenges. This has been pursued in studies of strategy formation (Mintzberg, 1978), strategic change (Pettigrew, 1988) and internal corporate venturing......Organisations have to deal with increasingly complex and turbulent environments, which demand that they continuously change and adapt to new circumstances or challenges. One way for organisations to cope with these challenges is to manage the strategy-making process in order to ensure...... (Burgelman, 1983b, 2002) and is still a central issue in the strategic management discourse. It is generally acknowledged that continuous change is important for organisations' survival in a changing world. On the other hand the need for stability and continuity in form of a clear and strong corporate...

Trust in management, communication and organisational commitment: Factors influencing readiness for change management in organisation

Science.gov (United States)

Ahmad, Mohd Hafis; Ismail, Syuhaida; Rani, Wan Nurul Mardiah Wan Mohd; Wahab, Mohammad Hussaini

2017-10-01

Organisational change occurs when an organisation makes a transition from its current state to some desired future state in minimising employee resistance and cost to the organisation while simultaneously maximising the effectiveness of the change effort. This paper, aims at appraising the change management of organisation in Malaysia since limited research has been done to examine readiness for change by the employees in the organisation. This paper is materialising its objectives of (1) investigating the current practice of organisation and employees in the organisation towards change management and (2) assessing the factors influencing readiness of organisation and employees in the organisation towards change management. It is found via literature review that change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented to transitioning individuals, teams, and organisations to a desired future state by focusing on the wider impacts of change, particularly on people, where change does not happen in isolation and it impacts the whole organisation. Furthermore, it is found that current practice of organisation and employees in the organisation towards change management involved in three main factors, namely trust in management, communication and organisational commitment; with the factor for trust in management is the positive vision for the future by management team, meanwhile for communication, it is found that there is good communication between supervisors and employees about the organisation's policy toward the changes. The factor found in organisational commitment is employees enjoying discussing about their organisation with outsiders. The findings of this paper provide a positive impact on change management planning, which ultimately help in ensuring more effective change programme implementation in the organisation in Malaysia.

Organisational change: Deliberation and modification

NARCIS (Netherlands)

Jonker, C.M.; Schut, M.C.; Treur, J.

2003-01-01

For an information-agent-based system to support virtual (Internet-supported) organisations, changes in environmental conditions often demand changes in organisational behaviour, i.e., organisational changes. As organisational behaviour relates to organisational structure, rethinking the structure

Managing Evaluation: A Community Arts Organisation Perspective.

Science.gov (United States)

Swan, Peter; Atkinson, Sarah

2012-09-01

Arts and health organisations must increasingly provide measurable evidence of impact to stakeholders, which can pose both logistical and ideological challenges. This paper examines the relationship between the ethos of an arts and health organisation with external demands for evaluation. Research involved an ethnographic engagement where the first author worked closely with the organisation for a year. In addition to informal discussions, twenty semi-structured interviews were conducted with core staff and participants. Transcribed interviews were coded and emerging themes were identified. Staff considered evaluation to be necessary and useful, yet also to be time consuming and a potential threat to their ethos. Nevertheless, they were able to negotiate the terms of evaluation to enable them to meet their own needs as well as those of funders and other stakeholders. While not completely resisting outside demands for evaluation, the organisation was seen to intentionally rework demands for evidence into processes they felt they could work with, thus enabling their ethos to be maintained.

Organising integration

DEFF Research Database (Denmark)

Axelsson, Runo

2013-01-01

Background: In Sweden, as in many other countries, there has been a succession of trends in the organisation of health care and other welfare services. These trends have had different implications for the integration of services in the health and welfare system. Aims: One aim is to discuss...... the implications of different organisational trends for the integration of health and welfare services. Another aim is to introduce a Swedish model of financial coordination as a flexible way to organise integration. Organisational trends: In the 1960’s there was an expansion of health and welfare services leading...... an increasing lack of integration in the health and welfare system. In the 2000’s, there has been a re-centralisation through mergers of hospitals, regions and state agencies. It has become clear, however, that mergers do not promote integration but rather increase the bureaucratisation of the system. Model...

Combining technical and organisational elements in layer of protection analysis

NARCIS (Netherlands)

Boers, M.N.; Gort, J.; Versloot, N.H.A.

2005-01-01

Traditionally, in process industry, risks are reduced with technical solutions and organisational measures. The performance of both types of "solutions" depends on many factors and can not easily be compared. Especially the effectiveness of organisational measures such as the use of procedures,

Modelling Socio-Technical Aspects of Organisational Security

DEFF Research Database (Denmark)

Ivanova, Marieta Georgieva

Identification of threats to organisations and risk assessment often take into consideration the pure technical aspects, overlooking the vulnerabilities originating from attacks on a social level, for example social engineering, and abstracting away the physical infrastructure. However, attacks...... would close this gap, however, it would also result in complicating the formal treatment and automatic identification of attacks. This dissertation shows that applying a system modelling approach to sociotechnical systems can be used for identifying attacks on organisations, which exploit various levels...... process calculus, we develop a formal analytical approach that generates attack trees from the model. The overall goal of the framework is to predict, prioritise and minimise the vulnerabilities in organisations by prohibiting the overall attack or at least increasing the difficulty and cost of fulfilling...

Implementation of Lean Manufacturing in Romanian Organisations

Directory of Open Access Journals (Sweden)

Ucenic Camelia Ioana

2017-01-01

Full Text Available The implementation of lean manufacturing is one of the main tools for attaining a higher performance level in the Romanian organisations. The study uses data collected at middle management level from organisations located in Transylvania. The organisations come from different fields of activity and are in different stages of lean implementation. The article makes use of quantitative and qualitative instruments for the evaluation of lean in the above mentioned companies. Characteristics as waste reduction, cost, quality, product design have different approaches in the companies. Their way of approach gives useful information regarding the type of company from the point of view of lean manufacturing implementation. This knowledge provides a useful support at different managerial levels in the process of decision making.

The Influence of Established Ideas in Emerging Development Organisations

DEFF Research Database (Denmark)

Fejerskov, Adam Moe

2017-01-01

This article explores how ideas and practices may find their way into and entail significant changes in organisations as these enter into new fields and are increasingly confronted with dominant normative frameworks. Drawing on sociological institutional perspectives, I conceptualise three...... analytical processes occurring as ideas find their way into development organisations: i) emergence; ii) international negotiation and consensus production; and iii) external negotiation and appropriation. I then empirically explore these processes through a case study of how ideas and practices on gender...

Key Mechanisms for Employee-Driven Innovation in Governmental Client Organisations

DEFF Research Database (Denmark)

Sørensen, Henrik; Faber, Lene; Wandahl, Søren

2018-01-01

the mechanisms of organisational trust, innovation safety, organisational practices, cultural settings and the recognition and rewards structure to motivate employees. The decision-making procedures should be transparent especially to the idea-owner and the employees involved, and the implementation and putting......In order to ensure that knowledge and ideas are transformed into innovative contributions, a systematic approach is important. The aim of this research was to identify the specific mechanisms that are key to implementing an innovation process model when conducting Employee-driven Innovation...... in a governmental client organisation. The methodological approach was an exploratory case study of a governmental client organisation within the Danish construction industry. The units of analysis were groups of employees and managers within the case organisation. The primary mechanisms identified were...

Celebrity-led development organisations

DEFF Research Database (Denmark)

Budabin, Alexandra Cosima; Rasmussen, Louise Mubanda; Richey, Lisa Ann

2017-01-01

The past decade has seen a frontier open up in international development engagement with the entrance of new actors such as celebrity-led organisations. We explore how such organisations earn legitimacy with a focus on Madonna’s Raising Malawi and Ben Affleck’s Eastern Congo Initiative. The study...... for funding, endorsements, and expertise. We argue that the ways in which celebrity-led organisations establish themselves as legitimate development actors illustrate broader dynamics of the machinery of development.......The past decade has seen a frontier open up in international development engagement with the entrance of new actors such as celebrity-led organisations. We explore how such organisations earn legitimacy with a focus on Madonna’s Raising Malawi and Ben Affleck’s Eastern Congo Initiative. The study...... draws from organisational materials, interviews, mainstream news coverage, and the texts of the celebrities themselves to investigate the construction of authenticity, credibility, and accountability. We find these organisations earn legitimacy and flourish rapidly amid supportive elite networks...

Organisational Learning and Organisational Memory for SMS and FRMS

NARCIS (Netherlands)

Koornneef, F.; Stewart, S.; Akselsson, R.; Ward, M.

2009-01-01

Chapter 1: Organisational Learning and Organisational Memory for SMS and FRMS The European Commission HILAS project (Human Integration into theLifecycle of Aviation Systems - a project supported by the European Commission’s 6th Framework between 2005-2009) was focused on using human factors

Organisational socialisation in a crisis context.

Science.gov (United States)

Lalonde, Carole

2010-04-01

The objective of this paper is to highlight the dimensions characterising the socialisation process in a crisis context. Based on the definition of organisational socialisation advanced by Van Maanen and Schein (1979) and employed later by Jones (1986), a crisis is presented as a passage from a 'normal' situation to an 'exceptional' situation. A crisis represents a socialisation context in the sense that it is a novel state in which actors must develop a different way of mobilising their knowledge, utilising their skills, and practicing their trade or profession. The paper discusses certain findings that have emerged from the literature on organisational socialisation, as well as from the testimony of actors who participated in efforts to manage the Quebec ice-storm crisis of early 1998. It is hoped that this exploratory study's data will give rise to fruitful interaction between the field of organisational socialisation and that of crisis management.

Case studies on age-management in organisations: report on organisational case studies

NARCIS (Netherlands)

Punte, E.; Conen, W.S.; Schippers, J.; Henkens, C.J.I.M.

2011-01-01

The acquisition of case studies was thwarted by the economic crisis and the feeling of being ‘over-researched’ by potential organisations. Although organisations in some sectors (e.g. chemical manufacturing) reported the worst part of the economic crisis was behind, many organisations indicated

Revisiting Organisational Learning in Integrated Care.

Science.gov (United States)

Nuño-Solinís, Roberto

2017-08-11

Progress in health care integration is largely linked to changes in processes and ways of doing. These changes have knowledge management and learning implications. For this reason, the use of the concept of organisational learning is explored in the field of integrated care. There are very limited contributions that have connected the fields of organisational learning and care integration in a systematic way, both at the theoretical and empirical level. For this reason, hybridization of both perspectives still provides opportunities for understanding care integration initiatives from a research perspective as well as potential applications in health care management and planning.

An ethics model to develop an ethical organisation

Directory of Open Access Journals (Sweden)

Hendrik R. Lloyd

2010-11-01

at hand. The results of this research clearly indicate where the shortcomings are, in the process of establishing ethical organisations and who should be seen as the custodians of such activities.

An assessment of organisational justice perceptions across three generational cohorts

Directory of Open Access Journals (Sweden)

Ophillia Ledimo

2015-09-01

Full Text Available Despite several reviews of generational differences across cohorts regarding their career stages in organisations, relatively few empirical investigations have been conducted to understand these cohorts’s behaviour and perceptions. Hence there is paucity of studies that explored the generational differences on the construct organisational justice across generational cohorts. The objective of this study was to assess the differences across three generational cohorts (Millennials, Generation X, and Baby Boomers on dimensions of the organisational justice construct using the Organisational Justice Measurement Instrument (OJMI. Data was collected through the administration of OJMI to a random sample size of organisational employees (n=289. Descriptive statistics and analysis of variance were conducted to interpret the data. These findings provide evidence that differences do exist across cohorts on dimensions of organisational justice, and some differences may be a result of respondents’ different perception of their organisation’s practices and processes. In terms of contributions and practical implications, insight gained from the findings may be used in proposing organisational development interventions to manage multigenerational employees as well as to conduct future research.

Improving Organisational Effectiveness of Coalition Operations

Science.gov (United States)

2010-04-01

group processes. New York: John Wiley. (pp. 131- 185). [21] Harpaz, I. (2002). Advantages and disadvantages of telecommuting for the individual... telecommuting arrangements: Worker perception and managerial prescriptions. SAM Advanced Management Journal, 57(3), 35-42. Improving Organisational

Analysing organisational context: case studies on the contribution of absorptive capacity theory to understanding inter-organisational variation in performance improvement.

Science.gov (United States)

Harvey, Gill; Jas, Pauline; Walshe, Kieran

2015-01-01

Organisational context is frequently cited as an important consideration when implementing and evaluating quality improvement interventions in healthcare, but limited guidance is available on which aspects of context are most influential or modifiable. This paper examines how internal and external contextual factors mediate organisational-level performance improvement through applying the knowledge-based theory of absorptive capacity (AC). Three healthcare case studies are presented. Each case is a UK National Health Service organisation that had been identified as having performance problems. Qualitative data were collected through semi-structured interviews with general and clinical managers within the organisation and members of external teams supporting or overseeing performance improvement (n=22). Interview data were analysed using an existing AC framework from the literature. The organisation with the highest AC showed the quickest and most comprehensive performance improvement. Internal characteristics including strategic priorities, processes for managing information, communication and orientation to learning and development impacted on the organisation's ability to engage successfully with external stakeholders and make use of available knowledge. This enabled the organisation to thrive despite the challenging external environment. Lower levels of AC appeared to delay or limit the improvement trajectory. Developing a more detailed and nuanced understanding of how context influences improvement is an important step towards achieving more effective and sustainable quality improvement programmes in healthcare. AC, with its focus on knowledge and organisational learning, provides a useful way to explore the relationship between context and quality improvement and represents a potentially valuable area for future research and development. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go

Organisational skills and tools.

Science.gov (United States)

Wicker, Paul

2009-04-01

While this article mainly applies to practitioners who have responsibilities for leading teams or supervising practitioners, many of the skills and tools described here may also apply to students or junior practitioners. The purpose of this article is to highlight some of the main points about organisation, some of the organisational skills and tools that are available, and some examples of how these skills and tools can be used to make practitioners more effective at organising their workload. It is important to realise that organising work and doing work are two completely different things and shouldn't be mixed up. For example, it would be very difficult to start organising work in the middle of a busy operating list: the organisation of the work must come before the work starts and therefore preparation is often an important first step in organising work. As such, some of the tools and skills described in this article may need to be used hours or even days prior to the actual work taking place.

A Multi-organisational Approach to Service Delivery

Science.gov (United States)

Purchase, Valerie; Mills, John; Parry, Glenn

Who is involved in delivering a service? There has been growing recognition in a wide variety of contexts that service is increasingly being delivered by multi-rather than single-organisational entities. Such recognition is evident not only in our experience but in a number of areas of literature including strategy development, core competence analysis, operations and supply chain management, and is reflected in and further facilitated by ICT developments. Customers have always been involved in some degree in the process of value delivery and such involvement is increasing to include complex co-creation of value. Such interactions are challenging when they involve individual customers, however, this becomes ever more challenging when the 'customer' is another organisation or when there are multiple 'customers'. Within this chapter we will consider some of the key drivers for a multi-organisational approach to service delivery; examine the ways in which the parties involved in service co-creation have expanded to include multiple service providers and customers; and finally, identify some of the challenges created by a multi-organisational approach to service delivery.

Learning organisations

Directory of Open Access Journals (Sweden)

Sabina Jelenc Krašovec

2000-12-01

Full Text Available A vast array of economical, social, political, cultural and other factors influences the transformed role of learning and education in the society, as well as the functioning of local community and its social and communication patterns. The influences which are manifested as global problems can only be successfully solved on the level of local community. Analogously with the society in general, there is a great need of transforming a local community into a learning, flexible and interconnected environment which takes into account different interests, wishes and needs regarding learning and being active. The fundamental answer to changes is the strategy of lifelong learning and education which requires reorganisation of all walks of life (work, free time, family, mass media, culture, sport, education and transforming of organisations into learning organisations. With learning society based on networks of knowledge individuals are turning into learning individuals, and organisations into learning organisations; people who learn take the responsibility of their progress, learning denotes partnership among learning people, teachers, parents, employers and local community, so that they work together to achieve better results.

Investigating cyberloafing, organisational justice, work engagement and organisational trust of South African retail and manufacturing employees

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Adele Oosthuizen

2018-05-01

Full Text Available Orientation: Understanding cyberloafing, organisational justice, work engagement and organisational trust will lead organisations to develop strategies to counter the consequences of cyberloafing. Research purpose: This research explored the relationships between cyberloafing, organisational justice, work engagement and organisational trust among South African office workers in the retail and manufacturing industry. Motivation for the study: Cyberloafing, a prevalent way for office employees to engage in non-work-related activities during work time, is considered harmful to organisations. Limited research exists about the relationship between cyberloafing and organisational justice, organisational trust and work engagement within South Africa. Research design, approach and method: A quantitative research design was followed. Questionnaires were administered in the South African retail and manufacturing industry; a convenient sample of N = 224 was obtained. Descriptive statistics, Cronbach’s alpha coefficients, structural equation modelling and bootstrapping were used for data analysis. Main findings: Organisational justice was positively related to organisational trust while organisational trust was positively related to work engagement; work engagement related negatively to cyberloafing. Organisational trust mediated the relationship between organisational justice and work engagement while work engagement mediated the relationship between organisational trust and cyberloafing. Practical and managerial implications: Strategies can be developed to enhance and warrant perceptions of organisational justice and fairness that will increase trust levels, leading to higher work engagement and decreased cyberloafing behaviour and resulting in higher productivity. Contribution or value-add: The research revealed that when employees perceive their organisations as being fair, organisational trust will increase, leading to heightened work

Organisational socialization in the context of career path changes

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M. R. LUCA

2016-11-01

Full Text Available The paper presents the main theoretical issues of the organisational socialization: theoretical models as well as instruments used in the field research. The research in the field of organisational socialization is important mainly in the context of changes in career paths in recent times, the output of the socialization process being related to work performance, job satisfaction and organizational involvement.

Enabling organisational learning and knowledge sharing through employee involvement

DEFF Research Database (Denmark)

Bjerrum, Eva; Dahl, Susanne

In this paper we want to suggest that involving the employees in the development of the new workspaces is an important element in organisational learning and that it makes good sense to rethink space in order to support both tacit knowledge and collaboration. We want to argue that involving...... the employees in the design of their future workplace is key to giving the employee ownership for the change and may provide the organisation with invaluable ideas for the new work environment and the process of enabling organisational learning and knowledge sharing. We base our argument on a series of research...

The budgeting and reporting process of a multinational organisation across regions and trade centres

OpenAIRE

Robusti, Fiorenza

2012-01-01

In the contemporary international business environment, a multinational organisation faces great challenges when it comes to budgeting and reporting. The complexity of budgeting and reporting is even greater when it implies the coordination of budgets and reports of trade centres located in other countries than the country of origin. A multinational organisation often adopts the participative budgeting method. The purpose of participative budgeting is to involve managers at lower manage...

Organisational development in general practice: lessons from practice and professional development plans (PPDPs

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Hocking Paul

2000-12-01

Full Text Available Abstract Background Improving the quality and effectiveness of clinical practice is becoming a key task within all health services. Primary medical care, as organised in the UK is composed of clinicians who work in independent partnerships (general practices that collaborate with other health care professionals. Although many practices have successfully introduced innovations, there are no organisational development structures in place that support the evolution of primary medical care towards integrated care processes. Providing incentives for attendance at passive educational events and promoting 'teamwork' without first identifying organisational priorities are interventions that have proved to be ineffective at changing clinical processes. A practice and professional development plan feasibility study was evaluated in Wales and provided the experiential basis for a summary of the lessons learnt on how best to guide organisational development systems for primary medical care. Results Practice and professional development plans are hybrids produced by the combination of ideas from management (the applied behavioural science of organisational development and education (self-directed adult learning theories and, in conceptual terms, address the lack of effectiveness of passive educational strategies by making interventions relevant to identified system wide needs. In the intervention, each practice participated in a series of multidisciplinary workshops (minimum 4 where the process outcome was the production of a practice development plan and a set of personal portfolios, and the final outcome was a realised organisational change. It was apparent during the project that organisational admission to a process of developmental planning needed to be a stepwise process, where initial interest can lead to a fuller understanding, which subsequently develops into motivation and ownership, sufficient to complete the exercise. The advantages of

Three domains of project organising

OpenAIRE

Winch, Graham M.

2014-01-01

It has become axiomatic in research on project organising that projects are temporary organisations. Yet there are a number of challenges to this axiom: research on matrix organisation, the embeddedness of projects in project ecologies, and projectification all emphasise the relationship of the project to permanent organisations. Similarly, research on project-based firms and owner organisations which are relatively permanent challenges this axiom. This paper develops a conceptual framework w...

Abandonment: Technological, organisational and environmental challenges

Energy Technology Data Exchange (ETDEWEB)

Twomey, B.G. [Reverse Engineering Ltd., (United Kingdom)

1996-12-31

The paper deals with the abandonment of offshore wells. Decommissioning of offshore installations is a complex multi-disciplined issue, which raises a number of technical, organisational and environmental challenges. The success of a planned decommissioning operation depends on the development of a clear understanding of the complex blend of drivers which control the decommissioning process and their inter-relationship. Due to the complexity of the inter-relationship between the primary drivers one cannot separate the technological, organisational and environmental issues raised by the decommissioning of offshore installations. The optimal solution will be a compromise between all the decommissioning drivers mentioned in this paper. 5 figs., 3 tabs.

International Organisations and Transnational Education Policy

DEFF Research Database (Denmark)

Moutsios, Stavros

2009-01-01

This paper focuses on the World Bank/IMF (International Monetary Fund), the OECD (Organisation for Economic Cooperation and Development) and the WTO (World Trade Organisation) as institutions of transnational policy making. They are all at present making education policies which are decisively...... shaping current directions and developments in national education systems. The paper reviews the enhanced role of these institutions in producing education policies and investigates the ideological basis as well as the processes through which these policies are made. It is argued that decisions are taken...... the transnationalisation of education policy making but also the full submission of education to the pursuits of global economy....

Abandonment: Technological, organisational and environmental challenges

International Nuclear Information System (INIS)

Twomey, B.G.

1996-01-01

The paper deals with the abandonment of offshore wells. Decommissioning of offshore installations is a complex multi-disciplined issue, which raises a number of technical, organisational and environmental challenges. The success of a planned decommissioning operation depends on the development of a clear understanding of the complex blend of drivers which control the decommissioning process and their inter-relationship. Due to the complexity of the inter-relationship between the primary drivers one cannot separate the technological, organisational and environmental issues raised by the decommissioning of offshore installations. The optimal solution will be a compromise between all the decommissioning drivers mentioned in this paper. 5 figs., 3 tabs

Innovation and organisational performance: A critical review of the instruments used to measure organisational performance

Directory of Open Access Journals (Sweden)

Tebogo Sethibe

2016-10-01

Full Text Available Background: Innovation is recognised as one of the most important determinant of organisational performance. Yet, the results of studies that investigate the relationship between innovation and organisational performance are inconclusive. The inconsistency has been attributed to a number of factors, which include, among others, the measures used to evaluate organisational performance. Aim: This study was set out to identify, categorise and critically analyse the instruments used to assess organisational performance when investigating the relationship between innovation and organisational performance. Setting: The study focuses on all scientific publications reporting on organisational performance, inclusive of both financial and non-financial indicators of performance, and are not limited to any specific country or industry. Methods: The systematic literature review methodology was used to identify studies which investigated the relationship between innovation and organisational performance. Once identified, articles were analysed on the way organisational performance was measured. Classification was done with reference to financial and non-financial indicators, accounting and market-based, as well as objective and subjective measures. Results: The findings show that profitability, sales growth and return on assets (ROA are the most preferred accounting-based financial measures of organisation performance. In addition, Tobin’s Q was found to be the most favoured market-based financial measure of organisational performance. The study further reveals that market share, customer satisfaction and productivity are the most popular non-financial-based measures of organisational performance. Conclusion: The use of measures of organisational performance is often left to the discussion of the researcher, which is not implicitly wrong, but does little to contribute to the body of knowledge on this important topic. Researchers are firstly urged to

Rethinking capacity building for knowledge mobilisation: developing multilevel capabilities in healthcare organisations.

Science.gov (United States)

Kislov, Roman; Waterman, Heather; Harvey, Gill; Boaden, Ruth

2014-11-15

Knowledge mobilisation in healthcare organisations is often carried out through relatively short-term projects dependent on limited funding, which raises concerns about the long-term sustainability of implementation and improvement. It is becoming increasingly recognised that the translation of research evidence into practice has to be supported by developing the internal capacity of healthcare organisations to engage with and apply research. This process can be supported by external knowledge mobilisation initiatives represented, for instance, by professional associations, collaborative research partnerships and implementation networks. This conceptual paper uses empirical and theoretical literature on organisational learning and dynamic capabilities to enhance our understanding of intentional capacity building for knowledge mobilisation in healthcare organisations. The discussion is structured around the following three themes: (1) defining and classifying capacity building for knowledge mobilisation; (2) mechanisms of capability development in organisational context; and (3) individual, group and organisational levels of capability development. Capacity building is presented as a practice-based process of developing multiple skills, or capabilities, belonging to different knowledge domains and levels of complexity. It requires an integration of acquisitive learning, through which healthcare organisations acquire knowledge and skills from knowledge mobilisation experts, and experience-based learning, through which healthcare organisations adapt, absorb and modify their knowledge and capabilities through repeated practice. Although the starting point for capability development may be individual-, team- or organisation-centred, facilitation of the transitions between individual, group and organisational levels of learning within healthcare organisations will be needed. Any initiative designed to build capacity for knowledge mobilisation should consider the

Fibrosing organising pneumonia.

Science.gov (United States)

Beardsley, Brooke; Rassl, Doris

2013-10-01

Organising pneumonia (otherwise referred to as bronchiolitis obliterans organising pneumonia) is characterised histologically by plugs of granulation tissue, which are present predominantly within small airways, alveolar ducts and peri-bronchiolar alveoli. This pattern is not specific for any disorder or cause, but is one type of inflammatory response to pulmonary injury, which may be seen in a wide variety of clinical conditions. Typically, organising pneumonia responds very well to corticosteroid treatment; however, a small percentage of patients appear to develop progressive fibrosis.

The Compassionate Organisation

DEFF Research Database (Denmark)

Jørgensen, Poul Erik Flyvholm; Isaksson, Maria

2015-01-01

– The research shows that the public sector sticks to its guns in maintaining a web-transmitted values discourse which forefronts goodwill towards its clients. It also shows that the public and private sectors take different approaches to goodwill. Originality/value – Strategists and communication specialists......Structured Abstract: Purpose – This paper tests whether organisations in the public domain have embraced a corporate type of discourse, mirroring the private sector’s preferred orientation towards expertise, or whether they maintain their traditional discourse of goodwill towards the publics...... a detailed analysis of organisational value statements posted on the websites of public and private organisations. The research considers the value priorities of fifty organisations in the UK and Scandinavia in order to gauge the extent of convergence between the two sectors’ preferred discourses. Findings...

Self-organisation, orientation and magnetic properties of FePt nanoparticle arrays

International Nuclear Information System (INIS)

Verdes, C.; Chantrell, R.W.; Satoh, A.; Harrell, J.W.; Nikles, D.

2006-01-01

Self-organised magnetic arrays (SOMA) of high anisotropy particles are a promising candidate for ultra-high-density recording media. In principle SOMA media have the capability of storing 1 bit per particle, leading to possible reecording densities in excess of 10 Tbit/sq in. In this paper we consider two major aspects of SOMA media, namely the self-organisation process itself and the physics of the particle orientation process

Cultivating alternate mindsets to enhance organisational Well-being and creativity

Directory of Open Access Journals (Sweden)

Marie Holm

2015-07-01

Full Text Available In contrast to the traditional mindset (TMS—the conscious awareness, controlled mental processes, and analytical-logical manipulation of symbols—an alternative mindset (AMS is viewed as the pre-conscious mental processes (i.e. associative, imaginative, intuitive and holistic thinking. Since Plato, the West has considered TMS as the hallmark of intelligence and simply of any cognition. Yet, in recent decades various research explored complementary and/or alternative to analytical-logical cognition mental. Alternative mindsets were primarily explored for their individual benefits, while our research focuses on organisational benefits. To do this, we used a bi-weekly meditative practice to induce an AMS in organisational actors. We hypothesized that following the shift from TMS to AMS, organisational actors will benefit from enhanced creative production and well-being. Empirical experiments were conducted with 144 self-selected participants within three organisations, measuring well-being and creativity, consisting of eight 20 minute mindfulness meditation sessions, with a “placebo” relaxation technique for control groups. Statistical analysis showed significant increase in well-being and creativity for experimental compared to control groups as of six sessions. As AMS organisational benefits span from enhanced well-being and creative production, as our experiments show, to potentially higher employee engagement, health and relaxation, AMS could potentially aid i

Evaluating the internalisation of core values at a South African public service organisation

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Susanna M. O’Neil

2012-09-01

Full Text Available Orientation: Fully entrenched and internalised organisational values have proved a competitive advantage for many leading organisations. The benefits range from higher profit margins to the improvement of employees’ commitment and ethical performance. Nevertheless, the process of value shaping is often no more than a management goal. It is rarely truly internalised by the whole organisation.Research purpose: This article presents an effort to describe a value internalisation effort within a South African public service organisation as well as the results of a subsequent evaluation to ascertain to what extent those efforts actually led to internalisation throughout the organisation. A set of actions and practices were implemented within the public service organisation; the intent was that they should enhance value internalisation in the organisation. A long-term strategy of value internalisation was followed that focussed mainly on the clear articulation and communication of the values through different communication mediums and platforms, such as road shows and branded value material hand-outs, as well as through extensive value internalisation training.Motivation for the study: Documentation of value internalisation processes and its evaluation, especially in South African public service organisations is extremely rare. To ensure that public service organisations do not repeat the same mistakes in their value internalisation practices and implementation processes, proper documentation of these processes in the public and research domains are needed. The need for the evaluation of value internalisation programmes should also be propagated as in many instances, programmes are implemented, but the subsequent success thereof is never evaluated.Research design, approach and method: A survey questionnaire consisting of a 5-point rating scale was developed to measure the extent of value internalisation after the implementation of long

A maturity model to assess organisational readiness for change

OpenAIRE

Zephir, Olivier; Minel, Stéphanie; Chapotot, Emilie

2011-01-01

International audience; The presented model which is developed in a European project allows project management teams to assess the organisational maturity to integrate new practices under structural or technological change. Maturity for change is defined here as workforce capability to operate effectively in transformed processes. This methodology is addressed to tackle organisational readiness to fulfil business objectives through technological and structural improvements. The tool integrate...

The consideration and representation of retention processes in performance assessments carried out by waste management organisations: what has been done and why?

International Nuclear Information System (INIS)

Schneider, J.; Schwyn, B.; Zuidema, P.; Umeki, H.; Smith, P.

2002-01-01

Waste management organisations generally carry out several performance assessments in the course of the stepwise planning and development of a repository. Performance.assessments are used to test, as far as possible at a given stage, the suitability of a given site and design from the point of view of safety, and to guide future stages. Typically, such assessments involve: - The collation of scientific understanding (which evolves in the course of planning and development). - The identification of the most safety-relevant phenomena and the uncertainties in current scientific understanding to which the evaluated repository performance is most sensitive. - The development of arguments, based on current scientific understanding, that repository performance will be acceptable, from the point of view of safety, provided the spectrum of possibilities for the characteristics and evolution of the repository and its environment lies within certain bounds. Complementary arguments are sought, e.g., from science and engineering studies, to provide evidence that the spectrum of possibilities does, in fact, lie within these bounds. In order to develop convincing arguments for safety, it is important that safety-relevant phenomena and uncertainties are identified and evaluated in a cautious and systematic manner. Waste management organisations need to identify not only the phenomena that are expected to provide safety, which include the class of phenomena known as retention processes, but also events and processes that may adversely affect their operation. This paper reviews the typical treatment of retention processes in performance assessments carried out by waste management organisations, with particular emphasis on the processes of matrix diffusion and sorption. (authors)

Towards high-reliability organising in healthcare: a strategy for building organisational capacity.

Science.gov (United States)

Aboumatar, Hanan J; Weaver, Sallie J; Rees, Dianne; Rosen, Michael A; Sawyer, Melinda D; Pronovost, Peter J

2017-08-01

In a high-reliability organisation (HRO), safety and quality (SQ) is an organisational priority, and all workforce members are engaged, continuously learning and improving their work. To build organisational capacity for SQ work, we have developed a role-tailored capacity-building framework that we are currently employing at the Johns Hopkins Armstrong Institute for Patient Safety and Quality as part of an organisational strategy towards HRO. This framework considers organisation-wide competencies for SQ that includes all staff and faculty and is integrated into a broader organisation-wide operating management system for improving quality. In this framework, achieving safe, high-quality care is connected to healthcare workforce preparedness. Capacity-building efforts are tailored to the needs of distinct groups within the workforce that fall within three categories: (1) front-line providers and staff, (2) managers and local improvement personnel and (3) SQ leaders and experts. In this paper we describe this framework, our implementation efforts to date, challenges met and lessons learnt. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Professional relations in sport healthcare: workplace responses to organisational change.

Science.gov (United States)

Malcolm, Dominic; Scott, Andrea

2011-02-01

This article examines the impact of organisational changes in UK elite sport on the professional relations among and between different healthcare providers. The article describes the processes by which demand for elite sport healthcare has increased in the UK. It further charts the subsequent response within medicine and physiotherapy and, in particular, the institutionalisation of sport-specific sub-disciplines through the introduction of specialist qualifications. Drawing on semi-structured interviews with 14 doctors and 14 physiotherapists, the article argues that organisational changes have led to intra-professional tensions within both professional groups but in qualitatively different forms reflecting the organisational traditions and professional identities of the respective disciplines. Organisational changes promoting multi-disciplinary healthcare teams have also fostered an environment conducive to high levels of inter-professional cooperation though significant elements of inter-professional conflict remain. This study illustrates how intra-professional relations are affected by specialisation, how legitimation discourses are used by different professions, and how intra- and inter-professional conflict and cooperation should be seen as highly interdependent processes. Copyright © 2010 Elsevier Ltd. All rights reserved.

How does care coordination provided by registered nurses "fit" within the organisational processes and professional relationships in the general practice context?

Science.gov (United States)

Ehrlich, Carolyn; Kendall, Elizabeth; St John, Winsome

2013-01-01

The aim of this study was to develop understanding about how a registered nurse-provided care coordination model can "fit" within organisational processes and professional relationships in general practice. In this project, registered nurses were involved in implementation of registered nurse-provided care coordination, which aimed to improve quality of care and support patients with chronic conditions to maintain their care and manage their lifestyle. Focus group interviews were conducted with nurses using a semi-structured interview protocol. Interpretive analysis of interview data was conducted using Normalization Process Theory to structure data analysis and interpretation. Three core themes emerged: (1) pre-requisites for care coordination, (2) the intervention in context, and (3) achieving outcomes. Pre-requisites were adequate funding mechanisms, engaging organisational power-brokers, leadership roles, and utilising and valuing registered nurses' broad skill base. To ensure registered nurse-provided care coordination processes were sustainable and embedded, mentoring and support as well as allocated time were required. Finally, when registered nurse-provided care coordination was supported, positive client outcomes were achievable, and transformation of professional practice and development of advanced nursing roles was possible. Registered nurse-provided care coordination could "fit" within the context of general practice if it was adequately resourced. However, the heterogeneity of general practice can create an impasse that could be addressed through close attention to shared and agreed understandings. Successful development and implementation of registered nurse roles in care coordination requires attention to educational preparation, support of the individual nurse, and attention to organisational structures, financial implications and team member relationships.

Factors affecting performance and productivity of nurses: professional attitude, organisational justice, organisational culture and mobbing.

Science.gov (United States)

Terzioglu, Fusun; Temel, Safiye; Uslu Sahan, Fatma

2016-09-01

To identify relationships among variables affecting nurses' performance and productivity, namely professional attitudes, organisational culture, organisational justice and exposure to mobbing. The determination of the factors affecting performance and productivity is important for providing efficient nursing services. These factors have been investigated in the literature independently, but the relationship among them has not been clearly identified. This cross-sectional questionnaire study included 772 nurses working in a University Hospital accredited by Joint Commission International. The professional attitude score of the nurses was high (4.35 ± 0.63). However, their organisational justice (2.22 ± 1.26) and organisational culture (2.47 ± 0.71) scores were low. Nurses were subjected to mobbing at a high level (0.82 ± 0.78). As the organisational justice increased, the organisational culture increased and the mobbing decreased. As the organisation culture decreased, the mobbing increased. There was a positive correlation between organisation culture and organisational justice of the nurses and a negative correlation with mobbing. The results of the study are essential for improving nurses' performance and productivity. © 2016 John Wiley & Sons Ltd.

Pain management: a review of organisation models with integrated processes for the management of pain in adult cancer patients.

Science.gov (United States)

Brink-Huis, Anita; van Achterberg, Theo; Schoonhoven, Lisette

2008-08-01

This paper reports a review of the literature conducted to identify organisation models in cancer pain management that contain integrated care processes and describe their effectiveness. Pain is experienced by 30-50% of cancer patients receiving treatment and by 70-90% of those with advanced disease. Efforts to improve pain management have been made through the development and dissemination of clinical guidelines. Early improvements in pain management were focussed on just one or two single processes such as pain assessment and patient education. Little is known about organisational models with multiple integrated processes throughout the course of the disease trajectory and concerning all stages of the care process. Systematic review. The review involved a systematic search of the literature, published between 1986-2006. Subject-specific keywords used to describe patients, disease, pain management interventions and integrated care processes, relevant for this review were selected using the thesaurus of the databases. Institutional models, clinical pathways and consultation services are three alternative models for the integration of care processes in cancer pain management. A clinical pathway is a comprehensive institutionalisation model, whereas a pain consultation service is a 'stand-alone' model that can be integrated in a clinical pathway. Positive patient and process outcomes have been described for all three models, although the level of evidence is generally low. Evaluation of the quality of pain management must involve standardised measurements of both patient and process outcomes. We recommend the development of policies for referrals to a pain consultation service. These policies can be integrated within a clinical pathway. To evaluate the effectiveness of pain management models standardised outcome measures are needed.

Permission-based Leadership and Change Management in Hong Kong's Nongovernment Organisations

Directory of Open Access Journals (Sweden)

Wong Michael

2014-12-01

Full Text Available This study addresses the management of transformational change by chief executives in nongovernment organisations (NGOs in Hong Kong. The study takes an exploratory approach with interviews of 18 chief executives from a cross section of Hong Kong's NGOs. The findings indicate that organisational transformation is driven by increasing competition within the NGO sector and from commercial firms, by a demand for greater transparency and by internal forces. These factors are countered by structural inertia. Leadership of the organisational transformation of an NGO is permission-based; agreement from the various stakeholders must be gained to execute a successful transformation. The chief executive should have a humanistic style and be visionary, ethical and participative. Constant communication and involvement facilitate this process. Through this approach, followers will have a greater commitment to the organisational transformation. Organisational change is a combination of planned and emergent processes. The chief executive should relax control and foster a nurturing environment for transformation. This research suggests a leadership style, behavioural approach and model for managing change that will provide chief executives and senior leaders with useful considerations and insights.

Review: Karin Reiber (2005. Organisation im Spiegel der Regula Benedicti [Organisation in Reflection of Regula Benedicti

Directory of Open Access Journals (Sweden)

Jürgen Rausch

2007-01-01

Full Text Available For 1500 years, the monastic life of the Benedictines has been defined by rules dating from the time of the first foundation of the order, suggesting an organizational structure that has outlasted historical upheavals and changes. Starting from a new understanding of organisational development as organisational learning, Karin REIBER has looked for clues to organisational formation and learning through a hermeneutic textual analysis of the Regula Benedicti of the 6th Century. Within a theoretical framework, REIBER develops three dimensions of organisational formation and three stages of organisational learning. In a historical reconstruction, the author analyses the text of the Regula Benedicti. In a second section, REIBER adapts and interprets the results of the hermeneutic analysis through a double three-stage theoretical model. She works out interesting aspects for organisational learning, which relate individual learning to organisational learning in favour of members of the organisation, for which consideration for individuality forms a part of the leadership concept and as a framework for social relationships, establishing an informal organisational structure beside the formal one. This illuminating work leads to an integrated concept of organisational learning, which extends the notion of tradition as a characteristic feature of an innovative organisation and which, through continuity and topicality, can hence guarantee the continued existence of modern organisations in the future. URN: urn:nbn:de:0114-fqs070174

Organised Cultural Encounters

DEFF Research Database (Denmark)

Christiansen, Lene Bull; Galal, Lise Paulsen; Hvenegård-Lassen, Kirsten

2017-01-01

The article introduces the special issue by presenting the concept of organised cultural encounters that are encounters organised to manage and/or transform problems perceived to originate in or include cultural differences. Inspired by Pratt’s conceptualisation of the contact zone, a critical...... perspective on the particular historical and spatial context of any encounter and how this context frames and mediates what takes place during an encounter is applied. While the articles of the issue present different varieties of organised cultural encounters, it is argued that they are not only of the same...

Positioning e-skills within an organisation: An information systems management viewpoint

Directory of Open Access Journals (Sweden)

Zoran Mitrovic

2010-10-01

Full Text Available The intersection of business and IT in an organisation requires people with diverse business- and technology-related competences and skills, commonly referred to as ‘e-competences’ and ‘e-skills’. The positioning of these competences within an IT function in an organisation is (arguably well defined, but their place in other areas of business managerial concern in an organisation, such as business processes or organisational strategy, is still not sufficiently clear. As e-skills and e-competences are inevitably associated with the use of organisational information systems (IS, this paper reports an initial study aimed at positioning these competences and skills within an organisation from an IS perspective. The positioning was done by examining models of IS, e-competences and e-skills and identifying their possible areas of intersection, which resulted in mapping these competences and skills to the areas of managerial concern in an organisation – as seen from an IS perspective. This mapping has revealed an initial understanding of how business value, here seen as business benefits, is created by using the e-skills and e-competences (supposedly possessed by employees throughout an organisation.

ORGANISATIONAL JUSTICE AND AFFECTIVE COMMITMENT: THE MEDIATING ROLE OF PERCEIVED ORGANISATIONAL SUPPORT

OpenAIRE

Pooja Purang

2011-01-01

Perception of fairness among employees is a guiding force that influences employee attitude and behaviour. However, the mechanisms associated with justice need to be studied further. This study hypothesises that perceived organisational support (POS) mediates the relationship between organisational justice perceptions and affective commitment of employees. The study was conducted in a multi-national organisation operating in India in the service sector; the sample size was 71 employees. Baron...

Becoming organisms: the organisation of development and the development of organisation.

Science.gov (United States)

de la Rosa, Laura Nuño

2010-01-01

Despite the radical importance of embryology in the development of organicism, developmental biology remains philosophically underexplored as a theoretical and empirical resource to clarify the nature of organisms. This paper discusses how embryology can help develop the organisational definition of the organism as a differentiated, functionally integrated, and autonomous system. I distinguish two conceptions of development in the organisational tradition that yield two different conceptions of the organism: the life-history view claims that organisms can be considered as such during their whole ontogeny; the constitutive view distinguishes two periods in the life history, a period of generation and a period of self-maintenance of a constitutive organisation. Arguing in favour of the constitutive view, it will be claimed that the organisational criteria for the definition of organism (i.e., differentiation, functional integration, and autonomy) can only be applied to the developmental system when it has entered the period of self-maintenance of a constitutive organisation. Under the light of current research in developmental biology, it is possible to make explicit how organisms come to be as organisms. To this end, I explore key ontogenetic events that help us clarify the core aspects of animal organisation and allow us to identify the developmental stage that marks the ontological transition between an organism in potency and an organism in actuality. The structure of this ontogenetic unfolding parallels the conceptual structure of the very notion of organism; the generation of the being of a particular organism parallels its definition.

Ethnographers, clinicians and ethnoventionists. Organising reflexivity in design oriented change programmes

NARCIS (Netherlands)

van Marrewijk, A.H.; Veenswijk, M.B.; Clegg, S.R.

2010-01-01

Purpose – The purpose of this paper is to reflect upon the role of intervention/oriented scientists in the process of organisation development. The paper seeks to contribute to the growing interest in design studies for organisation development and argues that a focus on reflexivity is missing in

Organisational learning: Between organizing and knowing

DEFF Research Database (Denmark)

Elkjær, Bente; Brandi, Ulrik; Nielsen, Steffen Bohni

of organisational learning. The paper show that knowledge sharing is just as much about processes ‘around’ work (e.g. the interactions in a project group) than the actual knowledge ‘about’ work indicating that knowledge sharing amongst management consultants is situated and negotiated rather than fixed...

Organisational culture development in Klaipeda municipality

OpenAIRE

Paužuolienė, Jurgita; Mauricienė, Ingrida

2012-01-01

Organisational culture is an important management aspect of the organisation. It is formed by the organisation values, norms, underlying assumptions, attitudes, traditions, narratives, and symbols, it includes beliefs and habits. Organisational culture guides individual decisions and behaviours shared by a group of people. As a result, it can have a potent effect on well-being and success of the organisation. This paper presents the defining elements of the organisational cultural dimensions ...

Organising stakeholder workshops in research and innovation

DEFF Research Database (Denmark)

Nielsen, Morten Velsing; Bryndum, Nina; Bedsted, Bjørn

2017-01-01

This article addresses the theory and practice of creating responsiveness among actors through deliberative dialogue processes with stakeholders from diverse institutional settings. The EU’s decision to mainstream stakeholder deliberation in research and innovation, as part of its focus......, the article illustrates the challenges of applying theory to five European stakeholder workshops co-organised by the authors. The illustration highlights the difficult interaction between theory and practice. The article concludes that while theoretical perspectives can provide general guidance, practical...... experience is essential when dealing with the trade-offs that are an intrinsic part of organising stakeholder workshops....

Organisational Structures & Considerations

NARCIS (Netherlands)

Luiijf, H.A.M.; Healey, J.

2012-01-01

The purpose of this section is to review specific types of national cyber security (NCS) areas (also called ‘mandates’) and examine the organisational and collaborative models associated with them. Before discussing the wide variety of organisational structures at the national and international

Luhmann og Organisation

DEFF Research Database (Denmark)

Paulsen, Michael

LUHMANN OG ORGANISATION Organisationsstudier spiller en særlig rolle for den tyske sociolog Niklas Luhmann (1927-1998) idet han begriber organisationer som det mest afgørende socialsystem i det moderne samfund. Kun organisati-oner kan træffe samfundsmæssige afgørelser. Faktisk begyndte Luhmann som...... organisationsteoretiker, og flere af hans tidlige værker regnes nu som milepæle indenfor organisations-studier. I 2000 udkom post humt hans sidste store organisationsteoretiske værk Organisation und Entscheidung. I Luhmanns almene systemteori trækker han kraftigt på sit kendskab til organisationer. Begribelsen af...... samtidig med, at de kan skabe en kobling mellem det moderne samfunds interaktioner og funktionssystemer. Luhmanns konstante ledetråd har været, at organisationer er det, som får samfun-det til at fungere. Uden organisationer intet moderne samfund. Luhmann og organisation henvender sig til studerende...

TEDx Organisers meet at CERN

CERN Multimedia

Abha Eli Phoboo

2013-01-01

CERN hosted the second TEDx European Organisers meeting last week with around 80 organisers attending from all over Europe. They were given an introduction to CERN and a tour of the LHC experiments.   The participants of the TEDx European Organisers meeting held at CERN last week. Among the attendees was Bruno Giussani, European director of TED, who delivered the welcome address. The TEDx European organisers shared their experiences in workshops and brainstormed about how to work on different aspects of organising a TEDx event, and about improving the relationship between TEDx and TED. “The goal of this meeting was for veteran TEDx organisers to help younger ones, help each other, bring the community together and have better quality events,” said Claudia Marcelloni, head of TEDxCERN. TEDx is an independently organised TED (Technology, Entertainment, Design) talk event, which has grown exponentially all over the world. There are hundreds of TEDx events every day and it n...

The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

Directory of Open Access Journals (Sweden)

Monia L. Castro

2010-05-01

Research purpose: The objective of this study was to explore the relationship between organisational climate and job satisfaction to determine whether employees’ perceptions of the work environment influence their level of job satisfaction. Motivation for the study: Organisations are facing more challenges than ever before. These challenges are not unique to any specific organisation or industry, but affect all organisations.Organisational climate in particular is constantly challenged by changes impacting organisations today. Research design, approach and method: An organisational climate questionnaire was administered to a convenience sample of 696 employees from a population of 1453 employees working in three regions in which the organisation was operational. Confirmatory and exploratory factor analyses were used to investigate the structure of the climate model. Main findings: The revised 12-factor model (after the confirmatory factor analysis fitted the data best and the researchers therefore decided to proceed with the revised 12-factor model (11 dimensions for further analysis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict job satisfaction. The results indicated a strong positive correlation (r = 0.813, p< 0.01 between organisational climate and the dependent variable of job satisfaction. Practical implications: This study provided support for the view that line managers and human resource practitioners should be aware that different biographical groups have different needs that can influence their job satisfaction levels and different perceptions of the climate within the organisation and that this impacts on their behaviour. Contribution: The findings of this study indicated a positive relationship between organisational climate scores and job satisfaction scores and thus, regardless of how the dimensions are perceived, organisational climate has an influence on job satisfaction.

The alignment of espoused values and organisational culture at a South African parastatal organisation

OpenAIRE

2012-01-01

M.Comm. The primary purpose of the present study was to identify whether the organisational culture of the Transmission Division of Eskom is aligned to its stated values. In seeking to reach this objective, it was necessary to assess the gap between espoused and practised organisational values. The study also sought to identify the Transmission Division’s organisational culture. A correlation between the stated values and identified organisational culture was calculated and this was used t...

How do consumer leaders co-create value in mental health organisations?

Science.gov (United States)

Scholz, Brett; Bocking, Julia; Happell, Brenda

2017-10-01

Objectives Contemporary mental health policies call for consumers to be involved in decision-making processes within mental health organisations. Some organisations have embraced leadership roles for consumers, but research suggests consumers remain disempowered within mental health services. Drawing on a service-dominant logic, which emphasises the co-creation of value of services, the present study provides an overview of consumer leadership within mental health organisations in the Australian Capital Territory. Methods Mental health organisations subscribing to the local peak body mailing list were invited to complete a survey about consumer leadership. Survey data were summarised using descriptive statistics and interpreted through the lens of service-dominant logic. Results Ways in which organisations may create opportunities for consumers to co-create value within their mental health services included soliciting feedback, involving consumer leaders in service design, having consumer leaders involved in hiring decisions and employing consumer leaders as staff or on boards. Strategies that organisations used to develop consumer leaders included induction, workshops and training in a variety of organisational processes and skills. Conclusions The findings of the present study extend the application of a service-dominant logic framework to consumer leadership within mental health organisations through consideration of the diverse opportunities that organisations can provide for consumer co-creation of service offerings. What is known about the topic? Policy calls for consumer involvement in all levels of mental health service planning, implementation and delivery. The extent to which service organisations have included consumer leaders varies, but research suggests that this inclusion can be tokenistic or that organisations choose to work with consumers who are less likely to challenge the status quo. Service literature has explored the way consumers can co

Key Mechanisms for Employee-Driven Innovation in Governmental Client Organisations

DEFF Research Database (Denmark)

Sørensen, Henrik; Wandahl, Søren; Faber, Lene

2018-01-01

the mechanisms of organisational trust, innovation safety, organisational practices, cultural settings and the recognition and rewards structure to motivate employees. The decision-making procedures should be transparent especially to the idea-owner and the employees involved, and the implementation and putting......In order to ensure that knowledge and ideas are transformed into innovative contributions, a systematic approach is important. The aim of this research was to identify the specific mechanisms that are key to implementing an innovation process model when conducting Employee-driven Innovation...... into practice should be fast progressed phases in the innovation process....

Strategising through organising

DEFF Research Database (Denmark)

Larsen, Mette Vinther

and sensemaking point of view. It argues that actors’ strategising is closely connected to their organising. Maybe strategising and organising co-constitute each other? It is a perspective that looks at strategy as emergent wayfinding more than planned navigating. In the attempts to make sense...... of and operationalise a strategy, maybe actors do not follow a pre-defined map, but instead figure out the way as they go? Maybe actors go in ways that they relationally believe are the ‘right ones’ and in ways that make sense to them? There are, however, many actors in an organisation and, therefore, also many ways...

Healthcare professionals' organisational barriers to health information technologies-a literature review.

Science.gov (United States)

Lluch, Maria

2011-12-01

This literature review identifies and categorises, from an organisational management perspective, barriers to the use of HIT or ICT for health. Based on the review, it offers policy interventions. This systematic literature review was carried out during December 2009 and January 2010. Additional on-going reviews of updates through automated system alerts took place up until this paper was submitted. A total of thirty-one sources were searched including nine software platforms/databases, fifteen specialised websites/targeted databases, Google Scholar, ISI Science Citation Index and five journals hand-searched. The study covers seventy-nine articles on organisational barriers to ICT adoption by healthcare professionals. These are categorised under five main headings - (I) Structure of healthcare organisations; (II) Tasks; (III) People policies; (IV) Incentives; and (V) Information and decision processes. A total of ten subcategories are also identified. By adopting an organisational management approach, some recommendations to remove organisational management barriers are made. Despite their apparent promise, health information technologies (HIT) have proved difficult to implement. This systematic review reveals the implementation barriers associated to organisational management and their interrelations. Several important future directions in the field are also suggested: (1) there is a need for further research providing evidence of HIT cost-effectiveness as well as the development of optimal HIT applications; (2) more information is needed regarding organisational change, incentives, liability issues, end-users HIT competences and skills, structure and work process issues involved in realising the benefits from HIT. Future policy interventions should consider the five dimensions identified when addressing the impact of HIT in healthcare organisational systems, and how the impact of an intervention aimed at a particular dimension would interrelate with others. 2011

Organisational Learning as an Emerging Process: The Generative Role of Digital Tools in Informal Learning Practices

Science.gov (United States)

Za, Stefano; Spagnoletti, Paolo; North-Samardzic, Andrea

2014-01-01

Increasing attention is paid to organisational learning, with the success of contemporary organisations strongly contingent on their ability to learn and grow. Importantly, informal learning is argued to be even more significant than formal learning initiatives. Given the widespread use of digital technologies in the workplace, what requires…

Virtual corporations, enterprise and organisation

Directory of Open Access Journals (Sweden)

Carmen RÃDUT

2009-06-01

Full Text Available Virtual organisation is a strategic paradigm that is centred on the use of information and ICT to create value. Virtual organisation is presented as a metamanagement strategy that has application in all value oriented organisations. Within the concept of Virtual organisation, the business model is an ICT based construct that bridges and integrates enterprise strategic and operational concerns. Firms try to ameliorate the impacts of risk and product complexity by forming alliances and partnerships with others to spread the risk of new products and new ventures and to increase organisational competence. The result is a networked virtual organization.

The effects of perceived organisational support and span of control on the organisational commitment of novice leaders.

Science.gov (United States)

Havaei, Farinaz; Dahinten, V Susan; MacPhee, Maura

2015-04-01

The purpose of this study was to examine the main and interaction effects of perceived organisational support, span of control and leadership rank on novice nurse leaders' organisational commitment. As nurse leaders' organisational commitment is eroded at times of healthcare restructuring, it is important to study factors associated with organisational commitment. Cross-sectional data from 69 novice nurse leaders, collected via mailed surveys at two time points, were analysed using hierarchical regression. The findings supported our hypotheses about the positive effect of perceived organisational support, the positive effect of leadership rank and the negative effect of span of control on novice nurse leaders' organisational commitment. In addition, perceived organisational support was shown to moderate the negative effect of span of control on novice nurse leaders' organisational commitment at time 2. Organisational strategies aimed at supporting nurse leaders, and attention to span of control, are required to enhance the organisational commitment of novice nurse leaders. Nurse leaders with a wide span of control, in particular those with little leadership experience, need to adopt leadership strategies that maximise their effectiveness, such as organising smaller work groups or teams within their wide span of control. © 2013 John Wiley & Sons Ltd.

Stretching between learning and accountability: Experiences of South African non-governmental organisations

Directory of Open Access Journals (Sweden)

Dzvinka Kachur

2016-06-01

While learning and accountability are two fundamental purposes of M&E, in practice NGOs often perceive donor accountability as the only function of their organisation’s M&E system. Learning through meaningful monitoring of actions is a necessary process to satisfy effective functioning of organisations working on social change. The article is based on action research, which included qualitative methods such as case studies, focus group interview(s, semi-structured interviews and questionnaires with participating organisations from an 18-month Monitoring and Evaluation Capacity Development Programme of the Community Development Resource Association, which involved nine South African NGOs. Organisations benefited from the programme through peer learning, consulting and research linked to the programme. The research revealed that NGOs have a perception of M&E as an accountability procedure that has been imposed on them by donor communities and are resistant to it as well as to rigid data collection.Organisations require specific capacities to realise their power and to be able to negotiate more developmental approaches to M&E within their organisations and with donors. The model is suggested that fosters learning in M&E systems and includes two interlinked processes: self-awareness (a sense of core organisational values and intuitive ability and awareness about the outside world and the effects of organisations’ work. The model for M&E systems can be explored further and help those organisations who are working towards better balance between learning and accountability.

Organisation Matters

DEFF Research Database (Denmark)

Unphon, Hataichanok; Dittrich, Yvonne

2008-01-01

Our work aims at understanding the design rationale for product line architecture by focusing on the design of common data access modules for complex simulation software products. This paper presents empirical evidence of organisational and business domain aspects that influence the development...... of product line architecture. We suggest that the assessment of use-situation and his tory of organisational structure should be considered when creating product line architectures, especially for products that are tailored and used interactively....

Reputation Management for Scientific Organisations – Framework Development and Exemplification

Directory of Open Access Journals (Sweden)

Petra Morschheuser

2015-12-01

Full Text Available Reputation management deals with establishing, maintaining and strengthening a positive reputation for an object in order to build trust, commitment and lasting relationships. Positive reputation is considered a major intangible asset of companies as it contributes to their value creation. Reputation and reputation management, therefore, are well-established perspectives in marketing theory. This paper examines reputation in matters of scientific organisations. Drawing on conventional (commercial marketing models of reputation management and derived characteristics of scientific organisations, a modified framework is deduced, named the Scientific Organisations Reputation Model (SORM. As this model widely fits the specific requirements of this type of organisation it will be useful for the complex task of marketing scientific organisations. Using the SORM framework, scientific organisations will be able to understand the formation of their own reputation in a more comprehensive way and will be able to improve their reputation-relevant management processes. The framework is exemplified and examined more closely using the case of DHBW, the unique German cooperate state university as the interplay of stakeholder patterns and the integration of multi-level marketing activities are carved out and main effects on reputation are demonstrated.

Preparedness organisations at Nordic nuclear power plants

International Nuclear Information System (INIS)

Droeivoldsmo, A.; Porsmyr, J.; Nystad, E.

2011-08-01

The report presents an overview of Emergency Preparedness Organisations (EPO) in Sweden, Finland and Norway and presentations of insights from a study of the staff positions' work instructions in the command centre in an emergency situation. The results indicate potential for improvement in several areas. A number of the improvements are related to introduction of new technology and they should be seen in connection with ensuring safe and reliable communication lines and power supply. Analysis of the data identified four main categories where further studies could contribute to improvement: 1) Communication and exchange of information. 2) Tools and technology. 3) Staffing and organisation. 4) Procedures. The usefulness of the Man Technology and Organisation method in analysing the emergency management decision-making process within the authorities was considered as an interesting issue for continuation of the project. The interface between utility and authorities was pointed out as an important area for continuation. (Author)

Preparedness organisations at Nordic nuclear power plants

Energy Technology Data Exchange (ETDEWEB)

Droeivoldsmo, A.; Porsmyr, J.; Nystad, E. (Institute for Energy Technology (IFE), Halden (Norway))

2011-08-15

The report presents an overview of Emergency Preparedness Organisations (EPO) in Sweden, Finland and Norway and presentations of insights from a study of the staff positions' work instructions in the command centre in an emergency situation. The results indicate potential for improvement in several areas. A number of the improvements are related to introduction of new technology and they should be seen in connection with ensuring safe and reliable communication lines and power supply. Analysis of the data identified four main categories where further studies could contribute to improvement: 1) Communication and exchange of information. 2) Tools and technology. 3) Staffing and organisation. 4) Procedures. The usefulness of the Man Technology and Organisation method in analysing the emergency management decision-making process within the authorities was considered as an interesting issue for continuation of the project. The interface between utility and authorities was pointed out as an important area for continuation. (Author)

ORGANISATIONAL CULTURE ANALYSIS MODEL

OpenAIRE

Mihaela Simona Maracine

2012-01-01

The studies and researches undertaken have demonstrated the importance of studying organisational culture because of the practical valences it presents and because it contributes to increasing the organisation’s performance. The analysis of the organisational culture’s dimensions allows observing human behaviour within the organisation and highlighting reality, identifying the strengths and also the weaknesses which have an impact on its functionality and development. In this paper, we try to...

Capacity of Community-Based Organisations to disseminate ...

African Journals Online (AJOL)

Objective: To assess the capacity of established community based organisations (CBOs) to disseminate information on sleeping sickness control. Design: Participatory interview process administered to randomly selected CBOs in a tsetse and trypanosomosis endemic area. Setting: Busia district, Western, Kenya. Results: ...

Evaluating the internalisation of core values at a South African public service organisation

Directory of Open Access Journals (Sweden)

Susanna M. O’Neil

2012-09-01

Research purpose: This article presents an effort to describe a value internalisation effort within a South African public service organisation as well as the results of a subsequent evaluation to ascertain to what extent those efforts actually led to internalisation throughout the organisation. A set of actions and practices were implemented within the public service organisation; the intent was that they should enhance value internalisation in the organisation. A long-term strategy of value internalisation was followed that focussed mainly on the clear articulation and communication of the values through different communication mediums and platforms, such as road shows and branded value material hand-outs, as well as through extensive value internalisation training. Motivation for the study: Documentation of value internalisation processes and its evaluation, especially in South African public service organisations is extremely rare. To ensure that public service organisations do not repeat the same mistakes in their value internalisation practices and implementation processes, proper documentation of these processes in the public and research domains are needed. The need for the evaluation of value internalisation programmes should also be propagated as in many instances, programmes are implemented, but the subsequent success thereof is never evaluated. Research design, approach and method: A survey questionnaire consisting of a 5-point rating scale was developed to measure the extent of value internalisation after the implementation of long-term internalisation strategies. Employees at different levels and in different units of the organisation participated in the survey. Main findings: Results (N = 941 reflected lower than expected mean scores for each value component. In addition, differences in internalisation extent were found between two demographic variables, namely population groupings and organisational units. Practical/managerial implications: The

Narrating Organisational Identities by Way of Evolutionary Tales

DEFF Research Database (Denmark)

Backer, Lise

2008-01-01

The article draws on publicly available data to analyse how, since the Rio Environmental Summit in 1992, the narration of the multinational oil company Shell have projected an evolution from an oil company identity to an identity also embracing renewable energies. In analysing the narrative battles...... over Shell's organisational identity the article contributes to the field of organisational identity theory. It does so by providing a rich description of the micro processes through which individual management actors seek by telling different evolutionary tales to get the larger corporate actor...

Structure and Behaviour of Virtual Organisation Breeding Environments

Directory of Open Access Journals (Sweden)

Laura Bocchi

2010-01-01

Full Text Available This paper provides an outline of a formal approach that we are developing for modelling Virtual Organisations (VOs and their Breeding Environments (VBEs. We propose different levels of representation for the functional structures and processes that VBEs and VOs involve, which are independent of the specificities of the infrastructures (organisational and technical that support the functioning of VBEs. This allows us to reason about properties of tasks performed within VBEs and services provided through VOs without committing to the way in which they are implemented.

Harnessing ISO/IEC 12207 to Examine the Extent of SPI Activity in an Organisation

Science.gov (United States)

Clarke, Paul; O'Connor, Rory

The quality of the software development process directly affects the quality of the software product. To be successful, software development organisations must respond to changes in technology and business circumstances, and therefore software process improvement (SPI) is required. SPI activity relates to any modification that is performed to the software process in order to improve an aspect of the process. Although multiple process assessments could be employed to examine SPI activity, they present an inefficient tool for such an examination. This paper presents an overview of a new survey-based resource that utilises the process reference model in ISO/IEC 12207 in order to expressly and directly determine the level of SPI activity in a software development organisation. This survey instrument can be used by practitioners, auditors and researchers who are interested in determining the extent of SPI activity in an organisation.

Inter-Organisational Systems, Strategy and Structure: the case for planning environments

Directory of Open Access Journals (Sweden)

Pat Finnegan

1998-11-01

Full Text Available Electronic trade and commerce have brought inter organisational co-operation to the forefront of organisational strategies. However, inter-organisational systems (IOS planning lacks appropriate methodological guidelines, and tends to be practised in an insular manner. This paper examines the development of systems in three interorganisational networks in Ireland in order to ascertain the planning that went into them. The networks studied are representative of three types of structural interdependencies - pooled, reciprocal and sequential. Although it is difficult to identify an activity that can be clearly labelled IOS planning, planning is integral to the development of all networks. The interdependencies influence planning processes and outcomes. For the pooled and reciprocal networks, the planning process gives a focus. For the sequential network, the main planning is done by the hub organisation, and extended to the spokes. Planning interactions across all networks illustrate similarities that reveal that existence of planning environments within which IOS planning takes place. These planning environments are proposed as being an appropriate basis for the development of IOS planning guidelines.

Inter-Organisational Coordination in Ramp-Up Execution

DEFF Research Database (Denmark)

Christensen, Irene; Karlsson, Christer

the degree of fragmentation in the process planning and execution. Resource dependence theory (RDT) is used as central explanatory framework for inter-organisational interdependencies formation throughout the planning and execution of the ramp-up activities and milestones. This study aims at exploring inter...

The Strength of Organisational Culture: Organisational Performance in South African Schools

Science.gov (United States)

Bipath, Keshni; Adeyemo, Kolawole Samuel

2014-01-01

One of the more frequently cited cultural dimensions within the field of cultural research is that of cultural strength (Cameron & Ettington, 1998). Early published works on organisational culture argue that there is an absolute need for a "strong" culture for organisations to be effective. This study has examined the contradiction…

Organisational culture and change: implementing person-centred care.

Science.gov (United States)

Carlström, Eric D; Ekman, Inger

2012-01-01

The purpose of this paper is to explore the connection between organisational cultures and the employee's resistance to change at five hospital wards in Western Sweden. Staff had experienced extensive change during a research project implementing person-centred care (PCC) for patients with chronic heart failure. Surveys were sent out to 170 nurses. The survey included two instruments--the Organisational Values Questionnaire (OVQ) and the Resistance to Change Scale (RTC). The results indicate that a culture with a dominating focus on social competence decreases "routine seeking behaviour", i.e. tendencies to uphold stable routines and a reluctance to give up old habits. The results indicate that a culture of flexibility, cohesion and trust negatively covariate with the overall need for a stable and well-defined framework. An instrument that pinpoints the conditions of a particular healthcare setting can improve the results of a change project. Managers can use instruments such as the ones used in this study to investigate and plan for change processes. Earlier studies of organisational culture and its impact on the performance of healthcare organisations have often investigated culture at the highest level of the organisation. In this study, the culture of the production units--i.e. the health workers in different hospital wards--was described. Hospital wards develop their own culture and the cultures of different wards are mirrored in the hospital.

ORGANISATIONAL JUSTICE AND AFFECTIVE COMMITMENT: THE MEDIATING ROLE OF PERCEIVED ORGANISATIONAL SUPPORT

Directory of Open Access Journals (Sweden)

Pooja Purang

2011-01-01

Full Text Available Perception of fairness among employees is a guiding force that influences employee attitude and behaviour. However, the mechanisms associated with justice need to be studied further. This study hypothesises that perceived organisational support (POS mediates the relationship between organisational justice perceptions and affective commitment of employees. The study was conducted in a multi-national organisation operating in India in the service sector; the sample size was 71 employees. Baron and Kenny's model of studying the mediating relationship was used. The findings showed that POS fully mediates the relationship between distributive justice and affective commitment as well as partially mediates the relationship between procedural justice and affective commitment. This study highlights the importance of fairness and justice in organisations and identifies the mechanism by which employee perceptions of justice influence their loyalty and involvement.

The relationship between quality management practices and organisational performance: A structural equation modelling approach

Science.gov (United States)

Jamaluddin, Z.; Razali, A. M.; Mustafa, Z.

2015-02-01

The purpose of this paper is to examine the relationship between the quality management practices (QMPs) and organisational performance for the manufacturing industry in Malaysia. In this study, a QMPs and organisational performance framework is developed according to a comprehensive literature review which cover aspects of hard and soft quality factors in manufacturing process environment. A total of 11 hypotheses have been put forward to test the relationship amongst the six constructs, which are management commitment, training, process management, quality tools, continuous improvement and organisational performance. The model is analysed using Structural Equation Modeling (SEM) with AMOS software version 18.0 using Maximum Likelihood (ML) estimation. A total of 480 questionnaires were distributed, and 210 questionnaires were valid for analysis. The results of the modeling analysis using ML estimation indicate that the fits statistics of QMPs and organisational performance model for manufacturing industry is admissible. From the results, it found that the management commitment have significant impact on the training and process management. Similarly, the training had significant effect to the quality tools, process management and continuous improvement. Furthermore, the quality tools have significant influence on the process management and continuous improvement. Likewise, the process management also has a significant impact to the continuous improvement. In addition the continuous improvement has significant influence the organisational performance. However, the results of the study also found that there is no significant relationship between management commitment and quality tools, and between the management commitment and continuous improvement. The results of the study can be used by managers to prioritize the implementation of QMPs. For instances, those practices that are found to have positive impact on organisational performance can be recommended to

Evaluating the internalisation of core values at a South African public service organisation

OpenAIRE

Susanna M. O’Neil; Andre L. Horne

2012-01-01

Orientation: Fully entrenched and internalised organisational values have proved a competitive advantage for many leading organisations. The benefits range from higher profit margins to the improvement of employees’ commitment and ethical performance. Nevertheless, the process of value shaping is often no more than a management goal. It is rarely truly internalised by the whole organisation. Research purpose: This article presents an effort to describe a value internalisation effort w...

Virtualness : a new organisational dimension

NARCIS (Netherlands)

Bosch-Sijtsema, P.M.

2003-01-01

In current literature a new organisational form is presented, the virtual organisation (VO). ms organisational form is a co-operation between a number of companies who combine their strengths to develop a new service or product. The current VO literature is ambiguous about the definition and

Using organisational memory in evaluations

Directory of Open Access Journals (Sweden)

Madri S. Jansen van Rensburg

2014-12-01

Full Text Available This article uses the case of a regional intermediary organisation to investigate organisational memory (OM and its contribution to knowledge management and activities in evaluations. Understanding of, and accessing OM is critical for participatory evaluations. The aim of the article is to reflect on the OM of a non-governmental organisation (NGO and what implicationsthe structural changes in OM over the organisation’s life cycle have for evaluators. It further aims to advocate an awareness of OM and explains how evaluators can access and utilise it more effectively. Evaluators need to have an understanding of OM, and to take more responsibility for disseminating results to enhance it. This case study reflects on a retrospective case example of a regional NGO. The report reflects the development and structure of the life cycle of the organisation. The data collection included in-depth interviews with staff members and other key stakeholders, engagement with beneficiary organisations and donors, and analyses of documents, electronic files and audio-visual material. Since OM survives after the demise of an organisation, and is accessible through directories, it is important for the evaluator to include historical information. Specific implications for evaluators include the ability to access OM through directories and networks of the organisation. As evaluators hold OM of all the organisations they have engaged with, they also have a responsibility to share knowledge. The key findings of this study illustrate the importance of accessing the memory and historical information of the organisation. Understanding OM enhances the in-depth comprehension of the activity, project or programme under investigation, and the collective knowledge generated as a result of it.

Building Process Organisation Model fit for Innovative Housing Concepts? Case Study of the Netherlands

Energy Technology Data Exchange (ETDEWEB)

Kondratenko, I.; Jablonska, B. [ECN , Petten (Netherlands)

2009-11-15

There is growing justification and political commitment in Europe to tackle energy efficiency in new and existing buildings, both residential and non-residential. It requires shifting the construction sector towards large scale successful implementation of innovative energy efficient and sustainable building concepts. Nowadays, a number of innovative building concepts exist, to name a few: Very Low Energy, Passive House, Zero-Energy, Zero-Emission, Energy Producing, etc. However, the experience in the Netherlands has shown inflexibility in the behaviour within the traditional building process to allow the necessary changes for large scale introduction of innovative integral building concepts. This has led to examining the question: 'How well does the building process organisation model in the Netherlands allow the implementation of innovative housing building concepts?' Answering this question requires specific knowledge of the behaviour of the traditional building process, its characteristics, advantages and disadvantages, phases and actors involved. It also demanded to focus on the nature of barriers within, and on possibilities to overcome identified bottlenecks. Also, examined was the suitability of several selected novel concepts in their opportunities for adapting the building process organisation model and the behaviour of actors within, such as: The Life Cycle Analysis, (including the Whole Building Life Cycle Costing and the Least Life Cycle Costing), The Cradle to Cradle (C2C) Concept, The Living Building Concept and Private Initiatives. This also included recent experiences with building projects implementing these concepts in the Netherlands. In summary, there are a number of challenges. The traditional building process in the Netherlands is fragmented in nature into successive phases with a strict way of cooperation and division of tasks and responsibilities between actors. There is also a cost / risk approach preventing enabling long

Brand alliance. Building block for scientific organisations´ marketing strategy

Directory of Open Access Journals (Sweden)

Joern Redler

2016-03-01

Full Text Available This paper addresses management issues of brand alliances as part of a scientific organisation´s marketing strategy. Though brand alliances have become quite popular with consumer products they seem to be exceptions in the marketing context of academic or scientific organisations. Against this background, the paper develops a brand alliance approach considering requirements of strategically marketing scientific organisations. As a starting point, brand alliances are discussed as a sub-category to brand combinations. Furthermore, opportunities for scientific organisations associated with the alliance approach are elucidated as well as, from a more general perspective, major threats. In the following course, the paper focuses on modelling a framework of customer-based brand alliance effects, referring to the behavioural science-based view of brands which conceptualises brands as the psychological reaction to the exposure of brand elements like a name, logo or symbols. In that context, prerequisites for success are examined as well. Further, essential components of a brand alliance management process are discussed and its application to scientific organisations is expounded. Aspects like, e.g., choosing and evaluating a partner brand, positioning a brand alliance or monitoring brand alliance performance are illuminated. In regard to practical application also factors and requirements for organisation´s brand alliance success are outlined.

The Association between Organisational Commitment And Corporate Social Responsibility-Environmental Performance Within an Integrated Sustainability Balanced Scorecard Framework

Directory of Open Access Journals (Sweden)

Kirsten Rae

2015-03-01

Full Text Available This study investigates whether organisational commitment is associated with organisations‘CSR performance within sustainability aspects of their internal process. A structural equation model (SEM tested two sequential direct associations between: (1 senior management employees‘ affective and continuance organisational commitment and organisations‘ conventional value-creating internal processes; (2 conventional value-creating internal processes and organisations‘ CSR performance within sustainability value-creating internal process. The SEM results show an indirect association between affective commitment and CSR performance within sustainability value-creating internal process, which is mediated by the conventional value-creating internal processes. The findings support an integrated sustainability internal process within a sustainability balanced scorecard (SBSC as depicted in Kaplan and Norton‘s strategy map. Organisations may develop internal processes that promote CSR outcome characteristics when employees possess higher levels of affective organisational commitment. Future research could investigate a broader  range of environmental outcomes within CSR performance.

International Organisations and Transnational Education Policy

DEFF Research Database (Denmark)

Moutsios, Stavros

2009-01-01

This paper focuses on the World Bank/IMF (International Monetary Fund), the OECD (Organisation for Economic Cooperation and Development) and the WTO (World Trade Organisation) as institutions of transnational policy making. They are all at present making education policies which are decisively...... shaping current directions and developments in national education systems. The paper reviews the enhanced role of these institutions in producing education policies and investigates the ideological basis as well as the processes through which these policies are made. It is argued that decisions are taken...... largely through asymmetric, non-democratic and opaque procedures. It is also argued that the proposed policies purport to serve the principles of relentless economic competition. Taking into account similar policies and initiatives, the paper concludes that we are experiencing not only...

Temporal Feature Integration for Music Organisation

DEFF Research Database (Denmark)

Meng, Anders

2006-01-01

This Ph.D. thesis focuses on temporal feature integration for music organisation. Temporal feature integration is the process of combining all the feature vectors of a given time-frame into a single new feature vector in order to capture relevant information in the frame. Several existing methods...... for handling sequences of features are formulated in the temporal feature integration framework. Two datasets for music genre classification have been considered as valid test-beds for music organisation. Human evaluations of these, have been obtained to access the subjectivity on the datasets. Temporal...... ranking' approach is proposed for ranking the short-time features at larger time-scales according to their discriminative power in a music genre classification task. The multivariate AR (MAR) model has been proposed for temporal feature integration. It effectively models local dynamical structure...

Organisational merger and psychiatric morbidity: a prospective study in a changing work organisation.

Science.gov (United States)

Väänänen, Ari; Ahola, Kirsi; Koskinen, Aki; Pahkin, Krista; Kouvonen, Anne

2011-08-01

Prospective studies on the relationship between organisational merger and mental health have been conducted using subjective health indicators. The objective of this prospective occupational cohort study was to examine whether a negative change during an organisational merger is an independent predictive factor of psychiatric morbidity. Survey data on organisational characteristics, health and other factors were collected prior to (1996) and after the merger (2000); register data on psychiatric morbidity were collected at baseline (1/1/1994-30/9/2000) and during the follow-up (1/10/2000-31/12/2005). Participants were 6511 (77% men) industrial employees aged 21-65 years with no register-based diagnosed psychiatric events prior to the follow-up (the Still Working Study). During the follow-up, 252 participants were admitted to the hospital due to psychiatric disorders, were prescribed a psychotropic drug or attempted or committed suicide. A negative self-reported change in the work organisation during the merger was associated with increased risk of postmerger psychiatric event (HR 1.60, 95% CI 1.19 to 2.14). This association was independent of mental health-related factors measured before the merger announcement, such as demographic characteristics, occupational status, personal orientation to life, self-rated health, self-reported psychiatric morbidity or chronic disease. A negative change in work organisation during an organisational merger may elevate the risk for postmerger psychiatric morbidity.

[The current and future organisational structure of the OIE (World Organisation for Animal Health)].

Science.gov (United States)

Crespo León, F; Ruiz Mercader, J; Sabater Sánchez, R; Rodríguez Ferri, E F; Crespo Azofra, L

2003-12-01

The authors analyse the organisational structure of the OIE (World organisation for animal health), highlighting the roles of the Central Bureau, the Specialist Commissions, Regional Commissions, working groups and ad hoc groups, Regional Representations, Reference Laboratories and Collaborating Centres. The paper also includes some suggestions as to how the OIE could work more closely with its 'customers', that is, the Member Countries. These suggestions are based on current theories of organisational flexibility, and take into account not only the current organisational structure of the OIE, but also the Strategic Plan and the Working Plan, which were adopted at the 69th General Session of the OIE International Committee in 2001.

Relapsing bronchiolitis obliterans organising pneumonia and chronic sarcoidosis in an atopic asthmatic patient.

Science.gov (United States)

Carbonelli, C; Roggeri, A; Cavazza, A; Zompatori, M; Zucchi, L

2008-03-01

Asthma is thought to be a Th2 disease while sarcoidosis is considered a Th1 granulomatous disorder. Organising pneumonia is a histologic pattern of lung injury. When it has no recognisable cause it is defined as cryptogenic organising pneumonia. We herein report the case of a patient with recurrent and steroid sensitive organising pneumonia associated with chronic sarcoidosis in an atopic, moderate persistent asthmatic patient. Each disease has been documented with transbronchial biopsies and recurrence of organising pneumonia was suggested by clinical features and by follow up HRCT which shows distinctive signs even in associated disease. Steroids are the mainstay of therapy for these disorders and especially for the consolidated processes typical of organising pneumonia but prognostic indices for relapse and progression are lacking.

Knowledge Management and Organisational Effectiveness: balancing the mild, the wild and the crazy

Directory of Open Access Journals (Sweden)

Greg Marsh

2001-11-01

Full Text Available In the Knowledge Age, effective Knowledge Management (KM is seen as fundamental to the survival of many organisations. Information Systems (IS increasingly underpin KM in such organisations. The value of the contribution of IS to the goals of these organisations depends on balancing various conflicting requirements. For example, stable, robust and reliable business processes are often fundamental to their efficient operation. However, less structured environments are conducive to the innovation and knowledge creation that are considered to be fundamental to their on-going effective operation. The paper presents a model developed to relate these conflicting requirements to organisational effectiveness and describes how it was used to examine the outcomes of a Knowledge Management study conducted in the Australian Defence Organisation.

Responding to Organisational Misbehaviour

DEFF Research Database (Denmark)

Holmgreen, Lise-Lotte

2018-01-01

Over the past decades, the seriousness with which organisational crises have developed has, in part, been contingent on public access to social media platforms. Analysing two Danish organisational crises, the article explores whether the conceptual repertoires that underlie public evaluation...... of organisational behaviour are embedded in shared social and cultural practices that allow them to be expressed and shared easily and intuitively. The findings suggest that by drawing on well-established experiential domains in social and cultural life, users in public social media may instantiate frames...

The Cybernetic Metaphor in Organisation Theory: Epistemological ...

African Journals Online (AJOL)

User

field of study which is concerned with the control and communication in animal and ... process upon which cybernetics is based has proved enormous, and over the ... the epistemological implications deriving from the Cybernetic perspective. .... the manner in which we conceive of organisations and their contexts has so.

In vitro organogenesis in three dimensions: self-organising stem cells.

Science.gov (United States)

Sasai, Yoshiki; Eiraku, Mototsugu; Suga, Hidetaka

2012-11-01

Organ formation during embryogenesis is a complex process that involves various local cell-cell interactions at the molecular and mechanical levels. Despite this complexity, organogenesis can be modelled in vitro. In this article, we focus on two recent examples in which embryonic stem cells can self-organise into three-dimensional structures - the optic cup and the pituitary epithelium; and one case of self-organising adult stem cells - the gut epithelium. We summarise how these approaches have revealed intrinsic programs that drive locally autonomous modes of organogenesis and homeostasis. We also attempt to interpret the results of previous in vivo studies of retinal development in light of the self-organising nature of the retina.

Formalising Living Labs to achieve organisational objectives in emerging economies

CSIR Research Space (South Africa)

Smit, D

2011-05-01

Full Text Available Conference Proceedings Paul Cunningham and Miriam Cunningham (Eds) IIMC International Information Management Corporation, 2011 ISBN: 978-1-905824-24-3 Formalising Living Labs to Achieve Organisational Objectives in Emerging Economies Danie SMIT1... organisation, a university) in the innovation process. In contrast to closed- innovation where firms only use internal sources, open-innovation suggests the companies use both external and internal sources. This shift in innovation paradigm becomes more...

An organisational perspective on professionals' learning

DEFF Research Database (Denmark)

Elkjær, Bente; Brandi, Ulrik

2014-01-01

that they are connected with. These are a behavioural, a cognitive and a practice-based perspective on organisational learning respectively. We propose that these lenses on organisations and learning may help us see professionals’ learning as contextualised in both their work practices and their places of work, i......The purpose and contribution of our chapter is to provide a vision for professionals’ learning in the light of the field of organisational learning, and through this lens to incorporate various understandings of the organisational dynamics that professionals work and learn in and through. Inspired...... by some of the founding fathers of the field of organisational learning, Chris Argyris and Donald Schön (Argyris & Schön, 1978; 1996: 3), we ask: “what is an organisation that professionals may learn?” We answer this question by introducing three understandings of organisations and the learning theories...

The Path from Ethical Organisational Culture to Employee Commitment: Mediating Roles of Value Congruence and Work Engagement

Directory of Open Access Journals (Sweden)

Mari Huhtala

2016-04-01

Full Text Available Following the Job Demands-Resources model’s motivational process, this study investigates the role of person-organisation fit and work engagement as mediating processes between ethical culture and employee commitment, where ethical culture is seen as an organisational resource. It was expected that the stronger the ethical values and practices are experienced to be, the more compatible employees feel with the organisation. A good person-organisation fit was further hypothesised to act as a personal job resource for the employees, who would consequently experience higher work engagement leading to stronger affective commitment and less turnover intentions. The study used questionnaire data gathered from 270 Finnish school psychologists. The analyses were performed by using SEM and mediation modelling with the bootstrapping method. Ethical organisational culture had a significant positive association with experienced person-organisation fit, which in turn was related to higher work engagement. Both person-organisation fit and work engagement were associated with higher affective commitment and with lower turnover intentions. This study contributes to understanding the mechanisms through which ethical culture affects employee commitment by integrating the concept of person-organisation fit with the Job Demands-Resources model. Organisations can retain committed and motivated workforce through fostering a strong ethical culture, which can support employees’ affective commitment to the organisation.

Strategic Orientation and Organisational Culture in Polish Public Organisations: Insights from the Miles and Snow Typology

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Wronka-Pośpiech Martyna

2016-05-01

Full Text Available Polish public organisations are often perceived as having strong bureaucratic orientation, avoiding both change and risk. However, in the last decade a distinct change in the management model of public organisations can be noticed. Public sector becomes an open ground for mergers and partnerships, entrepreneurial leadership, diversified services and commercialization (Golensky and DeRuiter 1999; Zimmerman and Dart, 1998; Pollitt and Bouckaert, 2004; Walker, 2013]. Public organisations embrace these strategies from the for-profit sector in order to manage change and to be effective. Most importantly, public organisations are adopting these frameworks in order to survive the changing operating environment, including changes in the level of government funding. Our paper draws on the Miles and Snow (1978 typology of generic strategies - prospectors, defenders, analysers, and reactors - to identify different organisational strategies within public organisations providing social services in Poland. In order to assess organisational culture we used the most widespread and used in many empirical studies Cameron and Quinn’s model (2003, the Competing Values Framework (CVF, from which four cultures - adhocracy, clan, market and hierarchy - emerge. The choice of these two providers of social services was dictated by our conviction, that these organisations are critical both for the national economy and for mitigating, counteracting and preventing social exclusion.

Level of the farm intensity organisation as the index of environmental sustainable agricultural production

OpenAIRE

Józef Sawa

2009-01-01

Intensity of the farm production organisation in relation to soil organic matter balance in different degree of mechanization process of work for 42 farms situated in different regions of Poland was analysed. Coefficients agricultural production process in ecological, economic and social aspects were presented also. It was shown that indexes; intensity farm production organisation and soil organic matter balance are correlated.

Organisational Theatre and Polyphony

DEFF Research Database (Denmark)

Matula, Linda; Badham, Richard; Meisiek, Stefan

This paper details the conditions leading up to and influencing an organisational theatre intervention as part of an organisational change program at a newly established cancer clinic. The paper explores the social and political interactions and negotiations shaping the structure and conditions...... of the organisational theatre event. It focuses in particular on the alignments and clashes between the different human resource voices in defining the ‘surface’ formal purpose for the intervention and the embeddedness of such interactions and negotiations in ‘deeper’ cultural and social conditions. The paper provides...... the first in-depth longitudinal study of shaping and negotiation of an organisational theatre event and the ways in which it is influenced by a polyphonic multivocality and takes the form of selective and partial forms of harmonious expression in establishing meaningful cooperation. The paper reveals...

Organisations in Innovation Systems

DEFF Research Database (Denmark)

Borrás, Susana

Organisations are crucial elements in an innovation system. Yet, their role is so ubiquitous that it is difficult to grasp and to examine from the perspective of public policy. Besides, links between the literature at firm and system levels on the one hand, and public policy and governance studies......, it distinguishes between different types of organisations in the innovation system, a crucial topic in understanding innovation dynamics and blurring borders. Secondly, it identifies the organisation-related bottlenecks in the innovation system, and examines the policy instruments to solve them. Thirdly...

Administrativ organisation og ansvar

DEFF Research Database (Denmark)

Hilsted, Jannik C; Krogsgaard, Kim

2003-01-01

The paper describes the current organisation of clinical trials in Danish hospitals, with particular emphasis on the relationship between hospitals and the pharmaceutical industry. Legal responsibilities as well as mutual agreements on collaboration and organisation are described and discussed....

Organisational culture: A contemporary management perspective

Directory of Open Access Journals (Sweden)

Richard Weeks

2010-12-01

Full Text Available Purpose: The purpose of this paper is to analyse the concept "organisational culture from a traditional and a more contemporary management perspective. Problem investigated: The concept organizational culture has assumed a very prominent place within the management literature and has been analysed from diverse multidisciplinary perspectives. Central to the importance attributed to the concept is the fact that it acts as a perceptual and behavioural determinant, which implies that it will have a significant impact on all human related institutional activities and thus the interest in the concept and its management. Researchers and management practitioners have come to assume that while the concept is difficult to manage in practice, it is possible to determine the prevailing culture of an institution, identify what is termed to be a desired culture for an institution and then analyse the cultural gap that exists. Based on the analysis conducted, it is further frequently assumed that the transition from the prevailing to a desired culture can be managed. A more contemporary management perspective, based on complexity theory, would appear to challenge the assumption of being able to actively manage the organisation's culture transformation process to ensure that a desired culture is manifest within the institution. The traditional and more contemporary approaches for dealing with the concept "organisational culture" are the focus of discussion and analysis in this paper. Methodology: A multidisciplinary literature review and analysis is undertaken to gain an insight of traditional and contemporary management theory and practice, as it relates to the concept "organisational culture" and its management. Findings: An important conclusion drawn from the study is that traditional paradigms of organisational culture management, that evolved within a more mechanistic manufacturing economy, is no longer effective for dealing with the unpredictable and

Organisation of maintenance of health semi-portable detectors. IPAB-CFA-CABP control bench; Organisation de la maintenance des detecteurs semi-portatifs de sante. Banc de controle des IPAB-CFA-CABP

Energy Technology Data Exchange (ETDEWEB)

De Choudens, H.; Rage, P. [Commissariat a l' energie atomique et aux energies alternatives - CEA, Centre d' Etudes Nucleaires de Grenoble (France)

1963-07-01

As the number of electronic semi-portable health measurement devices is (was) increasing, it appears (appeared) important to organise their maintenance. In this report, the authors describe the implemented organisation. They indicate how a device is identified, which are the performed tests, and discuss results which have been obtained during the first year of implementation of this maintenance organisation. Then, they present the control bench, its operation (supply, measurement circuits), its use (control process for different devices, performed measurements and controls)

Managing crises through organisational development: a conceptual framework.

Science.gov (United States)

Lalonde, Carole

2011-04-01

This paper presents a synthesis of the guiding principles in crisis management in accordance with the four configurational imperatives (strategy, structure, leadership and environment) defined by Miller (1987) and outlines interventions in organisational development (OD) that may contribute to their achievement. The aim is to build a conceptual framework at the intersection of these two fields that could help to strengthen the resilient capabilities of individuals, organisations and communities to face crises. This incursion into the field of OD--to generate more efficient configurations of practices in crisis management--seems particularly fruitful considering the system-wide application of OD, based on open-systems theory (Burke, 2008). Various interventions proposed by OD in terms of human processes, structural designs and human resource management, as well as strategy, may help leaders, members of organisations and civil society apply effectively, and in a more sustainable way, the crisis management guiding principles defined by researchers. © 2011 The Author(s). Disasters © Overseas Development Institute, 2011.

The effect of organisational context on organisational development (OD interventions

Directory of Open Access Journals (Sweden)

Sanjana Brijball Parumasur

2012-05-01

Research purpose: This article examines national and international OD practices. It assesses the effect of diverse cultures and cultural values for determining the effectiveness of OD interventions. Motivation for the study: Most organisational change and development programmes fail and only a few result in increased competitiveness, improvements and profitability. This emphasises the need for change interventions to give sufficient attention to leadership, cultures, managing change and adopting context-based OD interventions. Research design, approach and method: This article is a literature review of the current trends and research in the area of OD interventions. It synthesises the influence that cultures and cultural orientations have on determining which OD intervention strategies organisations should adopt in different cultures. Main findings: The analysis emphasises how important it is to achieve congruence between the OD interventions organisations select and their local cultures. Practical/managerial implications: It is important to note the evolving nature of the political and economic climates that influence national cultures and that they emphasise that interventions that reflect OD values, which are tailor-made and shaped to the needs of local cultures, are necessary. Contribution/value-add: This study links various OD interventions to Hofstede’s dimensions for differentiating national cultures. It provides guidelines for aligning the practices and techniques of OD to the values and cultures of the organisations and societies in which they are to be implemented.

Level of the farm intensity organisation as the index of environmental sustainable agricultural production

Directory of Open Access Journals (Sweden)

Józef Sawa

2009-01-01

Full Text Available Intensity of the farm production organisation in relation to soil organic matter balance in different degree of mechanization process of work for 42 farms situated in different regions of Poland was analysed. Coefficients agricultural production process in ecological, economic and social aspects were presented also. It was shown that indexes; intensity farm production organisation and soil organic matter balance are correlated.

The law of international organisations

CERN Document Server

White, Nigel D

2017-01-01

This book provides a concise account of the principles and norms of international law applicable to the main-type of international organisation - the inter-governmental organisation (IGO). That law consists of principles and rules found in the founding documents of IGOs along with applicable principles and rules of international law. The book also identifies and analyses the law produced by IGOs, applied by them and, occasionally, enforced by them. There is a concentration upon the United Nations, as the paradigmatic IGO, not only upon the UN organisation headquartered in New York, but on other IGOs in the UN system (the specialised agencies such as the World Health Organisation).

A Multiple Source Approach to Organisational Justice: The Role of the Organisation, Supervisors, Coworkers, and Customers

Directory of Open Access Journals (Sweden)

Agustin Molina

2015-07-01

Full Text Available The vast research on organisational justice has focused on the organisation and the supervisor. This study aims to further this line of research by integrating two trends within organisational justice research: the overall approach to justice perceptions and the multifoci perspective of justice judgments. Specifically, this study aims to explore the effects of two additional sources of justice, coworker-focused justice and customer-focused justice, on relevant employees’ outcomes—burnout, turnover intentions, job satisfaction, and workplace deviance— while controlling the effect of organisation-focused justice and supervisor-focused justice. Given the increased importance attributed to coworkers and customers, we expect coworker-focused justice and customer-focused justice to explain incremental variance in the measured outcomes, above and beyond the effects of organisation-focused justice and supervisor-focused justice. Participants will be university students from Austria and Germany employed by service organisations. Data analysis will be conducted using structural equation modeling.

A Proposed Model for Assessing Organisational Culture Towards Achieving Business Objectives

Directory of Open Access Journals (Sweden)

Hafez Salleh

2011-09-01

Full Text Available Most of the traditional business performances measures are based on productivity and process criteria, which mainly focus on method of investment appraisal such as payback method, return on investment (ROI, cost-benefits analysis (CBA, net present value (NPV, internal rate of return (IRR. However, the measurement scales of business performance are not limited to those measures. One element that has strong correlation to the business performances is ‘organisational culture’. Many studies proved that one of the significant criteria for achieving desired business objectives is the right organisational culture within workplace. Basically, the measurement of organisational culture is reflecting on two distinct elements: organisational culture and business objectives. In broader perspective, an organisation is considered effective if it meets its business objectives. This paper aims to present and discuss the preliminary culture model to indicate the culture performance within organisational. The model has been developed through literature review, expert opinion and experience which is anticipated of being able to potentially measure the culture capability of organisations across industries to “successfully achieve business objectives”. The model is composed of six progressive stages of maturity that an organisation can achieve its culture performance. For each maturity stage, the model describes a set of characteristics that must be in place for the company to achieve each stage. The validity of the proposed model will be tested by a few case studies. The idea is to provide managers with a qualitative measurement tools to enable them to identify where culture improvements are required within their organisations and to indicate their readiness for achieving business objectives.

The organisation of work and innovative performance

DEFF Research Database (Denmark)

Arundel, Anthony; Lorenz, Edward; Lundvall, Bengt-Åke

It is widely recognised that while expenditures on research and development are important inputs to successful innovation, these are not the only inputs. Further, rather than viewing innovation as a linear process, recent work on innovation in business and economics literatures characterises...... that are used to explore at the level of national innovation systems the relation between innovation and the organisation of work. In order to construct these aggregate measures we make use of micro data from two European surveys: the third European survey of Working Conditions and the third Community...... Innovation Survey (CIS-3). Although our data can only show correlations rather than causality they support the view that how firms innovate is linked to the way work is organised to promote learning and problem-solving....

Crisis management teams in health organisations.

Science.gov (United States)

Canyon, Deon V

2012-01-01

Crisis management teams (CMT) are necessary to ensure adequate and appropriate crisis management planning and response to unforeseen, adverse events. This study investigated the existence of CMTs, the membership of CMTs, and the degree of training received by CMTs in Australian health and allied health organisations. This cross-sectional study draws on data provided by executive decision makers in a broad selection of health and allied health organisations. Crisis management teams were found in 44.2 per cent of the health-related organisations surveyed, which is ten per cent lower than the figure for business organisations. Membership of these CMTs was not ideal and did not conform to standard CMT membership profiles. Similarly, the extent of crisis management training in health-related organisations is 20 per cent lower than the figure for business organisations. If organisations do not become pro-active in their crisis management practices, the onus is on government to improve the situation through regulation and the provision of more physical, monetary and skill resources to ensure that the health services of Australia are sufficiently prepared to respond to adverse events.

ISO 9000 IMPLEMENTATION AND PERCEIVED ORGANISATIONAL OUTCOME: THE CASE OF A SERVICE ORGANISATION

Directory of Open Access Journals (Sweden)

Jasni Abdul Latif

2003-01-01

Full Text Available The study examines the relationship between the perceptions of the employees about ISO 9000 implementation and perceived organisational outcomes. A conceptual framework linking the level of employee influence and involvement, their perception of ISO 9000 and the perceived impact on their work and the organisational outcomes is posited. Data was collected from a random sample of 64 employees of a service organisation. Contrary to expectations, the work impact of ISO 9000 was not correlated with the efficiency and market outcomes of ISO 9000 certification but the employee involvement, influence and perception of ISO 9000 were. The conceptualization of the influence path of ISO 9000 implementation on the organisational outcomes may require rethinking as perception may have a direct effect on the outcomes without the mediation of the impact on work. In short, employees may report benefits or positive outcomes even though no change is reported in their work.

Work adjustment of cancer survivors: An organisational support framework

Directory of Open Access Journals (Sweden)

Loraine Clur

2017-11-01

Full Text Available Orientation: Medical advancements increase incidents of cancer survivors returning to work. Work adjustment of cancer survivors is essential for job satisfaction and productivity and should be supported and facilitated by the organisation. Research purpose: The purpose of the study was to explore cancer survivors’ return to work experience in order to explicate organisational support needed to facilitate their successful work adjustment. Motivation for the study: Despite the growing awareness of cancer survivorship, the challenges, expectations and management of the return to work process remain under researched. Research approach, design and method: Heidegger’s hermeneutic phenomenology formed the methodological foundation to the study. Purposive sampling was used to select eight participants from an oncology unit and cancer support organisation in the Southern Cape and Little Karoo regions. Participants, diagnosed with various types of cancer, were regarded as cancer survivors as they completed treatment and have returned to work. Data were collected using unstructured interviews and analysed through thematic analysis based on Ricoeur’s hermeneutic phenomenological theory of interpretation. Main findings: Results highlight four themes representing cancer survivors’ needs for organisational support. The support needs are presented in the context of the theory of work adjustment in a hierarchical schema that evolves from a basic need for emotion-focussed support to the need for knowledge and for practical guidance. Support needs culminate in the need for self-actualisation through meaning-making. An organisational support framework is proposed consisting of four integrated functions aimed at addressing the needs that emerged from the data. Practical and managerial implications: The organisational support framework provides guidance to develop an organisational policy and intervention strategy aimed at managing the successful work

An audit of employee commitment to enable leaders to manage organisational talent

Directory of Open Access Journals (Sweden)

Ophillia Ledimo

2014-09-01

Full Text Available Leaders in motor manufacturing companies are faced with the challenge of talent attraction, development and retention due to constant changes in manufacturing technology. Yet, these leaders are expected to recruit, train and retain specialist skills due to the highly specialised nature of their manufacturing business processes. Another threat faced by these leaders is the loss of skilled talent to their competitors. These challenges have, therefore, created the need to audit employee commitment in a manufacturing organisation in order to enable leaders to initiate talent management practices. It is against this background that this paper poses the question: What is the nature of organisational commitment of manufacturing employees for leaders to be able to manage talent? This question was addressed through a quantitative study of organisational commitment dimensions. The main objective of this study was to audit the organisational commitment dimensions (as measured by Meyer and Allen’s Organizational Commitment Scale within a manufacturing organisation. The data was collected using a survey on a random sample size of N=371, all of whom were employees of a South African motor manufacturing organisation. The results of this study indicate that there are significant differences between organisational commitment dimensions namely; affective, normative and continuance commitments. These findings provide valuable information to assist leaders to propose talent management interventions vital for organisational talent attraction, development and retention.

The organisational stressors encountered by athletes with a disability.

Science.gov (United States)

Arnold, Rachel; Wagstaff, Christopher R D; Steadman, Lauren; Pratt, Yasmin

2017-06-01

Organisational stressors have been found to be prevalent and problematic for sport performers, with research identifying demographic differences in the stressors encountered. Nevertheless, extant sport psychology research on the topic of stress has generally focused on able-bodied athletes; whilst that which has been conducted on performers with a disability has typically recruited relatively small samples to explore a narrow selection of organisational stressors, or examined other components of the stress process. The purpose of the present study was to explore the various organisational stressors that athletes with a disability encounter. The sample comprised 18 elite athletes with a disability (10 male, 8 female) who had a classified disability and experience of competing at a major championships in their sport (e.g., Paralympic Games, World Championships). Participants took part in a semi-structured interview which was analysed by drawing from grounded theory procedures. A total of 316 organisational stressors were identified, which were abstracted into 31 concepts and four, previously conceptualised, exploratory schemes: leadership and personnel issues, cultural and team issues, logistical and environmental issues, and performance and personal issues. This study not only provides the first illustration of the prevalence of organisational stressors for athletes with a disability, but also significantly points to salient similarities and distinct differences between the stress experiences of performers with and without a disability.

Achieving excellence in private intensive care units: The effect of transformational leadership and organisational culture on organisational change outcomes

Directory of Open Access Journals (Sweden)

Portia J. Jordan

2015-12-01

Full Text Available Orientation: Organisational change outcomes in private intensive care units are linked to higher patient satisfaction, improved quality of patient care, family support, cost-effective care practices and an increased level of excellence. Transformational leadership and fostering a positive organisational culture can contribute to these change outcomes. Research purpose: The study determined whether transformational leadership and a supportive organisational culture were evident in six private intensive care units in the Eastern Cape, South Africa. A conceptual framework to investigate the relationship between transformational leadership, organisational culture, and organisational change outcomes, was proposed and tested. Motivation for the study: The prevalence of transformational leadership, a positive organisational culture and their effect on organisational change outcomes in private healthcare industries require further research in order to generate appropriate recommendations. Research design, approach and method: A positivistic, quantitative design was used. A survey was conducted using a questionnaire which, in previous studies, produced scores with Cronbach’s alpha coefficients greater than 0.80, to collect data from a sample of 130 professional nurses in private intensive care units. Main findings: Transformational leadership and a positive organisational culture were evident in the private intensive care units sampled. A strong, positive correlation exists between transformational leadership, organisational culture, and organisational change outcomes. This correlation provides sufficient evidence to accept the postulated research hypotheses. Innovation and intellectual stimulation were identified as the factors in need of improvement. Practical or managerial implications: The findings of the study may be used by managers in intensive care units to promote organisational change outcomes, linked to transformational leadership and a

An Essay on Project Management in Organisational Change

DEFF Research Database (Denmark)

Ry Nielsen, Jens Carl; Ry, Morten

2003-01-01

,indicating what we are not dealing with. We prefer to make a positive delineation, emphasisingwhat we are going to take up in our essay.Positively phrased we are inspired by 3 sources that will make the foundation for our differentangles:1. Decision making theory (Enderud,1976)4. One of the authors has previously...... with successapplied decision-making theory as an approach for analysing organisation change processes5. Both authors have followed the same line in analysing organisational changes inthe Danish public sector6. That success has inspired us to re-use the distinction betweenrational, political and anarchic processes...... differentangles, although not forgetting the sources you used. The implication of this is that we are not ableor willing to make an encompassing study of the literature on project management3. We thus knowthat many angles will not be covered. Furthermore we do not intend a make a negative delineation...

Trade Union Organisers in Trade Union Organising Strategies: building workplace unionism or reinforcing bureaucracy

OpenAIRE

Looker, Gerard

2015-01-01

This thesis considers the role of union full time officers in union organising strategies. Two decades of promoting union organising influenced by models developed by the AFL-CIO, has failed to arrest the decline of UK trade unions let alone produce evidence of renewal. Focusing mainly on one region in the UKs largest public sector trade union, Unison, the research provides for a detailed account of how organising strategies affect union work, presenting thick and deep data from full time off...

Organisational scenarios and legacy systems

OpenAIRE

Brooke, Carole; Ramage, Magnus

2001-01-01

A legacy system is made up of technical components and social factors (such as software, people, skills, business processes) which no longer meet the needs of the business environment. The study of legacy systems has tended to be biased towards a software engineering perspective and to concentrate on technical properties. This paper suggests that the evaluation of potential change options for legacy systems can only be carried out as part of an holistic organisational analysis. That is, the e...

'Twin2twin' an innovative method of empowering midwives to strengthen their professional midwifery organisations.

Science.gov (United States)

Cadée, Franka; Perdok, Hilde; Sam, Betty; de Geus, Myrte; Kweekel, Liselotte

2013-10-01

midwives need professional support from a national midwifery organisation to be able to provide the services that are by regulatory mechanisms and accreditation expected of them. Not all midwives in the world are united in a professional organisation. The aim of this project was to strengthen the midwifery organisations of Sierra Leone and the Netherlands. During the process of the project it was realised that the development of a platform of exchange at organisational level would be enhanced by introducing personal exchange between individual midwives. In response to this new insight the original project plan was adjusted by incorporating the twin2twin method. twin2twin is a feminist methodology of mutual exchange between twenty pairs of midwives from different organisations (in this case Sierra Leone and the Netherlands). The method can be distinguished by 10 specific steps. It was developed, used and (re)evaluated through focus group discussions, storytelling and written evaluations. twinning of organisations was strengthened by adding a human component to the process. With the use of the 'twin2twin' method, midwives were encouraged to invested in a professional and personal bond with their 'twin sister'. This bond was independent and went beyond the relatively short four year project period. Through personal engagement and mutual exchange of knowledge and skills, midwives empowered each other to build and strengthen their midwifery organisations both in Sierra Leone and the Netherlands. (Empowerment refers to the expansion in people's ability to make strategic life choices in a context where this ability was previously denied to them (Narayan, 2005); organisational empowerment includes processes and structures that enhance members' skills and provides them with the mutual support necessary to effect community level change (Zimmerman, 1995).). despite challenges we are convinced that twin2twin can be of additional benefit for the success of other projects

Republished: Fibrosing organising pneumonia.

Science.gov (United States)

Beardsley, Brooke; Rassl, Doris

2014-08-01

Organising pneumonia (otherwise referred to as bronchiolitis obliterans organising pneumonia) is characterised histologically by plugs of granulation tissue, which are present predominantly within small airways, alveolar ducts and peri-bronchiolar alveoli. This pattern is not specific for any disorder or cause, but is one type of inflammatory response to pulmonary injury, which may be seen in a wide variety of clinical conditions. Typically, organising pneumonia responds very well to corticosteroid treatment; however, a small percentage of patients appear to develop progressive fibrosis. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Pike River Mine Disaster: Systems-Engineering and Organisational Contributions

Directory of Open Access Journals (Sweden)

Dirk J. Pons

2016-10-01

Full Text Available The Pike River mine (PRM, an underground coal mine in New Zealand (NZ, exploded in 2010. This paper analyses the causes of the disaster, with a particular focus on the systems engineering and organisational contributions. Poor systems-engineering contributed via poorly designed ventilation, use of power-electronics underground, and placement of the main ventilation fan underground. Management rushed prematurely into production even though the technology development in the mine was incomplete. Investment in non-productive infrastructure was deprioritised resulting in inadequate ventilation, and the lack of a viable second emergency egress. The risk assessments were deficient, incomplete, or not actioned. Warnings and feedback from staff were ignored. Risk arises as a consequence of the complex interactions between the components of the sociotechnical system. Organisations will need to strengthen the integrity of their risk management processes at engineering, management, and board levels. The systems engineering perspective shows the interacting causality between the engineering challenges (ventilation, mining method, electrical power, project deliverables, management priorities, organisational culture, and workers’ behaviour. Use of the barrier method provides a new way to examine the risk-management strategies of the mine. The breakdowns in organisational safety management systems are explicitly identified.

Kommunikation skaber din organisation

DEFF Research Database (Denmark)

Hansen, Heidi

KOMMUNIKATION skaber din ORGANISATION tager udgangspunkt i en narrativ tilgang til kommunikation, hvor organisationen skabes i mødet mellem ledere, medarbejdere, organisation og omverden. Historier hjælper os med at skabe mening, og er derfor vigtige både som et udviklingsværktøj i organisationen...

Implementing a Sustainability Balanced Scorecard to Contribute to the Process of Organisational Legitimacy Assessment

Directory of Open Access Journals (Sweden)

Graham Bowrey

2014-06-01

Full Text Available The purpose of this paper is to illustrate the use of a Sustainability Balanced Scorecard (SBSC as a contributing factor in the process of organisational legitimacy assessment. The methodological approach in this study is supported by the application of content analysis to identify and examine the disclosed sustainability indicators of a major Australian financial institution (Westpac. The theoretical lens of legitimacy theory and the Balanced Scorecard (BSC are used as points of reference to inform and structure the overall theoretical framework of this study. The results indicate that the four perspectives of a traditional BSC correlate with the main sources of influential inputs to Westpac’s sustainability reporting. In addition, the SBSC presented in this article successfully illustrates focal areas of reporting practice, providing a succinct overview of an organisation’s reporting activities. The primary contributions of this research are to the literature on social and environmental disclosures, including the research of Do, Tilt and Tilling (2007, and Baxter, Chua and Strong (2010 and the provision of a practical technique to illustrate the focal activity of an organisation’s social and environmental reporting as part of the legitimisation process.

Organisational learning as movements in practice

DEFF Research Database (Denmark)

Elkjær, Bente

2013-01-01

In the paper, I take the readers through a tour de force of the past, present and future of the field of organisational learning. This is structured around three concepts that stand out as important, namely organisational learning as changed behaviour, as changed theories of actions and as part...... of practice. I also point to the future of organisational learning as inspired by the work of pragmatist philosophy and as affected by the call for more concreteness in organisation studies as a whole....

Initial investigation of organisational factors associated with the implementation of active support.

Science.gov (United States)

Fyffe, Chris; McCubbery, Jeffrey; Reid, Katharine J

2008-09-01

Active support (AS) has been shown to increase the amount of time that residents in shared residential settings are involved in purposeful activities. The organisational processes required to implement AS have been less well researched. Staff in community houses answered questions about the occurrence of organisational activities and processes thought to assist AS implementation (e.g., training and teamwork), their understanding of engagement, and their experience of changes in staff practice consistent with AS (including implementation problems). Non-house-based managers were also interviewed about their role in AS implementation. Reported occurrence of organisational activities and processes (e.g., training and teamwork) and understanding of engagement were associated with more reports of changes in staff practice and fewer staff reports of implementation problems. Staff reports on the role of non-house-based managers were not associated with reports of changes in staff practice or with reports of fewer AS implementation problems. Non-house-based managers' reports overestimated their role in AS implementation when compared with reports from house-based staff groups. While there are limitations in the research design (including the reliance on staff reports), the findings support the importance of wider organisational factors (beyond training programs for direct support staff) as integral to the implementation of AS. There is a need for further research on AS implementation.

Self-organisation and motion in plants

DEFF Research Database (Denmark)

Lenau, Torben Anker; Hesselberg, T.

2014-01-01

Self-organisation appeals to humans because difficult and repeated actions can be avoided through automation via bottom-up nonhierarchical processes. This is in contrast to the top-level controlled action strategy normally applied in automated products and in manufacturing. There are many...... situations where it is required that objects perform an action dependent on external stimuli. An example is automatic window blinds that open or closes in response to sunlight level. However, simpler and more robust designs could be made using the self-organising principles for movement found in many plants...... the sun; i) light causing an inhibiting effect on the illuminated side causing it to bend, ii) light inducing a signal from the illuminated side that causes an action on the darker side and iii) light illuminating a number of sensing plates pointing upwards at an angle activate an expansion on the same...

Business continuity management in international organisations.

Science.gov (United States)

Adamou, Christel

2014-01-01

In the area of business continuity management, a preliminary review of the literature reveals extensive knowledge, expertise and experience concerning organisations in the private and public sectors. It is interesting to note, however, that there is little literature about business continuity management in international organisations, although these entities are complex and particularly prone to threats. This apparent absence of literature suggests that business continuity management has not yet hit the agenda of international organisations. In recent years, member states have encouraged senior management to design and implement business continuity strategies to minimise the mishandling of an internal crisis and build organisational resilience, but very few of them have actually been able to design and implement comprehensive business continuity programmes. Based on actual experience working in international organisations, this paper outlines some of the challenges faced by international organisations in developing and implementing business continuity activities and attempts to make suggestions for further improvement.

Diversification of an organisational field: how Europe promotes and hampers domestic change

Energy Technology Data Exchange (ETDEWEB)

Boasson, Elin Lerum

2008-11-15

Better understanding of Europeanization requires research on national, societal change. This paper presents a theoretical framework that enables assessment of Europeanised change processes within national industries. Empirically it explores how European Union (EU) state aid regulations and European renewable energy trends in conjunction led to diversification among Norwegian stationary energy producers. Key theoretical implications are as follows: (1) The pattern of interaction between change impulses from the European environment, governmental hierarchical steering and institutional logics within the national organisational field was crucial to the output of the change process. (2) Misfit between institutional logics at the European level and the organisational field hampers change, rather than promoting it. (3) The carriers / the actors that bring the European impulses into the organisational field / matter because they translate change impulses in line with their institutional logic. (4) National politicians are unable to control the process of translating these impulses, and that reduces their political clout. (5) Europeanization brings greater challenges to national democratic governance of liberalised industries. (author). refs., tabs

Feminine leadership and organisational culture

Directory of Open Access Journals (Sweden)

Andreea-Simona Saseanu

2014-05-01

Full Text Available People in general, leaders especially, are influenced by the organisational culture and the other way around. Organisational culture represents a determining factor regarding the display of leadership, since these two processes create each other, adding value and consistency to one another. Moreover, organisational culture can be created and developed in a fluctuant business environment, in which the external factors influence its progress. The development of society has incessantly been emphasized by the relationship between the sexes, by their individual evolution, but also by the interdependency between them. Although there is increasingly more talk about gender equality, in many countries, the social as well as economical chances and opportunities are not equal for women and men. Gradually, women have been through a series of changes related to education, rights and obligations. However, the number of women leaders has always been much lower than the number of men leaders. The personality traits of leaders significantly influence the leadership style and the way in which they are perceived by their subordinates, all this having a major impact on the overall performances of the organisation. In this manner, depending on the gender (masculine/feminine, we can state that one could observe certain personality traits that are characteristic to women and others specific to men, leaving their mark on the leadership method and on the leadership style adopted of each of them. Considering the fact that, in the current turbulent economic environment, certain qualities such as flexibility, intuition, development of communication networks and motivating the employees represent values that are considered to be “feminine”, one can assert that, in this case, gender is an opportunity. However, if we should take into consideration the impact of culture, of certain mentalities and misconceptions that are still present, regarding the woman’s standing in

Inter-organisational response to disasters.

Science.gov (United States)

Paturas, James L; Smith, Stewart R; Albanese, Joseph; Waite, Geraldine

2016-01-01

Inter-organisational communication failures during times of real-world disasters impede the collaborative response of agencies responsible for ensuring the public's health and safety. In the best of circumstances, communications across jurisdictional boundaries are ineffective. In times of crisis, when communities are grappling with the impact of a disaster, communications become critically important and more complex. Important factors for improving inter-organisational communications are critical thinking and problem-solving skills; inter-organisational relationships; as well as strategic, tactical and operational communications. Improving communication, critical thinking, problem-solving and decision-making requires a review of leadership skills. This discussion begins with an analysis of the existing disaster management research and moves to an examination of the importance of inter-organisational working relationships. Before a successful resolution of a disaster by multiple levels of first responders, the group of organisations must have a foundation of trust, collegiality, flexibility, expertise, openness, relational networking and effective communications. Leaders must also be prepared to improve leadership skills through continual development in each of these foundational areas.

Reframing implementation as an organisational behaviour problem.

Science.gov (United States)

Clay-Williams, Robyn; Braithwaite, Jeffrey

2015-01-01

The purpose of this paper is to report on a process evaluation of a randomised controlled trial (RCT) intervention study that tested the effectiveness of classroom- and simulation-based crew resource management courses, alone and in combination, and identifies organisational barriers and facilitators to implementation of team training programmes in healthcare. The RCT design consisted of a before and after study with a team training intervention. Quantitative data were gathered on utility and affective reactions to training, and on teamwork knowledge, attitudes, and behaviours of the learners. A sample of participants was interviewed at the conclusion of the study. Interview responses were analysed, alongside qualitative elements of the classroom course critique, to search for evidence, context, and facilitation clues to the implementation process. The RCT method provided scientifically robust data that supported the benefits of classroom training. Qualitative data identified a number of facilitators to implementation of team training, and shed light on some of the ways that learning was diffused throughout the organisation. Barriers to successful implementation were also identified, including hospital time and resource constraints and poor organisational communication. Quantitative randomised methods have intermittently been used to evaluate team training interventions in healthcare. Despite two decades of team training trials, however, the authors do not know as well as the authors would like what goes on inside the "black box" of such RCTs. While results are usually centred on outcomes, this study also provides insight into the context and mechanisms associated with those outcomes and identifies barriers and facilitators to successful intervention implementation.

Learning and change in organisations

DEFF Research Database (Denmark)

Chemi, Tatiana

2013-01-01

Review of: Ian W. King & Jonathan Vickery (Eds.), Experiencing Organisations. New Aesthetic perspectives, Faringdon, Libri Publishing, 2013.......Review of: Ian W. King & Jonathan Vickery (Eds.), Experiencing Organisations. New Aesthetic perspectives, Faringdon, Libri Publishing, 2013....

Management accounting as the inter-organisational boundary

DEFF Research Database (Denmark)

Jakobsen, Morten

2010-01-01

Purpose - The literature on managing inter-organisational relationships typically suggests managing these relationships based on the formalised exchange of information across the organisational boundary with due respect to trust build-up through successive interactions. This article argues...... that a focus on trust reduces the flexibility and accessibility of resources and hence ruins the advantages of inter-organisational relationships. The article focuses on power as a means for absorbing uncertainty when managing inter-organisational relationships. Methodology - The article is based on findings...... from a case study of inter-organisational relationships. Governmentality is used as a framework for analysing the practise of managing inter-organisational relationships. Findings - A number of representations are employed along the boundary between the case study parties and thereby the boundary...

Organisational Effectiveness in Military Organisations

Science.gov (United States)

1988-11-01

socialisatlon, an eq*msis on " belongingness " goals and a desire to maintain social solidarity in an increasingly individualistic social envirment. Cohm...statistical quality control and where employees often meet in their am time and usually receive a financial bcnus for the performance of the organisation. In...companies with more than 500 employees had QC programmes. ihle QCs have no decision making powrs, managers in many cases felt pressured to accept all

Organisation of high-energy physics

CERN Document Server

Kluyver, J C

1981-01-01

Tabulates details of major accelerator laboratories in western Europe, USA, and USSR, and describes the various organisations concerned with high-energy physics. The Dutch organisation uses the NIKHEF laboratory in Amsterdam and cooperates with CERN. (0 refs).

THE ECONOMIC BASIS IN ORGANISATIONAL BEHAVIOUR – BEHAVIOURAL THEORY OF THE FIRM

OpenAIRE

VIRGINIA BĂLEANU

2007-01-01

From the economic sciences’ stand point, the process of decision making, including aspects concerning with establishing organizational objectives, is the object of the firm theories. So, these theories that reflect the management’s responsibility in the context of the relationships between people and the organization may be considered the economic basis of organisational behaviour. Parkinson’s Law and the Peter Principle are unconventional examples of the organisational practices that prove t...

Organisational resilience following the Darfield earthquake of 2010.

Science.gov (United States)

Whitman, Zachary; Stevenson, Joanne; Kachali, Hlekiwe; Seville, Erica; Vargo, John; Wilson, Thomas

2014-01-01

This paper presents the preliminary findings of a study on the resilience and recovery of organisations following the Darfield earthquake in New Zealand on 4 September 2010. Sampling included organisations proximal and distal to the fault trace, organisations located within central business districts, and organisations from seven diverse industry sectors. The research captured information on the challenges to, the impacts on, and the reflections of the organisations in the first months of recovery. Organisations in central business districts and in the hospitality sector were most likely to close, while organisations that had perishable stock and livestock were more heavily reliant on critical services. Staff well-being, cash flow, and customer loss were major concerns for organisations across all sectors. For all organisations, the most helpful factors in mitigating the effects of the earthquake were their relationship with staff members, the design and type of buildings, and critical service continuity or swift reinstatement of services. © 2014 The Author(s). Disasters © Overseas Development Institute, 2014.

The Dynamics of Organisation and Work

DEFF Research Database (Denmark)

Nielsen, Peter

The Dynamics of Organisation and Work - Measurement framework of the Meadow survey by Peter Nielsen for the MEADOW Consortium Organisational changes and the upcoming of new adaptable work organisations are common in most developed countries regardless of culture and industrial traditions. The main...... of globalisation in combination with technology developments mean that instability and changing conditions are more the rule than the exception and management are forced to find new ways to cope with this instability. Generally it has meant that knowledge and innovation has become more important for firms...... and this influences the new ways of configuring the work organisations. However, there is a great diversity in the ways firm develop their organisations and restructure work and not least in the resulting economic and social performance. This diversity means that there is a considerable and urgent need to produce...

Action research in inter-organisational networks

DEFF Research Database (Denmark)

Goduscheit, René Chester; Rasmussen, Erik Stavnsager; Jørgensen, Jacob Høj

2007-01-01

Traditionally, the literature on action research has been aimed at intra-organisational issues. These studies have distinguished between two researcher roles: The problem-solver and the observer. This article addresses the distinct challenges of action research in inter-organisational projects....... In addition to the problem-solver and observer roles, the researcher in an inter-organisational setting can serve as a legitimiser of the project and manage to involve partners that in an ordinary business-to-business setting would not have participated. Based on an action research project in a Danish inter......-organisational network, this article discusses potential pitfalls in the legitimiser role. Lack of clarity in defining the researcher role and project ownership in relation to the funding organisation and the rest of the network can jeopardise the project and potentially the credibility of the researchers. The article...

How Swedish communities organised themselves in reviewing a safety case

International Nuclear Information System (INIS)

Soderblom, Anna-Lena

2014-01-01

Full text of publication follows: In 2009 the Swedish nuclear waste management company, SKB, choose Forsmark in the municipality of Oesthammar as the best place for a repository for spent nuclear fuel. In 2011, as a natural follow-up, SKB presented applications to two Swedish authorities, the Land and Environmental Court and the Swedish Radiation Safety Authority. The municipality of Oesthammar has together with the municipality of Oskarshamn been an active part in the process since 1994, with different local organisations financed by the Swedish nuclear fund. Three leading themes form the basis for our participation - voluntarism, complete openness of plans and results and participation with the possibility to influence. Site investigations for a repository started in 2002 and were finished when SKB selected Oesthammar municipality in the middle of 2009. To follow and scrutinise both site investigations as well as the applications, the organisation within the municipality has changed over time. As the site selection process got underway, the municipality extended its organisation to three committees (EIA, long-term safety and consultation). The committees have respective objectives: reviewing the health and environmental impact, reviewing the long-term safety and communication about the work that is going on within and around the municipality. These are primarily political committees to which a unit of civil servants is attached. The main goal for the organisation is to build up knowledge skills and prepare both the existing as well as the future municipality council for the decision of whether or not the municipality of Oesthammar will accept a final repository for spent nuclear fuel in our municipality. The absolutely most important issue for the municipality is long term-safety and as the process has progressed the municipality has made several statements to the authorities. (authors)

Organisational innovation and how it challenges management theory

DEFF Research Database (Denmark)

Gjerding, Allan Næs; Rasmussen, Jørgen Gulddahl

2007-01-01

. Developing a concept of organisational innovation, the paper suggests that organisational innovation can be analysed in terms of how individual and organisational learning combine with the reorientation of management perceptions, and it suggests that organisational innovation is about redirecting, speeding...... up and slowing down new forms of organisational activities. Subsequently, the paper provides an overview of management theory, proposing that the present state of management theory is one where the traditional dichotomy between a rational and a natural approach to organisations has been bridged...

Capability maturity models for offshore organisational management.

Science.gov (United States)

Strutt, J E; Sharp, J V; Terry, E; Miles, R

2006-12-01

The goal setting regime imposed by the UK safety regulator has important implications for an organisation's ability to manage health and safety related risks. Existing approaches to safety assurance based on risk analysis and formal safety assessments are increasingly considered unlikely to create the step change improvement in safety to which the offshore industry aspires and alternative approaches are being considered. One approach, which addresses the important issue of organisational behaviour and which can be applied at a very early stage of design, is the capability maturity model (CMM). The paper describes the development of a design safety capability maturity model, outlining the key processes considered necessary to safety achievement, definition of maturity levels and scoring methods. The paper discusses how CMM is related to regulatory mechanisms and risk based decision making together with the potential of CMM to environmental risk management.

School-business partnerships for organisational leadership development

OpenAIRE

Ofori-Kyereh, Samuel

2012-01-01

Leadership and how it is developed have become a top priority for almost all organisations, particularly schools and business organisations, to survive and secure growth (Bolden, 2004). Equally, the concept of partnership has become a panacea for solving complex and ‘wicked’ problems in diverse organisations (Armistead, 2007). This study therefore investigates how school-business partnerships could serve as alternative means for organisational leadership development. The study is principally ...

At the confluence of organisation development (OD and organisation identity theory (OIT: Enter identity interventions

Directory of Open Access Journals (Sweden)

C L Van Tonder

2004-10-01

Full Text Available The identity concept has been around in the form of “corporate identity" for some time, but its appearance as “organisation identity" is more recent. Emerging theory and initial empirical research suggest that an identity approach and “identity interventions" in particular, offer promising avenues to the organisation development practitioner for enhancing organisational focus, building resilience in the face of major change, and improving performance. Identity interventions in and of themselves, but also employed as pre-change interventions, build organisational capacity that would stave off premature organisational “death" and extend the organisation’s life expectancy. Opsomming Die identiteitskonsep is in die vorm van korporatiewe identiteit reeds ’n geruime tyd in omgang, maar die verskyning daarvan as “organisasie-identiteit? is meer onlangs. Ontluikende teorie en aanvanklike empiriese navorsing suggereer dat ’n identiteitsbenadering en "identiteitsintervensies" in die besonder, belowende geleenthede aan die organisasie- ontwikkelingspraktisyn bied om organisasiefokus te verbeter, die organisasie se veerkragtigheid ten aanskoue van omvangryke verandering te bou, en prestasie te verbeter. Identiteitsintervensies op sigself bou organisasiekapasiteit, maar kan ook as voorveranderingsintervensies aangewend word wat premature organisasie "sterftes" sal vermy en die organisasie se lewensverwagting sal verleng.

The Impact of Globalisation on Changes in Business Operations and Organisational Culture

Directory of Open Access Journals (Sweden)

Ivica Zdrilić

2010-12-01

Full Text Available Croatian companies have recently been forced to find and apply new technical and technological solutions as a result of large-scale changes and market globalisation. Furthermore, they have to adapt their organisation to the newly-developed conditions. Therefore, it is of utmost importance to consider the use of the latest theoretical findings in the field of organisation and management to reach the level of competitiveness on a global scale. Development, improvement and standardisation of business processes and changes in organisational culture are important preconditions for reforming the companies to meet the needs of globalisation. The goal of this paper is to show the growing impact of globalisation on the development of the business environment in Croatia, i.e. the need to restructure Croatian companies according to the newly-developed situation. There are companies that have to radically change their ways and methods of leadership and thinking, inherited from the socialist socio-economic system. Recurrent crises in the business practice and bankruptcies of economic entities prove this fact. One of the key preconditions to compete successfully in the newly developed global products, work and capital markets is the improvement of business performance by introducing contemporary methods in organisational planning. On the other hand, privatised companies that are under pressure from their foreign owners have to introduce the rules of behaviour and procedures standardised abroad. To sum up, the changes that have to be made require a radical shift in organisational culture within companies. These aspects are often forgotten by consultants and managers, thus leading to failure. The main objectives of this paper are to underline the importance of two preconditions that have to be met in order to succeed, i.e. survive in the market: to define and standardise business processes and to develop organisational culture in companies.

The relationships among business strategies, organisational performance and organisational culture in the tourism industry

Directory of Open Access Journals (Sweden)

Mong-Mei Lin

2013-12-01

Full Text Available As societies develop, the tourism industry has become one of the most powerful and largest industries in the global economy. The industrial status and economic function of the tourism industry have increased in the economic development of cities. The tourism industry has helped to drive the city economy, create employment, and facilitate culture and the environment The tourism industry, as one of the supporting industries for economic development in China, presents diverse services that are not only competitive within the industry, but could also increase national consumption. In addition to the professional service items and quality, the adjustment of business strategies aimed at the changeable environment are considered as key success factors in the tourism industry. This study analyzes the effect of business strategies on organisational performance in the tourism industry. Owners, managers, and employees from the top ten travel agencies in Taiwan were selected as the research subjects and a total of 600 questionnaires were distributed. Within the retrieved 438 surveys, 43 were incomplete and removed to yield a total of 395 valid questionnaires. Within the empirical analyses business strategies appear to have significant positive correlations with job satisfaction, organisational objective and job performance in organisational performance. Moreover, organisational culture presents a partially moderating effect for the relations between business strategies and organisational performance.

Organisational models in agriculture with special reference to small farmers

Directory of Open Access Journals (Sweden)

Zakić Nebojša

2014-01-01

Full Text Available Agricultural value chains can be understood as the systems of people, organizations and activities needed to create process and deliver agricultural products from producers to consumers. Over time and due to huge changes that have happened in the surroundings, agricultural value chains have become very integrated and complex. Small farmers can prosper by joining in modern higher-level agricultural value chains, but there are numerous obstacles, as well. The work presents the typology of organizational models for agricultural production that consists of the models organised by producers, agribusiness companies (processors, retail chains, and intermediaries, facilitators (governments, non-governmental organisations and completely integrated models, established by some big companies. None of these models provides ideal solutions from the perspective of small producers. However, they say that the institutions, such as cooperatives and small farmers' organisations, present important mechanisms for including small producers in modern value chains and realizing the cooperation with agribusiness companies and other important players. This is also important for decision-makers and governmental bodies that should create a suitable environment and provide support so that small farmers and their organisations can integrate in modern value chains in a successful way.

Does it matter who organises your health care?

Directory of Open Access Journals (Sweden)

Paresh Dawda

2015-05-01

Full Text Available Background: As the prevalence of long-term and multimorbid conditions is increasing, patients increasingly require consultations with multiple health care professionals and coordination of their care needs. Methods: This study is based on a 2011 survey of older Australians which draws on sub-populations of people with diabetes aged 50 years or over, people with chronic obstructive pulmonary disease, and members of Nationals Seniors Australia. We develop a composite coordination measure and examine differences in the measure with different care coordination indicators using both descriptive and regression methods. Three categories of respondent-perceived care organisers are used: health care professionals; “no one”; and patients, their partner, relative or friend. Results: Of the 2,540 survey respondents (an overall response rate of 24%, 1,865 provided information on who organised their health care, and composite coordination measures were calculated for 1,614. Multivariate analysis showed the composite score was highest where a health care professional coordinated care, followed by care organised by self or a carer, and then the group reporting no organiser. Conclusion: In moving towards care coordination there are opportunities to improve the care coordination process itself, and the key enablers to improving care coordination appear to be the availability and communication of clinical information and the role of the clinical team. Normal 0 false false false EN-AU X-NONE X-NONE Incorporating organisational safety culture within ergonomics practice.

Science.gov (United States)

Bentley, Tim; Tappin, David

2010-10-01

This paper conceptualises organisational safety culture and considers its relevance to ergonomics practice. Issues discussed in the paper include the modest contribution that ergonomists and ergonomics as a discipline have made to this burgeoning field of study and the significance of safety culture to a systems approach. The relevance of safety culture to ergonomics work with regard to the analysis, design, implementation and evaluation process, and implications for participatory ergonomics approaches, are also discussed. A potential user-friendly, qualitative approach to assessing safety culture as part of ergonomics work is presented, based on a recently published conceptual framework that recognises the dynamic and multi-dimensional nature of safety culture. The paper concludes by considering the use of such an approach, where an understanding of different aspects of safety culture within an organisation is seen as important to the success of ergonomics projects. STATEMENT OF RELEVANCE: The relevance of safety culture to ergonomics practice is a key focus of this paper, including its relationship with the systems approach, participatory ergonomics and the ergonomics analysis, design, implementation and evaluation process. An approach to assessing safety culture as part of ergonomics work is presented.

Perceived Organisational Politics, Political Behaviour and Employee ...

African Journals Online (AJOL)

facing both private and public sector organisations (Nidhi & Prerna, 2015;. Gotsis & Kortezi ... These studies suggest that organisational politics often interfere with normal ..... Rawls's (1971) theory of justice provides a theoretical foundation for the relationship between ..... Ethical considerations in organisational politics: ...

Ergonomics in the development and implementation of organisational strategy for sustainability.

Science.gov (United States)

Ryan, Brendan; Wilson, John R

2013-01-01

This is the first phase of an ergonomics study of sustainability in a rail organisation, particularly environmental sustainability. The main emphasis has been on the use of a qualitative approach to carry out in-depth consultation with those in influential and policy setting roles in the organisation, collecting and analysing perceptions on sustainability policy and related business processes. The study identified factors affecting implementation of policy on sustainability and these have been developed to produce a list of requirements for implementing the policy. The findings are valuable in understanding the range of attitudes, aspirations and perceived constraints, from the perspective of those in senior roles in the company, and development of a sustainability strategy for a rail infrastructure owner. There is need for wider consultation, both within the organisation and externally, to validate and refine the understanding of barriers to the implementation of the policy. The role of ergonomics in supporting the work on sustainability is discussed. The study collects in-depth views from senior managers on the challenges of implementing a policy on sustainability in a rail organisation. Outputs include a list of factors affecting implementation of policy and requirements for better implementation of policy in this area. Potential contributions of ergonomics to sustainability in organisational contexts are discussed.

Seeing Like an International Organisation

DEFF Research Database (Denmark)

Broome, André; Seabrooke, Leonard

2012-01-01

International organisations (IOs) often serve as the ‘engine room’ of ideas for structural reforms at the national level, but how do IOs construct cognitive authority over the forms, processes and prescriptions for institutional change in their member states? Exploring the analytic institutions...... created by IOs provides insights into how they make their member states ‘legible’ and how greater legibility enables them to construct cognitive authority in specific policy areas, which, in turn, enhances their capacity to influence changes in national frameworks for economic and social governance...

Learning to bridge the gap between adaptive management and organisational culture

Directory of Open Access Journals (Sweden)

Richard J. Stirzaker

2011-05-01

Full Text Available Adaptive management is the problem-solving approach of choice proposed for complex and multistakeholder environments, which are, at best, only partly predictable. We discuss the implications of this approach as applicable to scientists, who have to overcome certain entrained behaviour patterns in order to participate effectively in an adaptive management process. The challenge does not end there. Scientists and managers soon discover that an adaptive management approach does not only challenge conventional scientific and management behaviour but also clashes with contemporary organisational culture. We explore the shortcomings and requirements of organisations with regard to enabling adaptive management. Our overall conclusion relates to whether organisations are learning-centred or not. Do we continue to filter out unfamiliar information which does not fit our world view and avoid situations where we might fail, or do we use new and challenging situations to reframe the question and prepare ourselves for continued learning? Conservation implications: For an organisation to effectively embrace adaptive management, its mangers and scientists may first have to adapt their own beliefs regarding their respective roles. Instead of seeking certainty for guiding decisions, managers and scientists should acknowledge a degree of uncertainty inherent to complex social and ecological systems and seek to learn from the patterns emerging from every decision and action. The required organisational culture is one of ongoing and purposeful learning with all relevant stakeholders. Such a learning culture is often talked about but rarely practised in the organisational environment.

Measuring the implementation of codes of conduct. An assessment method based on a process approach of the responsible organisation

NARCIS (Netherlands)

Nijhof, A.H.J.; Cludts, Stephan; Fisscher, O.A.M.; Laan, Albertus

2003-01-01

More and more organisations formulate a code of conduct in order to stimulate responsible behaviour among their members. Much time and energy is usually spent fixing the content of the code but many organisations get stuck in the challenge of implementing and maintaining the code. The code then

Constructing professional and organisational fields.

Science.gov (United States)

Gurney, Robert

2016-01-01

Purpose - The purpose of this paper is to fill an apparent gap in the literature addressing issues of leadership and change - the development and activities of constructing and leading sports sciences and medicine professions, and similarly, the construction and leadership of multidisciplinary/inter-disciplinary organisations that practice sports sciences and medicine. Design/methodology/approach - This study incorporated explorations through conducting both interviews and survey questionnaires with members of Sports Medicine Australia (SMA). The interviews (qualitative) were semi-structured and asked questions addressing what changed, why change and how change was implemented. Findings - The health sciences and medicine professions moving to specialised sports sciences and medicine disciplines and SMA, evolved through forces driving the need for change (legitimacy, resource dependency, positioning and core competencies). Practical implications - The knowledge developed from understanding activities of change that traditional professions conducted to become specialised Disciplines and parallel changes in a single Discipline organisation evolving to an umbrella organisation (SMA), comprised a membership of specialised Disciplines, can act as a catalyst for inquiry by other professional and organisational groups. Originality/value - The findings of this study contributes to the literature investigating change in professional and organisations fields. More specifically, this study promotes inquiry into leadership practices of sports sciences and medicine, as contributors to the field of health services.

The Knowledge Circulated-Organisational Management for Accomplishing E-Learning

Directory of Open Access Journals (Sweden)

Toshio Okamoto

2009-03-01

Full Text Available Nowadays, e-Learning has been used in many kinds of educational institutes as a regular learning/teaching system. In the real practices, Educational knowledge management among the relevant organizations is quite important. This means “knowledge in universities circulated-systematic process” of finding, selecting, organising, distilling and presenting information in a way that improves a learner‟s competency and/or ability to fulfil his or her necessary learning objectives. In order to construct such educational management systems, the fundamental processing modules are required, such as a distributed file system, synchronous data communications, etc. If any applications and tools related to e-Learning can be plugged into the core framework, we can build an integrated e-Learning environment where learners/teachers can share/operate this software/data in real time. Universities also have many organisations to perform educational activities and researches. In order to operate and manage an e-Learning system, the information/knowledge occurring in each of organisations must be connected seamlessly and integrated under the standardised data format and the procedure of job-processing. In this paper, we mention the conceptual framework of Knowledge Circulated-Organizational Management according to our experiences of UEC-GP project. Moreover, we introduce how to construct & analyze the content-frames of e-Learning as technological knowledge on Instructional Design.

Den kommunikerende organisation

DEFF Research Database (Denmark)

Tække, Jesper

2006-01-01

samtidig tilbydes optimale muligheder for at få opfyldt individuelle behov og karrieremuligheder. For at en organisation skal kunne korrigere sig i forhold til de krav den konfronteres med, må der kunne fremstilles et adækvat billede af den. Det vil sige at dens faktiske kommunikationsprocesser må kunne...... drages frem i lyset på en måde så hensigtsmæssigheder og uhensigtsmæssigheder kan iagttages og selv blive objekt for reflekteret organisationskommunikation. Dette paper giver et udkast til en analysestrategi, hvormed der kan tegnes et billede af den enkelte organisation ud fra hvordan dens enkelte og...

Passive houses in Austria: the role of intermediary organisations for the successful transformation of a socio-technical system

Energy Technology Data Exchange (ETDEWEB)

Ornetzeder, Michael (Inst. of Technology Assessment of the Austrian Academy of Sciences (Austria)); Rohracher, Harald (IFZ - Inter-Univ. Research Centre for Technology, Work and Culture (Austria))

2009-07-01

In Austria, the first passive house was built in 1996. Since then the market for passive houses has rapidly increased. Statistics show that there were more than 4000 residential units with about 10,000 passive house residents at the end of 2006 - more per capita than in any other country of the world. Sustainability requirements, however, have led to profound shifts in the need for collaboration between the actors involved in planning, constructing and using buildings. This paper draws on a qualitative case study to analyse the development and dissemination of passive houses in Austria by focussing on the role of intermediate organisations. Empirically, the paper is based on qualitative interviews with representatives of relevant organisations as well as the analysis of various documentary sources. The case study shows that new types of buildings, such as 'passive houses', have given rise to new actors and organisations to organise integrative planning processes, to set standards and market the passive house concept, to certify components, to transfer knowledge to professionals, to assist consumers in choosing architects, installers and technologies or to organise participation processes. New interest organisations mediate between producers and the policy level, energy agencies act as system builders to transfer these new technologies and practices into the mainstream building sectors, etc. Intermediation processes fulfilled by a broad range of organisations turned out to be of crucial importance for the coordination and shaping of the socio-technical system.

Role of the Enterprise Corporate Culture in Concepts of Organisational Changes

Directory of Open Access Journals (Sweden)

Otenko Irina Pavlovna

2013-11-01

Full Text Available The article analyses the “corporate culture” notion, which is an efficient instrument in the sphere of management of human resources, which influences enterprise competitiveness and factually is a must for high-quality and effective conduct of business. Corporate culture is “reduction” of the most important provisions of activity of the organisation, which identify its mission and development strategy, find their expression in a combination of social norms and values shared by majority of the employees. Corporate culture, as an indicator, characterises the level of development and operation of the organisation, since it influences, first of all, the socio-psychological climate, which sets the emotional background for activity of the whole personnel. Study of the role of corporate culture in concepts of organisational changes would allow using it as a factor of overcoming resistance of the personnel when realising changes and carrying out socio-psychological provision of managerial processes. In this event the organisation functions as an integral body and acts harmoniously to achieve the set goals.

Organisational communication and supportive employees

NARCIS (Netherlands)

de Ridder, J.A.

2004-01-01

The importance of the social dimension of organisations is currently a strong focus of emphasis in the literature. From a managerial perspective, however, it is important that the community spirit within an organisation falls in line with its strategic direction. The study discussed in this article

A typology of organisational cultures.

Science.gov (United States)

Westrum, R

2004-12-01

There is wide belief that organisational culture shapes many aspects of performance, including safety. Yet proof of this relationship in a medical context is hard to find. In contrast to human factors, whose contributions are many and notable, culture's impact remains a common-sense, rather than a scientific, concept. The objectives of this paper are to show that organisational culture bears a predictive relationship with safety and that particular kinds of organisational culture improve safety, and to develop a typology predictive of safety performance. Because information flow is both influential and also indicative of other aspects of culture, it can be used to predict how organisations or parts of them will behave when signs of trouble arise. From case studies and some systematic research it appears that information culture is indeed associated with error reporting and with performance, including safety. Yet this relationship between culture and safety requires more exploration before the connection can be considered definitive.

CERN’s new organisational structure

CERN Document Server

2009-01-01

CERN’s new organisational structure was made public on 1st December 2008. All the changes are explained in detail on a new web portal. As you learned on 1st December last year, CERN’s new organisational structure took effect on 1st January, under the leadership of new Director-General, Rolf Heuer. To explain the new structure, the Human Resources (HR) Department set up a Web portal in December. This portal (NICE user name and password required) displays the new organisation chart and explains the differences between the old and new structures. A "Frequently Asked Questions" page provides additional information. If you don’t find the answer to your specific question, a discussion forum is also available. You can obtain the contact details of your Human Resources Advisor by clicking on a link that takes you to a dedicated web page. Finally, all documents pertaining to the new organisational structure, including powerpoint pres...

Engendering a high performing organisational culture through ...

African Journals Online (AJOL)

Concluding that Africa's poor organisational performances are attributable to some inadequacies in the cultural foundations of countries and organisations, this paper argues for internal branding as the way forward for African organisations. Through internal branding an African organization can use a systematic and ...

IAU Public Astronomical Organisations Network

Science.gov (United States)

Canas, Lina; Cheung, Sze Leung

2015-08-01

The Office for Astronomy Outreach has devoted intensive means to create and support a global network of public astronomical organisations around the world. Focused on bringing established and newly formed amateur astronomy organizations together, providing communications channels and platforms for disseminating news to the global community and the sharing of best practices and resources among these associations around the world. In establishing the importance that these organizations have for the dissemination of activities globally and acting as key participants in IAU various campaigns social media has played a key role in keeping this network engaged and connected. Here we discuss the implementation process of maintaining this extensive network, the processing and gathering of information and the interactions between local active members at a national and international level.

An organisational coherence model to maintain employee contributions during organisational crises

Directory of Open Access Journals (Sweden)

Hendrik J. Pelser

2016-06-01

Full Text Available Orientation: Crises that threaten an organisation’s continued existence cannot be seen in isolation when considering the perception of threats to individual job security. These threats often go hand in hand with employee panic. Research purpose: The aim of this study was to establish a model to assist organisations in managing employee emotionality and panic during times of crisis. Motivation for the study: Environmental crises threaten organisations’ existence, threatening employees’ livelihood and resulting in employee panic. Panic reduces employees’ contributions. Organisations that are successful harness employee contributions at all times. Research design, approach, and method: A modernist qualitative research methodology was adopted, which included a case study as research strategy, purposive sampling to select 12 research participants, semi-structured interviews for data gathering, focus groups for data verification, and the use of grounded theory for data analysis. Main findings: An organisation’s ability to manage employee panic depends on the relationship between the foundational elements of authentic leadership, crisis readiness, resilience practices, versatile and committed talent, strategic management, quality management, and coherence actions taken during the crisis, which include crisis leadership, ongoing visible communication, mindfulness, work flexibility, and decisions based on the greatest financial need and social support. Practical/managerial implications: The study provides a best-practice option for managing emotionality during crises for the case organisation and other organisations within the vehicle components and other manufacturing industries. Contribution/value-add: The Coherence Hexagons Model is presented as a tool to manage employee panic during crisis. Keywords: crisis management; employee emotionality; employee panic; authentic leadership; talent management

Deficient crisis-probing practices and taken-for-granted assumptions in health organisations

Science.gov (United States)

Canyon, Deon V.; Adhikari, Ashmita; Cordery, Thomas; Giguère-Simmonds, Philippe; Huang, Jessica; Nguyen, Helen; Watson, Michael; Yang, Daniel

2011-01-01

The practice of crisis-probing in proactive organisations involves meticulous and sustained investigation into operational processes and management structures for potential weaknesses and flaws before they become difficult to resolve. In health organisations, crisis probing is a necessary part of preparing to manage emerging health threats. This study examined the degree of pre-emptive probing in health organisations and the type of crisis training provided to determine whether or not they are prepared in this area. This evidence-based study draws on cross-sectional responses provided by executives from chiropractic, physiotherapy, and podiatry practices; dental and medical clinics; pharmacies; aged care facilities; and hospitals. The data show a marked lack of mandatory probing and a generalised failure to reward crisis reporting. Crisis prevention training is poor in all organisations except hospitals and aged care facilities where it occurs at an adequate frequency. However this training focuses primarily on natural disasters, fails to address most other crisis types, is mostly reactive and not designed to probe for and uncover key taken-for-granted assumptions. Crisis-probing in health organisations is inadequate, and improvements in this area may well translate into measurable improvements in preparedness and response outcomes. PMID:24149030

Organisational reporting and learning systems: Innovating inside and outside of the box.

Science.gov (United States)

Sujan, Mark; Furniss, Dominic

2015-01-01

Reporting and learning systems are key organisational tools for the management and prevention of clinical risk. However, current approaches, such as incident reporting, are struggling to meet expectations of turning health systems like the UK National Health Service (NHS) into learning organisations. This article aims to open up debate on the potential for novel reporting and learning systems in healthcare, by reflecting on experiences from two recent projects: Proactive Risk Monitoring in Healthcare (PRIMO) and Errordiary in Healthcare. These two approaches demonstrate how paying attention to ordinary, everyday clinical work can derive useful learning and active discussion about clinical risk. We argue that innovations in reporting and learning systems might come from both inside and outside of the box. 'Inside' being along traditional paths of controlled organisational innovation. 'Outside' in the sense that inspiration comes outside of the healthcare domain, or more extremely, outside official channels through external websites and social media (e.g. patient forums, public review sites, whistleblower blogs and Twitter streams). Reporting routes that bypass official channels could empower staff and patient activism, and turn out to be a driver to challenge organisational processes, assumptions and priorities where the organisation is failing and has become unresponsive.

Deficient crisis-probing practices and taken-for-granted assumptions in health organisations.

Science.gov (United States)

Canyon, Deon V; Adhikari, Ashmita; Cordery, Thomas; Giguère-Simmonds, Philippe; Huang, Jessica; Nguyen, Helen; Watson, Michael; Yang, Daniel

2011-04-18

The practice of crisis-probing in proactive organisations involves meticulous and sustained investigation into operational processes and management structures for potential weaknesses and flaws before they become difficult to resolve. In health organisations, crisis probing is a necessary part of preparing to manage emerging health threats. This study examined the degree of pre-emptive probing in health organisations and the type of crisis training provided to determine whether or not they are prepared in this area. This evidence-based study draws on cross-sectional responses provided by executives from chiropractic, physiotherapy, and podiatry practices; dental and medical clinics; pharmacies; aged care facilities; and hospitals. The data show a marked lack of mandatory probing and a generalised failure to reward crisis reporting. Crisis prevention training is poor in all organisations except hospitals and aged care facilities where it occurs at an adequate frequency. However this training focuses primarily on natural disasters, fails to address most other crisis types, is mostly reactive and not designed to probe for and uncover key taken-for-granted assumptions. Crisis-probing in health organisations is inadequate, and improvements in this area may well translate into measurable improvements in preparedness and response outcomes.

Antecedents of Organisational Creativity: A Multi-Level Approach

Directory of Open Access Journals (Sweden)

Ritu Gupta

2016-06-01

Full Text Available The purpose of this literature review is to provide a better understanding of the antecedents of organisational creativity with a multi-level approach. Organisational creativity is a sum total of the creativity accounted for by the individual employees of the organisation, the cumulative creativity of a team or group and creativity arising out of different structural components of an organisation. Some of the antecedents identified from the literature include personality, intrinsic motivation, group cohesion, social inhibition, cognitive interference, leader member exchange, organisational culture and climate, amongst others at individual, group and organisational level. Based on the literature review, suggestions for future research and research propositions have been proposed.

An Analysis of Organisational Commitment by Academic ...

African Journals Online (AJOL)

The aim of this study was to investigate organisational commitment in the era of the new psychological contract, or the psychological environment created by an economic down turn in Zimbabwe. The psychological contract that exists between employees and organisations is brittle due to many organisational changes ...

Organisational Social Capital through Corporate Social Performance

Directory of Open Access Journals (Sweden)

Adrian Henorel Niţu

2014-01-01

Full Text Available The purpose of this study is to identify the correlation between the corporate social responsibility performance and the Organisational Social Capital. Inductively, through grounded theory, this paper uses secondary data to develop a theoretical model which presents the relationship between the following concepts: business codes, stakeholders, Corporate Social Performance (CSP and Organisational Social Capital (OSC. This study brings together two main areas of research, namely: Organisational Social Capital and business ethics. This represents a gap in the literature, to which this research will address. Three propositions are put forward and discussed using secondary data collection methods. The findings suggest that there is a strong correlation between the characteristics which improve the quality of organisation-stakeholders relationship and the effectiveness of implementing business codes and, therefore, the increasing Corporate Social Performance. The proposed ethical framework has, at the same time, a similar effect by incrementing Organisational Social Capital, because it shares similar features with the relation between organisation-stakeholders, business codes and CSP.

Organisational Social Capital through Corporate Social Performance

Directory of Open Access Journals (Sweden)

A.H. Niţu

2014-06-01

Full Text Available The purpose of this study is to identify the correlation between the corporate social responsibility performance and the Organisational Social Capital. Inductively, through grounded theory, this paper uses secondary data to develop a theoretical model which presents the relationship between the following concepts: business codes, stakeholders, Corporate Social Performance (CSP and Organisational Social Capital (OSC. This study brings together two main areas of research, namely: Organisational Social Capital and business ethics. This represents a gap in the literature, to which this research will address. Three propositions are put forward and discussed using secondary data collection methods. The findings suggest that there is a strong correlation between the characteristics which improve the quality of organisation-stakeholders relationship and the effectiveness of implementing business codes and, therefore, the increasing Corporate Social Performance. The proposed ethical framework has, at the same time, a similar effect by incrementing Organisational Social Capital, because it shares similar features with the relation between organisation-stakeholders, business codes and CSP.

Innovation Determinants and Barriers: A Tri-Perspective Analysis of IT Appropriation within an Early Childhood Education and Care Organisation

Directory of Open Access Journals (Sweden)

Melinda Plumb

2015-11-01

Full Text Available Empirical studies on information technology (IT in early childhood education and care organisations are scant, despite an increasing number of these organisations choosing to innovate with IT. This paper presents a framework to understand the appropriation of IT as an innovation within such an organisation. The framework consists of three perspectives on innovation: an individualist, a structuralist and an interactive process perspective. While the first focuses on concepts such as leadership, IT champions, previous IT exposure, the second focuses on organisation size, parents as stakeholders, competitors, government compliance and regulatory requirements. The third perspective views the innovation as a dynamic phenomenon of change, produced by the continuous interaction of the innovation content, its context, and the appropriation process as related in an interactive process. We demonstrate the framework’s applicability and determine that the three perspectives supplement each other and together provide a deeper understanding of the IT appropriation process in terms of innovation determinants and barriers.

Addressing issues raised by stakeholders: experiences of eight organisations

International Nuclear Information System (INIS)

Vari, Anna

2004-01-01

Demand for stakeholder involvement has become imperative in the field of radioactive waste management. Providing for fair and competent stakeholder involvement, however, raises several questions of practice, for example: How to address issues raised by stakeholders? How to take stakeholders' views into consideration if they are divergent or conflicting? This paper reviews eight case studies prepared for the Topical Session on Addressing Issues Raised by Stakeholders, aimed at analysing the impacts of stakeholder involvement on decisions in RWM organisations. The studies outline the experiences of the following organisations: Canadian Nuclear Safety Commission (CNSC); Canadian Nuclear Waste Management Organization (NWMO); Nuclear Waste Management Organisation of Japan (NUMO); Posiva, Finland; Radioactive Waste Repository Authority, Czech Republic (RAWRA); Swedish Radiation Protection Authority (SSI); United Kingdom Environment Agency; United States Environmental Protection Agency (EPA). Case study reports are included in the Annex of this volume. The paper outlines the main trends and lessons learned from the above case studies. The first section focuses on impacts of stakeholder involvement on specific RWM decisions regarding policy and process. Examples presented in the second section illustrate how stakeholders' concerns may influence general decision-making practices and organisational behaviour. In the third section various approaches to handling divergent stakeholder views are introduced. The paper concludes with recommendations extracted and derived from the eight reports. (author)

Human and Organisational Factors in the Licensing Process for New NPPs: The Swiss Approach

International Nuclear Information System (INIS)

Ryser, Cornelia

2011-01-01

Past and recent construction as well as operating experience has shown the importance of giving due attention to human and organisational factors (HOF) in the design and construction of new NPPs. The present paper primarily deals with the development of regulatory requirements by the Swiss Federal Nuclear Safety Inspectorate (ENSI) concerning HOF engineering aspects, i.e. the design of the work systems of the new NPP (technical systems, work tasks, operating organisation). The requirements concerning quality and project management or the management system in general are not in the main focus of this paper. The approach and requirements presented are not yet fully implemented in the Swiss regulatory framework and are still being worked on. Therefore the issues described in the paper have to be considered as provisional and might still be subject to some change in the next months as the approach and requirements are being further developed and finalised. (author)

The Shanghai Co-operation Organisation

DEFF Research Database (Denmark)

Hansen, Flemming Splidsboel

New regional organisations are always interesting to follow as they will tell us more about the things that make or break this type of co-operation. Originally established as “The Shanghai Five” in 1996, The Shanghai Co-operation Organisation (SCO) has been successful at reducing tension between...... the member states but it has since found it very hard to come up with a more ambitious agenda. Mutual suspicion and zero-sum thinking clearly run deep and the continued development of the organisation has suffered as a result of this. All told, the SCO is much more façade than real policy substance....

Job satisfaction and its relationship with organisational commitment: A Democratic Republic of Congo organisational perspective

Directory of Open Access Journals (Sweden)

Jeremy Mitonga-Monga

2018-06-01

Full Text Available Orientation: The modern workplace, which is characterised by increasing turbulence and debilitating uncertainty, has led to renewed focus on whether employees experience satisfaction and how they commit themselves to the organisation. Research purpose: The aim of this study was to measure the nature of the relationship between employees’ levels of job satisfaction (JS and organisational commitment (OC in a public railway organisation in the Democratic Republic of Congo (DRC. Motivation for the study: Although previous researchers have found evidence of the relationship between JS and OC in Western countries, there seems to be a paucity of research on the relationship between JS and OC in a developing country context such as that of the DRC. The results could make a valuable contribution to the current literature debate on these two constructs (JS and OC and possibly employees’ intention to stay in their present organisation. Research design, approach and method: A cross-sectional survey design was used employing the Job Satisfaction Questionnaire and the Organisational Commitment Scale. The sample (n = 839 comprised permanently employed staff. Correlations and regression analyses were conducted. The results indicated that employees’ JS related positively to their level of OC and that JS predicted OC. Practical and managerial implications: The results should also have interesting implications for top management and human resource practitioners. They could use this information to study how organisational psychological attachment is fostered in order to potentially master other organisational dynamics. The information could also be used to create positive working conditions with a view to reinforcing OC. JS manifested as a critical driver of OC, which could result in superior business performance. Management could use the results to create a working environment that actively fosters satisfaction and boosts employees’ level of

Organisational Change, Health and the Labour Market

DEFF Research Database (Denmark)

Bhatti, Yosef; Gørtz, Mette; Holm Pedersen, Lene

This research examines the effects of organisational change on employee health and labour market outcomes. Previous studies looking into organisational change in the private sector indicate that the larger the size and depth of organisational change, the larger the detrimental consequences...... to the employees. This study contributes to the literature on four main dimensions. First, we extend the analysis of organisational change to a public sector setting. Second, while previous findings remain inconclusive regarding causal effects due to problems of endogeneity, our analysis contributes to research...

Impact of leadership on organisational outcomes in school management: Example of Bosnia and Herzegovina

Directory of Open Access Journals (Sweden)

Strukan Edin

2014-01-01

Full Text Available The paper presents some organisational outcomes in school management that are strongly interrelated, and leadership which has a significant impact on them. Considering the fact that the school is a non-profit organisation with a specific social significance, the aim of the research was to determine how to improve the results of the school management, or to determine how to improve the management of the school by the school principal, and thus to improve key organisational outcomes: school quality, job satisfaction, organisational (school culture and work motivation. The survey was conducted during the first half of 2014 (January, February, March in 23 secondary schools in Una-Sana Canton (B and H, by the method of survey and interviewing, using the questionnaire as an instrument of scientific research. The above outcomes significantly affect key organisational outcomes of the educational process, pupils' achievement, which are measured by their success in learning and behaviour.

Improving care coordination using organisational routines

DEFF Research Database (Denmark)

Prætorius, Thim

2016-01-01

Purpose – The purpose of this paper is to systematically apply theory of organisational routines to standardised care pathways. The explanatory power of routines is used to address open questions in the care pathway literature about their coordinating and organising role, the way they change......: care pathways and coordination, change, replication, the organisation and health care professionals. Research limitations/implications – The paper is conceptual and uses care pathways as illustrative instances of hospital routines. The propositions provide a starting point for empirical research....... Practical implications – The analysis highlights implications that health care professionals and managers have to consider in relation to coordination, change, replication, the way the organisation influences care pathways and the way care pathways influence health care professionals. Originality...

Relationship between ethical leadership and organisational commitment of nurses with perception of patient safety culture.

Science.gov (United States)

Lotfi, Zahra; Atashzadeh-Shoorideh, Foroozan; Mohtashami, Jamileh; Nasiri, Maliheh

2018-03-12

To determine the relationship between ethical leadership, organisational commitment of nurses and their perception of patient safety culture. Patient safety, organisational commitment and ethical leadership styles are very important for improving the quality of nursing care. In this descriptive-correlational study, 340 nurses were selected using random sampling from the hospitals in Tehran in 2016. Data were analysed using descriptive and inferential statistics in SPSS v.20. There was a significant positive relationship between the ethical leadership of nursing managers, perception of patient safety culture and organisational commitment. The regression analysis showed that nursing managers' ethical leadership and nurses' organisational commitment is a predictor of patient safety culture and confirms the relationship between the variables. Regarding the relationship between the nurses' safety performance, ethical leadership and organisational commitment, it seems that the optimisation of the organisational commitment and adherence to ethical leadership by administrators and managers in hospitals could improve the nurses' performance in terms of patient safety. Implementing ethical leadership seems to be one feasible strategy to improve nurses' organisational commitment and perception of patient safety culture. Efforts by nurse managers to develop ethical leadership reinforce organisational commitment to improve patient outcomes. Nurse managers' engagement and performance in this process is vital for a successful result. © 2018 John Wiley & Sons Ltd.

UK regulatory expectations for the development of licensee organisational capability

International Nuclear Information System (INIS)

Gibson, S.; Reiersen, Craig

2011-01-01

The Nuclear Installations Inspectorate (NII) is responsible for the licensing and regulatory oversight of new nuclear power reactors in the UK. NII recognises that effective licensee leadership and management for safety are instrumental in the safety of new and existing nuclear installations. NII is consequently placing considerable emphasis on seeking assurance that prospective licensees develop an adequate organisational capability to manage and deliver nuclear safety in addition to constructing a design that has passed through a rigorous assessment process. In order to make NII's expectations clear, and support a consistent approach to interactions with prospective licensees, NII has produced a suite of related guidance to help its Inspectors assess and influence the development of licensee organisational capability. This includes: 1. The safety management prospectus; 2. The 'nuclear baseline'; 3. Intelligent Customer capability and use of contractors; 4. Design Authority; 5. Licence Condition Compliance Arrangements; 6. Development of Organisational Capability

The Impact of Trust on Job Performance in Organisations

Directory of Open Access Journals (Sweden)

Ana Nešić

2016-04-01

Full Text Available In circumstances governed by consistent change in all aspects of business, trust represents a significant factor in the behavioural patterns of organisations. Of great importance for a successful communication in organisations is understanding the levels of trust among staff, employees and their management, and trust in the organisation itself. Trust is a cohesive and motivating factor in work groups. Also, based on trust are identification and commitment to the organisation, as well as the relationships of employees. In successful organisations special attention is given to the problems of trust and mistrust. This work considers different theoretical concepts of how trust is created and maintained in organisations, different dimensions of organisational trust, as well as the effects of trust in organisational performance.

Barriers of inter-organisational integration in vocational rehabilitation.

Science.gov (United States)

Wihlman, Ulla; Lundborg, Cecilia Stålsby; Axelsson, Runo; Holmström, Inger

2008-06-19

A project of vocational rehabilitation was studied in Sweden between 1999 and 2002. The project included four public organisations: the social insurance office, the local health services, the municipal social service and the office of the state employment service. The aim of this paper was to analyse perceived barriers in the development of inter-organisational integration. Theories of inter-professional and inter-organisational integration, and theories on organisational change. In total, 51 semi-structured interviews and 14 focus group discussions were performed with actors within the project between 1999 and 2002. A thematic approach was used for the analysis of the data. THREE DIFFERENT MAIN THEMES OF BARRIERS EMERGED FROM THE DATA: A Uncertainty, B Prioritising own organisation and C Lack of communication. The themes are interconnected in an intricate web and hence not mutually exclusive. The barriers found are all related partly to organisational change in general and partly to the specific development of organisational integration. Prioritising of own organisation led to flaws in communication, which in turn led to a high degree of uncertainty within the project. This can be seen as a circular relationship, since uncertainty might increase focus on own organisation and lack of communication. A way to overcome these barriers would be to take the needs of the clients as a point of departure in the development of joint services and to also involve them in the development of inter-organisational integration.

Impact of organisational change on mental health

DEFF Research Database (Denmark)

Bamberger, Simon Grandjean; Vinding, Anker Lund; Larsen, Anelia

2012-01-01

Although limited evidence is available, organisational change is often cited as the cause of mental health problems. This paper provides an overview of the current literature regarding the impact of organisational change on mental health. A systematic search in PUBMED, PsychInfo and Web of Knowle......Although limited evidence is available, organisational change is often cited as the cause of mental health problems. This paper provides an overview of the current literature regarding the impact of organisational change on mental health. A systematic search in PUBMED, PsychInfo and Web...

Researching enterprises between organisation and organising

OpenAIRE

Elkjær, Bente; Brandi, Ulrik

2010-01-01

RESEARCHING ENTERPRISES BETWEEN ORGANISATION AND ORGANISINGUlrik Brandi & Bente Elkjaer, Department of Learning, University of Aarhus, Danish School of Education, Tuborgvej 164, 2400 Copenhagen NV, DenmarkShort paper submission to the 26th European Group of Organization Studies Colloquium, Waves of Globalization: Repetition and difference in organizing over time and space. June 30 - July 3 2010, Lisbon, Portugal.Sub-theme 16:  Investigating Organization as Becoming in a World on the Move ...

Ethiopia's accession to the world trade organisation: lessons from ...

African Journals Online (AJOL)

This article examines the experiences of least developing countries (LDCs) acceded to World Trade Organisation (WTO) in relation to their accession process, terms of accession and implementation of commitments with a view to drawing lessons which could be relevant to Ethiopia to devise successful strategies and avoid ...

Patterns of Self-Organising in the Bitcoin Online Community : Code Forking as Organising in Digital Infrastructure

NARCIS (Netherlands)

Andersen, Jonas Valbjørn; Bogusz, Claire Ingram

2018-01-01

Digital infrastructures play an increasingly central role in shaping existing organisations and creating new ones. Research on digital infrastructure has rested on the assumption that infrastructures are developed to support pre-existing organised activities. However, with the rise of new digital

Managing youe organisation's ethical climate | Ike | LBS ...

African Journals Online (AJOL)

This article explains how the level of ethical practice in an organisation can be influenced by the core values of the organisation and its internal and external environment. The argues that to ensure high ethical standards in an organisation, it is important to clarify and reinforce core values, and to ensure that the ...

DECISIVE FACTORS OF TALENT MANAGEMENT IMPLEMENTATION IN CZECH ORGANISATIONS

Directory of Open Access Journals (Sweden)

Adéla Fajčíková

2018-03-01

Full Text Available The effort of every organisation is to have talented staff, and in the case that these employees are available in the organisation is to ensure they are motivated to stay in the organisation. The aim of the paper is to evaluate the influence of decisive factors on the implementation of activities relating to talent management and the approach of Czech organisations to this new trend as well. Data was obtained through questionnaire surveys in selected Czech organisations in 2014/2015 (n = 389, 2015/2016 (n = 402 and in 2016/2017 (n = 207. The results showed that the chances to implement talent management were significantly higher for organisations operating in national or international markets, organisations with more than 50 employees and organisations with a separate HR department, where this chance was even 4.1 times higher. Surveyed organisations use talent management the most often in the areas of employees´ recruitment, employees´ training and development, and their evaluation and remuneration.

MANAGERIAL ORGANISATIONAL PATHOLOGIES IN PERIODS OF EXETENDED CRISIS

Directory of Open Access Journals (Sweden)

PASTOR IOAN

2014-08-01

Full Text Available In periods of extended crisis an increasing number of organisations are faced and confronted with pathological phenomena such as corruption, organizational stress, burnout, workaholism, mobbing, collective personality, organizational myths and neurotic organizations, which can generate organisational dysfunctions, managerial and organisational crises, critical moments when the results are unclear, disorders, confusions, mental and professional illnesses, organisational illnesses. All these have severe and generalized disadaptive effects that influence not only the personal life of the organisation’s members, but also their socio-professional life. They affect the work ability of the members of the organisation, the formal and informal relationships between them, their well-being and work productivity. In time, the organisation turns from a healthy and efficient one into a morbid and very unproductive one. The paper presents the results of some research for diagnosing some of these disadaptive phenomena present in the different sectors of activity of the Mureş County, which are affected by an extended crisis: organisational stress, burnout, workaholism and mobbing.

Exploring inertia in a typical state organisation

Directory of Open Access Journals (Sweden)

G. J. Louw

2004-10-01

Full Text Available Those organisations which do not change according to environmental pressures, suffer from organisational inertia. The purpose of this study is to explore the manifestation of organisational inertia in the target organisation. The target population for this study was a group of trainees, representing the geographic and demographic levels of a particular state department. In South Africa, surveys of this nature were only executed in the corporate sector. The results indicate that organisational inertia is a phenomenon that affects both corporate and governmental organisations. Opsomming Organisasies wat nie ooreenkomstig omgewingsdruk verander nie, ly aan organisasietraagheid. Die doel van die studie is om organisasietraagheid te konseptualiseer en die manifestasie daarvan in die teikenorganisasie te ondersoek. Die teikenpopulasie bestaan uit ’n groep kursusgangers wat die demografiese en geografiese samestelling van ‘n tipiese staatsdepartement verteenwoordig. In Suid -Afrika is navorsing van hierdie aard nog net in die korporatiewe sektor uitgevoer. Die resultate toon aan dat organisasietraagheid ‘n faktor is wat beide die korporatiewe omgewing en staatsorganisasies beïnvloed.

Determining organisation-specific factors for developing health interventions in companies by a Delphi procedure: organisational mapping

NARCIS (Netherlands)

Scheppingen, A.R. van; Have, K.C.J.M. ten; Zwetsloot, G.I.J.M.; Kok, G.; Mechelen, W. van

2015-01-01

Companies, seen as social communities, are major health promotion contexts. However, health promotion in the work setting is often less successful than intended. An optimal adjustment to the organisational context is required. Knowledge of which organisation-specific factors are relevant to health

Determining organisation-specific factors for developing health interventions in companies by a Delphi procedure: Organisational Mapping

NARCIS (Netherlands)

van Scheppingen, A.R.; ten Have, K.C.J.M.; Zwetsloot, G.J.I.M.; Kok, G.; van Mechelen, W.

2015-01-01

Companies, seen as social communities, are major health promotion contexts. However, health promotion in the work setting is often less successful than intended. An optimal adjustment to the organisational context is required. Knowledge of which organisation-specific factors are relevant to health

Filling the Gaps: The Role and Impact of International Non-Governmental Organisations in "Education for All"

Science.gov (United States)

Tota, Pasqua Marina

2014-01-01

This article discusses the involvement of international non-governmental organisations (INGOs) in transnational education policy-making, with particular reference to the global initiative Education for All (EFA). EFA is a policy process carried out by international governmental organisations (IGOs) with the main aim to achieve basic education for…

Organisation development possibilities of Croatian electricity markets

International Nuclear Information System (INIS)

Toljan, I.

1999-01-01

Organisational development of the European Union members' power sector is defined by the obligatory legislative document D irectives 92/96 EC, 19.12.1996 . The development goal is a natural monopoly decrease and introduction of competition, having in mind environmental protection which will enable sustainable development of each member. This would provide the European economy to become globally more competitive and to protect macro economic stability more efficiently. The EU members are allowed to make their own decisions regarding the mode of implementation they will use to establish the organisation of electricity market. Non-members of EU are also involved in defining future changes. Developed non-members are more efficient in that process and promptly follow all changes. Transition countries, among them also Croatia, are trying to adjust to such demands, with different success. The aim of this paper is analyse the current Croatian power system and the possibilities if its modernisation. (author)

A comparison of the pathological, clinical and radiographical, features of cryptogenic organising pneumonia, acute fibrinous and organising pneumonia and granulomatous organising pneumonia.

Science.gov (United States)

Feinstein, Marc B; DeSouza, Shilpa A; Moreira, Andre L; Stover, Diane E; Heelan, Robert T; Iyriboz, Tunç A; Taur, Ying; Travis, William D

2015-06-01

Cryptogenic organising pneumonia (COP) and acute fibrinous and organising pneumonia (AFOP) are recognised patterns of organising pneumonia (OP), a condition that resembles pneumonia but is not caused by infection. We have recognised granulomatous organising pneumonia (GOP) to be a similar histopathological entity where non-necrotising granulomata are intimately associated with the organising connective tissue. To what degree COP, AFOP and GOP represent distinct clinical and pathological disorders is unknown. This cross-sectional study sought to compare the pathological, clinical, and radiographical features of these OP patterns. Surgical lung biopsy specimens were reviewed for consecutive patients referred with OP to a metropolitan cancer centre. Clinical information and CT images were acquired from the hospital electronic medical record to determine the clinical and CT characteristics of each OP pattern. Sixty-one patients (35 men, 26 women), mean age 61.5 years (range 8-85 years), were available for analysis. Of these, 43 patients (70%) had at least one prior cancer; 27 (44%) had received chemotherapy and 18 (30%) had received radiation. Approximately, half (32 patients) had respiratory symptoms, most commonly cough, dyspnoea and/or wheezing. While symptoms and mortality rates were not different among OP groups, AFOP patients more commonly had fever (p=0.04). GOP patients less commonly had received chemotherapy (p=0.03) and were more likely to present as masses/nodules (p=0.04). AFOP and GOP, a newly described OP form, possess clinical and pathological findings that set it apart from a COP, suggesting an emerging spectrum of OP. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Evaluation of organisational culture and nurse burnout.

Science.gov (United States)

Watts, Jenny; Robertson, Noelle; Winter, Rachel; Leeson, David

2013-10-01

A survey of nurses working with older adults across three NHS trusts was conducted to explore how perceptions of the workplace affect nurse wellbeing. Standardised validated measures were used to assess burnout, perceived organisational support and organisational culture. Significant associations were found between innovative organisational culture and nurses' sense of personal accomplishment, which reduce the likelihood of burnout. Multiple regression showed experience of burnout to be predicted by the nature of organisational culture. It seems therefore that nurses' wellbeing may be affected by their perceptions of the working environment. Applications of this knowledge and suggestions for future research are discussed.

eDNA: A Bio-Inspired Reconfigurable Hardware Cell Architecture Supporting Self-organisation and Self-healing

DEFF Research Database (Denmark)

Boesen, Michael Reibel; Madsen, Jan

2009-01-01

This paper presents the concept of a biological inspired reconfigurable hardware cell architecture which supports self-organisation and self-healing. Two fundamental processes in biology, namely fertilization-to-birth and cell self-healing have inspired the development of this cell architecture...... to simulate our self-organisation and self-healing algorithms and the results obtained from this looks promising....

Organisational Climate And Teachers' Job Performance In Primary ...

African Journals Online (AJOL)

Organisational Climate And Teachers' Job Performance In Primary Schools In Ondo ... The instrument used to collect data was a questionnaire on organisational ... revealed that most of the schools run an open climate type of organisation.

Intergovernmental organisation activities

International Nuclear Information System (INIS)

2014-01-01

This section of the Bulletin presents a summary of the recent Intergovernmental organisation activities, sorted by organisation: - European Atomic Energy Community: Adopted legally binding instruments; Non-legally binding instruments; International relations. - International Atomic Energy Agency: Convention on Nuclear Safety (CNS); 58. regular session of the IAEA General Conference; IAEA Treaty Event; Side event on 'The Convention on Supplementary Compensation for Nuclear Damage (CSC) - in the Context of the Global Nuclear Liability Regime'; Legislative assistance activities; Nuclear Law Institute. - OECD Nuclear Energy Agency: Steering Committee approves decommissioning exclusion; European Nuclear Energy Tribunal (ENET) Judges approved; High-level Group on the Security of Supply of Medical Radioisotopes (HLG-MR); Joint Declaration; The Characteristics of an Effective Nuclear Regulator

Clinical spectrum of cryptogenic organising pneumonitis.

Science.gov (United States)

Bellomo, R; Finlay, M; McLaughlin, P; Tai, E

1991-01-01

Cryptogenic organising pneumonitis (bronchiolitis obliterans organising pneumonia) is an uncommon condition that often responds to steroids. It is characterised clinically by constitutional symptoms, pathologically by intra-alveolar organising fibrosis, and radiologically by patchy pulmonary infiltrates. Its full clinical spectrum and course are only partially described and understood. Six patients are described, seen over three years, with considerably diverse clinical and radiological presentations (two had diffuse lung infiltrates, two had peripheral lung infiltrates, and two had localised lobar involvement) and with very varying severity of disease (two with a life threatening illness, three with appreciable subacute constitutional symptoms, and one with mild symptoms). It is concluded that cryptogenic organising pneumonitis can present in various ways. A set of diagnostic criteria are proposed which will help in the recognition of this syndrome, which is probably underdiagnosed. Images PMID:1926023

Delivering organisational adaptation through legislative mechanisms: Evidence from the Adaptation Reporting Power (Climate Change Act 2008).

Science.gov (United States)

Jude, S R; Drew, G H; Pollard, S J T; Rocks, S A; Jenkinson, K; Lamb, R

2017-01-01

There is increasing recognition that organisations, particularly in key infrastructure sectors, are potentially vulnerable to climate change and extreme weather events, and require organisational responses to ensure they are resilient and adaptive. However, detailed evidence of how adaptation is facilitated, implemented and reported, particularly through legislative mechanisms is lacking. The United Kingdom Climate Change Act (2008), introduced the Adaptation Reporting Power, enabling the Government to direct so-called reporting authorities to report their climate change risks and adaptation plans. We describe the authors' unique role and experience supporting the Department for Environment, Food and Rural Affairs (Defra) during the Adaptation Reporting Power's first round. An evaluation framework, used to review the adaptation reports, is presented alongside evidence on how the process provides new insights into adaptation activities and triggered organisational change in 78% of reporting authorities, including the embedding of climate risk and adaptation issues. The role of legislative mechanisms and risk-based approaches in driving and delivering adaptation is discussed alongside future research needs, including the development of organisational maturity models to determine resilient and well adapting organisations. The Adaptation Reporting Power process provides a basis for similar initiatives in other countries, although a clear engagement strategy to ensure buy-in to the process and research on its long-term legacy, including the potential merits of voluntary approaches, is required. Copyright © 2016 The Authors. Published by Elsevier B.V. All rights reserved.

Organisational Change

DEFF Research Database (Denmark)

Poulsen, Peter

the combined use of contingency theory, strategic choice theory and structuration theory. The intention is analyse whether one of the paradigms would emerge as “dominant”, i.e. produce superior explanation of organisational change, or if a multi-paradigmatic view would be more beneficial in understanding...

Developing evidence-informed decision making in a hospice: an evaluation of organisational readiness.

Science.gov (United States)

Morris, Jenny; Stewart, Amy; Richardson, Janet

2013-06-01

Multiprofessional home care and hospice teams should play a part in evidence-informed decision making. To assess organisational readiness to adopt evidence-informed decision making in a hospice in England. A mixed-methods approach was used. Clinical staff were surveyed regarding their attitudes to and skills in using evidence, and senior managers completed an organisation-based self-assessment tool recording the readiness of the organisation to embrace an evidence-informed focus. 81% of the staff completed the survey. Staff were committed to the principles of evidence-informed decision making, but overall lacked the necessary knowledge and skills. Information obtained from the management self-assessment highlighted that a priority was to develop an evidence-informed decision-making culture focusing on education, training, and policy development. The process used in this evaluation may be applicable to other areas of health care when assessing an organisation's readiness to incorporate evidence-informed decision making into policy and procedure.

Readiness for organisational change among general practice staff.

Science.gov (United States)

Christl, B; Harris, M F; Jayasinghe, U W; Proudfoot, J; Taggart, J; Tan, J

2010-10-01

Increasing demands on general practice to manage chronic disease may warrant organisational change at the practice level. Staff's readiness for organisational change can act as a facilitator or barrier to implementing interventions aimed at organisational change. To explore general practice staff readiness for organisational change and its association with staff and practices characteristics. This is a cross-sectional study of practices in three Australian states involved in a randomised control trial on the effectiveness of an intervention to enhance the role of non-general practitioner staff in chronic disease management. Readiness for organisational change, job satisfaction and practice characteristics were assessed using questionnaires. 502 staff from 58 practices completed questionnaires. Practice characteristics were not associated with staff readiness for change. A multilevel regression analysis showed statistically significant associations between staff readiness for organisational change (range 1 to 5) and having a non-clinical staff role (vs general practitioner; B=-0.315; 95% CI -0.47 to -0.16; pchange which addresses the mix of practice staff. Moderately low job satisfaction may be an opportunity for organisational change.

Workforce development to embed mental health promotion research and evaluation into organisational practice.

Science.gov (United States)

Joss, Nerida; Keleher, Helen

2007-12-01

This project engaged a mental health rehabilitation organisation in health promotion research and development to build its capacity in evaluation research. Participatory research methods were used. Staff skills development occurred through training in research and evaluation methods applied to an evaluation project in mental health promotion that they conducted. All staff had some previous training in research but little, if any, experience of research practice. Staff demonstrated commitment to the idea of embedding research practice into the organisation to strengthen its ability to demonstrate program outcomes. However, the realities of work demands eventually took precedence over the tasks involved in the research process. Staff commitment, knowledge and skills are not sufficient if an organisation lacks the capacity to provide the resources or foster support for a research culture. The health promotion capacity-building framework is relevant for efforts to build health promotion research into mental health organisations. This project demonstrated that workforce development to build the capacity for mental health promotion is more likely to be successful if it is embedded into organisational strategy and culture, has sufficient resources allocated including staff time, and is supported by management.

The relationship between business strategy and organisational culture.

OpenAIRE

2008-01-01

This study has been undertaken with the specific objective of acquiring an insight into the concept “organisational culture” within a business strategic management context, as well as the role played by the organisation in the formulation and implementation of organisational strategy and culture. In this study an integrated approach is followed in order to describe and analyse the concepts within the context of business strategic management. The study confirms the importance of organisational...

Development of the school organisational health questionnaire: a measure for assessing teacher morale and school organisational climate.

Science.gov (United States)

Hart, P M; Wearing, A J; Conn, M; Carter, N L; Dingle, R K

2000-06-01

A growing body of empirical evidence suggests that organisational factors are more important than classroom specific issues in determining teacher morale. Accordingly, it is necessary to have available measures that accurately assess morale, as well as the organisational factors that are likely to underpin the experience of morale. Three studies were conducted with the aim of developing a psychometrically sound questionnaire that could be used to assess teacher morale and various dimensions of school organisational climate. A total of 1,520 teachers from 18 primary and 26 secondary schools in the Australian state of Victoria agreed to participate in three separate studies (N = 615, 342 and 563 in Studies 1, 2 and 3, respectively) that were used to develop the questionnaire. The demographic profile of the teachers was similar to that found in the Department as a whole. All teaching staff in the participating schools were asked to complete a self-report questionnaire as part of the evaluation of an organisational development programme. A series of exploratory and confirmatory factor analyses were used to establish the questionnaire's factor structure, and correlation analyses were used to examine the questionnaire's convergent and discriminant validity. The three studies resulted in the 54-item School Organisational Health Questionnaire that measures teacher morale and 11 separate dimensions of school organisational climate: appraisal and recognition, curriculum coordination, effective discipline policy, excessive work demands, goal congruence, participative decision-making, professional growth, professional interaction, role clarity, student orientation, and supportive leadership.

SBARMO, its scientific aims and its organisation

International Nuclear Information System (INIS)

Feiter, L.D. de.

1976-01-01

SBARMO (Scientific Ballooning and Radiations Monitoring Organisation), known as SPARMO (Solar Particles and Radiations Monitoring Organisation) until 1973, was established in 1961, mainly for the purpose of coordinating balloon-borne measurements of solar energetic particles. The study of auroral X-rays has gradually replaced the study of energetic solar particles as the prime interest of the organisation. The change of name, as adopted during the 1972 Meeting in Graz (Austria) is a logical consequence of the more general orientation of the organisation. The international status of SBARMO is emphasized by its membership of the Federation of Astronomical and Geophysical Services (FAGS) of the International Council of Scientific Unions

Organisational citizens or reciprocal relationships? An empirical comparison

NARCIS (Netherlands)

Koster, Ferry; Sanders, Karin

2006-01-01

Purpose: This paper aims at contributing to the debate on organisational citizenship behaviour (OCB) by developing a theory‐driven measure of cooperative behaviour within organisations, called organisational solidarity (OS). Design/methodology/approach: Data are gathered through a survey among 674

Structuring the agora of techno-organisational change

OpenAIRE

Kaniadakis, Antonios

2009-01-01

The Agora of Techno-Organisational Change refers to the global emergence and expansion of a marketplace for the resources necessary to carry out technological changes in business organisations. These resources include technologies such as information systems and software packages, specialised technical and business expertise, change methodologies, project management, etc. The Agora of Techno-Organisational Change is populated by various diverse and heterogeneous actors (suppliers, users, inte...

The impact of workplace spirituality dimensions on organisational citizenship behaviour among nurses with the mediating effect of affective organisational commitment.

Science.gov (United States)

Kazemipour, Farahnaz; Mohd Amin, Salmiah

2012-12-01

To investigate the relationship between workplace spirituality dimensions and organisational citizenship behaviour (OCB) among nurses through the mediating effect of affective organisational commitment. Nurses' OCB has been considered recently to improve the quality of services to patients and subsequently, their performance. As an influential attitude, affective organisational commitment has been recognized to influence OCB, and ultimately, organisational performance. Meanwhile, workplace spirituality is introduced as a new organisational behaviour concept to increase affective commitment influencing employees' OCB. The cross-sectional study and the respective data were collected with a questionnaire-based survey. The questionnaires were distributed to 305 nurses employed in four public and general Iranian hospitals. To analyse the data, descriptive statistics, Pearson coefficient, simple regression, multiple regression and path analyses were also conducted. The results indicated that workplace spirituality dimensions including meaningful work, a sense of community and an alignment with organisational values have a significant positive relationship with OCB. Moreover, affective organisational commitment mediated the impact of workplace spirituality on OCB. The concept of workplace spirituality through its dimensions predicts nurses' OCB, and affective organisational commitment partially mediated the relationship between workplace spirituality and OCB. Nurses' managers should consider the potentially positive influence of workplace spirituality on OCB and affective commitment among their nurses. With any plan to increase workplace spirituality, the respective managers can improve nurses' performance and would be of considerable importance in the healthcare system. © 2012 Blackwell Publishing Ltd.

Regional Organisations and International Mediation: The ...

African Journals Online (AJOL)

Regional Organisations and International Mediation: The Effectiveness of Insider Mediators. ... During the last two decades of the twentieth century, the world witnessed an increasing number of regional conflict management efforts undertaken by regional inter-governmental organisations. There are therefore strong reasons ...

Organisational citizenship behaviour among railway employees in a ...

African Journals Online (AJOL)

This study investigated the effect of differences in age, education and tenure on organisational citizenship behaviour (OCB). The purposive sample comprised 839 permanently employed staff in a railway organisation in the Democratic Republic of Congo. Participants completed the Organisational Citizenship Behaviour ...

Organisational Learning and the Organisational Life Cycle: The Differential Aspects of an Integrated Relationship in SMEs

Science.gov (United States)

Tam, Steven; Gray, David E.

2016-01-01

Purpose: The purpose of this study is to relate the practice of organisational learning in small- and medium-sized enterprises (SMEs) to the organisational life cycle (OLC), contextualising the differential aspects of an integrated relationship between them. Design/methodology/approach: It is a mixed-method study with two consecutive phases. In…

The dynamics of belief in climate change and its risks in business organisations

International Nuclear Information System (INIS)

Bleda, Mercedes; Shackley, Simon

2008-01-01

This paper presents a simulation model of the formation of the belief in climate change of a business organisation using a systems dynamics approach. Understanding how businesses form their belief on the issue of climate change is of paramount importance given the key role of beliefs and cognitive characteristics in the triggering and shaping of organisational adaptation processes. The main assumption of the model is that the dynamics of belief is driven by the perceived actual and potential changes in competitiveness as a consequence of climate impacts rather than by the growth of an ecological 'business conscience'. The model has been built using the STELLA software program, and it is based upon theoretical hypotheses drawn from behavioural studies of organisations and evolutionary theories of economic change. (author)

International Scientific and Technical Organisations

International Nuclear Information System (INIS)

Nunez-Lagos Rogla, R.

2003-01-01

The nuclear scientific and technical world is well aware of the EURATOM and IAEA activities but usually other international scientific and technical organisations relevant for their ordinary work are unknown. In this article three international organisations are described briefly, the International Union of Pure and Applied Physics (IUPAP). International Union of Pure and Applied chemistry (IUPAC) and the international council of Science (ICSU). (Author)

Managerial capabilities of the home base in an intra-organisational global network

DEFF Research Database (Denmark)

Mykhaylenko, Alona

of the HB change in the process of its global intra-organisational network evolution. In particular, the four papers constituting this thesis investigate how global intra-organisational networks evolve, how the types of network management capabilities of the HB change along with such network evolution....... This investigation was conducted through a retrospective longitudinal case study of one Danish original equipment manufacturer and its three subsidiaries in China, Slovakia, and the US. The findings, first of all, support, extend, and modify the revised Uppsala globalisation model with regard to the types...

Human and Organisational Safety Barriers in the Oil & Gas Industry

International Nuclear Information System (INIS)

Nystad, E.; Szőke, I.

2016-01-01

The oil & gas industry is a safety-critical industry where errors or accidents may potentially have severe consequences. Offshore oil & gas installations are complex technical systems constructed to pump hydrocarbons from below the seabed, process them and pipe them to onshore refineries. Hydrocarbon leaks may lead to major accidents or have negative environmental impacts. The industry must therefore have a strong focus on safety. Safety barriers are devices put into place to prevent or reduce the effects of unwanted incidents. Technical barriers are one type of safety barrier, e.g., blow-out preventers to prevent uncontrolled release of hydrocarbons from a well. Human operators may also have an important function in maintaining safety. These human operators are part of a larger organisation consisting of different roles and responsibilities and with different mechanisms for ensuring safety. This paper will present two research projects from the Norwegian oil & gas industry that look at the role of humans and organisations as safety barriers. The first project used questionnaire data to investigate the use of mindful safety practices (safety-promoting work practices intended to prevent or interrupt unwanted events) and what contextual factors may affect employees’ willingness to use these safety practices. Among the findings was that employees’ willingness to use mindful safety practices was affected more by factors on a group level than factors at an individual or organisational level, and that the factors may differ depending on what is the object of a practice—the employee or other persons. It was also suggested that employees’ willingness to use mindful safety practices could be an indicator used in the assessment of the safety level on oil & gas installations. The second project is related to organisational safety barriers against major accidents. This project was based on a review of recent incidents in the Norwegian oil & gas industry, as well as

The impact of organisational culture on the adaptation of newly ...

African Journals Online (AJOL)

Usually newly employed nurses find adjusting to a work setting a challenging experience. Their successful adaptation to their work situation is greatly influenced by the socialisation process inherent in the organisational culture. The newly employed nurse often finds that the norms are unclear, confusing and restrictive.

Organisational Pathologies Under Conditions of Economic Downswing

Directory of Open Access Journals (Sweden)

Pasieczny Jacek

2017-06-01

Full Text Available The topic of organisational pathology is surprisingly absent in literature on management, especially when bearing in mind the theoretical and practical import of such questions. The intention of the author is to fill in this gap, at least partially. The paper is based on an analysis of literature and an empirical research conducted by the author. The research applied partially structured interviews as its method. These interviews were conducted with entrepreneurs and managers of various levels. They made possible the drawing of conclusions relating to conditions behind the genesis and growth of selected organisational pathologies in a situation of economic downswing. The article briefly presents the concept and influence of pathology on the functioning of an organisation. The author concentrates on the causes of the phenomenon and presents them from various perspectives. It is during times of economic downswing that an increase in unethical behaviour, including corruption, mobbing as well as others, becomes particularly visible. Also noticeable is concentrating on limiting costs, which can sometimes reach pathological scale. This can lead to a permanent loss of pro-development potential by the organisation. Moreover, numerous pathological phenomena emerge at the tangent point of the organisation and its surroundings. The source of many undesirable phenomena in the organisation and in its relations with its surroundings is a fall in trust, which makes its appearance in crisis situations. More often than not, managers facing a situation in which they have no choice perpetuate organisational pathologies, whilst, at the same time, being aware of the lack of validity of their actions. However, a more frequent source of problems is the differences in perspective in perceiving organisational phenomena by various actors and stakeholders.

The process of entrepreneurship:

DEFF Research Database (Denmark)

Neergaard, Helle

2003-01-01

between organisational growth and managerial role transformation in technology-based new ventures. The chapter begins by reviewing existing literature on organisational growth patterns and establishing a link to managerial roles in order to elucidate the basic premises of the study. The chapter...... for understanding the link between organisational growth and managerial role transformation.......Growing a technology-based new venture is a complex process because these ventures are embedded in turbulent environments that require fast organisational and managerial transformation. This chapter addresses the evolutionary process of such ventures. It seeks to provide insight into the link...

Organisational Diversity and Knowledge Sharing

DEFF Research Database (Denmark)

Lauring, Jakob; Jonasson, Charlotte

productivity and diversity management - that is not engaging in a discussion of how and why there could be potential benefits or difficulties. In this paper we will describe and analyse some of the complications multicultural organisations can experience in regard to knowledge sharing......The last years' focus on diversity management has gone from social responsibility to arguments for the competitive advantages, called the business case. It has been argued that diversity management can increase organisational efficiency, improve on moral, and give better access to new market...... segments. But a substantial critique has recently been launched at the arguments for the business case for diversity, especially in the employment of knowledge synergies. Most studies that support or reject the business case argument have limited their research to establish a link between organisational...

Policy interventions implemented through sporting organisations for promoting healthy behaviour change.

Science.gov (United States)

Priest, Naomi; Armstrong, Rebecca; Doyle, Jodie; Waters, Elizabeth

2008-07-16

Sporting organisations provide an important setting for health promotion strategies that involve policies, communication of healthy messages and creation of health promoting environments. The introduction of policy interventions within sporting organisations is one strategy to target high risk behaviours such as smoking, alcohol consumption, excess sun exposure, unhealthy eating and discrimination. To update a review of all controlled studies evaluating policy interventions organised through sporting settings to increase healthy behaviour (related to smoking, alcohol, healthy eating, sun protection, discrimination, safety and access). We updated the original (2004) searches in May 2007. We searched: the Cochrane Central Register of Controlled Trials (CENTRAL, The Cochrane Library, Issue 2 2007); MEDLINE and MEDLINE In-Process and Other Non-Indexed Citations (2004 to Week 3 April 2007); EMBASE (2004 to Week 17 2007); PsyclNFO (2004 to April Week 1 2007); CINAHL (2004 to Week 1 May 2007); SPORTDiscus (2004 to April 2007); Sociological Abstracts (2004 to 2007); Dissertation Abstracts (2004 to May 2007), ERIC (2000 to 2007), freely available online health promotion and sports-related databases hosted by leading agencies, and the internet using sport and policy-related key words. Controlled studies evaluating any policy intervention implemented through sporting organisations to instigate and/or sustain healthy behaviour change, intention to change behaviour, or changes in attitudes, knowledge or awareness of healthy behaviour, in people of all ages. Policies must address any of the following: smoking, alcohol, healthy eating, sun protection, access for disadvantaged groups, physical safety (not including injuries), and social and emotional health (e.g. anti-vilification, anti-discrimination). Uncontrolled studies which met the other inclusion criteria were to be reported in an annex to the review. We assessed whether identified citations met the inclusion criteria

Management of change in health care organisations and human resource role

International Nuclear Information System (INIS)

Carignani, Vania

2000-01-01

The paper is focused on the analysis of the most relevant factors necessary to manage change in health care organisations. The approach suggested is the Stakeholder one. According to this approach, the hospital's managers seem to be successful if they are able to satisfy people (internal and external stakeholders) that have a stake in the health care institution. The attention of the author is mainly focused on the internal forces that make the health care sector competitive and successful. In order to motivate internal human resources to accept change and to achieve the organisational targets two main methods can be suggested. The former is based on tangible variables and in particular on a fair reward system; the latter is built on intangible elements e.g. communication, negotiation, contracting, and organisational values sharing. Moreover, in order to cope with change it is important to develop the information technology management and to reengineer delivery processes, taking into consideration both the costs and benefits of these kinds of innovations

Organising Ethics: The Case of the Norwegian Army

Directory of Open Access Journals (Sweden)

Ellen-Marie Forsberg

2012-05-01

Full Text Available This article shows how institutionalism, a theory in organisational social science, provides a model for diagnosing organisational challenges that influence the ethical practices and integration in the Norwegian Army. Institutionalism provides tools for analysing the differences between expressed values and actual practices and for understanding the organisational dynamics that unfold at the crossroads of the organisation's formal structure, informal culture and stakeholder relations. In this article we present and discuss such differences and dynamics in the Norwegian Army based on findings from a survey and a number of workshops. We also provide some suggestions for effective implementation of strategies for strengthening ethics in such an organisation. We argue that the perspective taken in this project is also relevant for other highly professionalised complex organisations and that such interdisciplinary research will strengthen practical ethics' potential for real impact.http://dx.doi.org/10.5324/eip.v6i1.1779

Meaningful work, work engagement and organisational commitment

Directory of Open Access Journals (Sweden)

Madelyn Geldenhuys

2014-03-01

Research purpose: The aim of the study was to investigate the relationships amongst psychological meaningfulness, work engagement and organisational commitment and to test for a possible mediation effect of work engagement on the relationship between psychological meaningfulness and organisational commitment. Motivation for the study: Managers have to rethink ways of improving productivity and performance at work, due to the diverse, and in some instances escalating, needs of employees (e.g. financial support to uphold their interest in and enjoyment of working. Research approach, design and method: A quantitative approach was employed to gather the data for the study, utilising a cross-sectional survey design. The sample (n = 415 consisted of working employees from various companies and positions in Gauteng, South Africa. Main findings: The results confirmed a positive relationship between psychological meaningfulness, work engagement and organisational commitment. Further, psychological meaningfulness predicts work engagement, whilst psychological meaningfulness and work engagement predict organisational commitment. Practical/managerial implications: Employers identifying their employees’ commitment patterns and mapping out strategies for enhancing those that are relevant to organisational goals will yield positive work outcomes (e.g. employees who are creative, seek growth or challenges for themselves. Contribution/value-add: This study contributes to the literature through highlighting the impact that meaningful work has on sustaining employee commitment to the organisation.

Organisational Learning and Employees' Intrinsic Motivation

Science.gov (United States)

Remedios, Richard; Boreham, Nick

2004-01-01

This study examined the effects of organisational learning initiatives on employee motivation. Four initiatives consistent with theories of organisational learning were a priori ranked in terms of concepts that underpin intrinsic-motivation theory. Eighteen employees in a UK petrochemical company were interviewed to ascertain their experiences of…

Beyond organisational design: moving from structure to service enhancement.

Science.gov (United States)

Law, Debbie; Boyce, Rosalie A

2003-01-01

The Australian health care industry prior to the 1990s was notable for its relative stability and uniformity in relation to organisational design. Since then, new organisational designs have proliferated and a diversity of approaches is evident. The new fluidity in organisational design is particularly evident amongst the allied health professions. The aim of this paper is two-fold. Firstly, to summarise recent changes in organisational design as they relate to the allied health professions and secondly, to move beyond design issues to focus on service level enhancement in an organisational change context. This later aim is achieved by presenting data from an in-depth study of one institutions experience with wide-ranging organisational reforms. The recent formation of the National Allied Health Organisational Structures Network (NAHOSN) has given energy to the impetus of placing a research-based framework around the change experiences reported by Allied Health groups. An objective of the network is to foster research, rather than rely on commentary and anecdote, in the often highly contested arena of organisational design and reform.

Organisation of workplace learning: a case study of paediatric residents' and consultants' beliefs and practices.

Science.gov (United States)

Skipper, Mads; Nøhr, Susanne Backman; Jacobsen, Tine Klitgaard; Musaeus, Peter

2016-08-01

Several studies have examined how doctors learn in the workplace, but research is needed linking workplace learning with the organisation of doctors' daily work. This study examined residents' and consultants' attitudes and beliefs regarding workplace learning and contextual and organisational factors influencing the organisation and planning of medical specialist training. An explorative case study in three paediatric departments in Denmark including 9 days of field observations and focus group interviews with 9 consultants responsible for medical education and 16 residents. The study aimed to identify factors in work organisation facilitating and hindering residents' learning. Data were coded through an iterative process guided by thematic analysis. Findings illustrate three main themes: (1) Learning beliefs about patient care and apprenticeship learning as inseparable in medical practice. Beliefs about training and patient care expressed in terms of training versus production caused a potential conflict. (2) Learning context. Continuity over time in tasks and care for patients is important, but continuity is challenged by the organisation of daily work routines. (3) Organisational culture and regulations were found to be encouraging as well inhibiting to a successful organisation of the work in regards to learning. Our findings stress the importance of consultants' and residents' beliefs about workplace learning as these agents handle the potential conflict between patient care and training of health professionals. The structuring of daily work tasks is a key factor in workplace learning as is an understanding of underlying relations and organisational culture in the clinical departments.

The Role of Learner-Centred Assessment in Postsecondary Organisational Change

Science.gov (United States)

Webber, Karen L.; Tschepikow, Kyle

2013-01-01

For postsecondary institutions, organisational change is an inevitable and ongoing process. Institutions face a growing need to assess student learning assessment as part of an institution's comprehensive assessment plan. While a growing body of literature suggests that learner-centred assessment is a best practice in higher education pedagogy, it…

A model of organisational dysfunction in the NHS.

Science.gov (United States)

Pope, Rachael

2013-01-01

This paper explores the reasons for the sometimes seemingly irrational and dysfunctional organisational behaviour within the NHS. It seeks to provide possible answers to the persistent historical problem of intimidating and negative behaviour between staff, and the sometimes inadequate organisational responses. The aim is to develop a model to explain and increase understanding of such behaviour in the NHS. This paper is conceptual in nature based upon a systematic literature review. The concepts of organisational silence, normalised organisational corruption, and protection of image, provide some possible answers for these dysfunctional responses, as does the theory of selective moral disengagement. The NHS exhibits too high a level of collective ego defences and protection of its image and self-esteem, which distorts its ability to address problems and to learn. Organisations and the individuals within them can hide and retreat from reality and exhibit denial; there is a resistance to voice and to "knowing". The persistence and tolerance of negative behaviour is a corruption and is not healthy or desirable. Organisations need to embrace the identity of a listening and learning organisation; a "wise" organisation. The "Elephant in the room" of persistent negative behaviour has to be acknowledged; the silence must be broken. There is a need for cultures of "respect", exhibiting "intelligent kindness". A model has been developed to increase understanding of dysfunctional organisational behaviour in the NHS primarily for leaders/managers of health services, health service regulators and health researchers/academics. Research, with ethical approval, is currently being undertaken to test and develop the conceptual model to further reflect the complexities of the NHS culture.

Exploring workplace diversity and organisational effectiveness: A South African exploratory case study

Directory of Open Access Journals (Sweden)

J. Veli Mazibuko

2017-11-01

Full Text Available Orientation: Transformation and managing diversity are organisational imperatives, especially in South Africa. Thus, it is important for international companies with major operations in South Africa (SA to embrace the benefits of managing a divergent workforce and translate this for organisational benefits. Research purpose: The article explores the perceptions of management and staff on diversity and its value to the organisation, by empirically evaluating the relationship with organisational effectiveness and performance through the development and testing of five hypotheses. Motivation for the study: Legislation has made it mandatory for transformation of the South African workplace and ensuring that diversity is embraced. However, not all companies have fully understood the benefits of recruiting and managing diverse teams for the benefit of the organisation. Research approach, design and method: Both quantitative and qualitative approaches were used, whereby a survey was conducted among 227 employees using the Towers Watson Employment Employee Insight Survey (EIS. Inferential statistical techniques were used to test relationships among related variables postulated through five hypotheses. Main findings: It was ascertained that understanding and managing diversity has played a pivotal role in the (research organisation’s performance and effectiveness over the past 5 years. More specifically, diversity management created room for appreciation, innovation and creativity that gave the organisations an edge to tackle diverse markets. Practical/managerial applications: South Africa has a diverse population, and when individuals join an organisation, they bring a unique set of characteristics referred to as personalities, which, through the socialisation process, get assimilated into teams’ norms and values, and the culture of the organisation. Managing diversity in the workplace is part of employee retention and attraction, with the intention

Organisational reviews - requirements, methods and experience. Progress report 2006

Energy Technology Data Exchange (ETDEWEB)

Reiman, T.; Oedewald, P.; Wahlstroem, B. [VTT, Technical Research Centre of Finland (Finland); Rollenhagen, C.; Kahlbom, U. [Maelardalen University (FI)

2007-04-15

Organisational reviews are important instruments in the continuous quest for improved performance. In the nuclear field there has been an increasing regulatory interest in organisational performance, because incidents and accidents often point to organisational deficiencies as one of the major precursors. Many methods for organisational reviews have been proposed, but they are mostly based on ad hoc approaches to specific problems. The absence of well-established techniques for organisational reviews has already shown to cause discussions and controversies on different levels. The aim of the OrRe project is to collect the experiences from organisational reviews carried out so far and to reflect them in a theoretical model of organisational performance. Furthermore, the project aims to reflect on the criteria for the definition of the scope and content of organisational reviews. Finally, recommendations will be made for guidance for people participating in organisational reviews. This progress report describes regulatory practices in Finland and Sweden together with some case examples of organizational reviews and assessment in both countries. Some issues of concern are raised and an outline for the next year's work is proposed. Issues of concern include the sufficient depth of the assessment, the required competence in assessments, data and criteria problems, definition of the boundaries of the system to be assessed, and the necessary internal support and organisational maturity required for successful assessments. Finally, plans for next year's work are outlined. (au)

Organisational reviews - requirements, methods and experience. Progress report 2006

International Nuclear Information System (INIS)

Reiman, T.; Oedewald, P.; Wahlstroem, B.; Rollenhagen, C.; Kahlbom, U.

2007-04-01

Organisational reviews are important instruments in the continuous quest for improved performance. In the nuclear field there has been an increasing regulatory interest in organisational performance, because incidents and accidents often point to organisational deficiencies as one of the major precursors. Many methods for organisational reviews have been proposed, but they are mostly based on ad hoc approaches to specific problems. The absence of well-established techniques for organisational reviews has already shown to cause discussions and controversies on different levels. The aim of the OrRe project is to collect the experiences from organisational reviews carried out so far and to reflect them in a theoretical model of organisational performance. Furthermore, the project aims to reflect on the criteria for the definition of the scope and content of organisational reviews. Finally, recommendations will be made for guidance for people participating in organisational reviews. This progress report describes regulatory practices in Finland and Sweden together with some case examples of organizational reviews and assessment in both countries. Some issues of concern are raised and an outline for the next year's work is proposed. Issues of concern include the sufficient depth of the assessment, the required competence in assessments, data and criteria problems, definition of the boundaries of the system to be assessed, and the necessary internal support and organisational maturity required for successful assessments. Finally, plans for next year's work are outlined. (au)

International Organisations and Transnational Education Policy

Science.gov (United States)

Moutsios, Stavros

2009-01-01

This paper focuses on the World Bank/IMF (International Monetary Fund), the OECD (Organisation for Economic Cooperation and Development) and the WTO (World Trade Organisation) as institutions of transnational policy making. They are all at present making education policies which are decisively shaping current directions and developments in…

The Organisation of an Accident Service

African Journals Online (AJOL)

1974-09-21

Sep 21, 1974 ... PRINCIPLES OF ORGANISATION. There are three possible ways of organising the accident services of a hospital. Firstly, the general principle of a casualty department can be maintained, but the efficiency of the department can be improved. This means placing experienced senior surgeons in the casualty ...

Achieving Organisational Change through Values Alignment

Science.gov (United States)

Branson, Christopher M.

2008-01-01

Purpose: The purpose of this paper is to, first, establish the interdependency between the successful achievement of organisational change and the attainment of values alignment within an organisation's culture and then, second, to describe an effective means for attaining such values alignment. Design/methodology/approach: Literature from the…

Ten Australian ICU nurses' perceptions of organisational restructuring.

Science.gov (United States)

Wynne, Rochelle

2004-02-01

The Australian healthcare system underwent radical reform in the 1990s as economic rationalist policies were embraced. As a result, there was significant organisational restructuring within hospitals. Traditional indicators, such as nursing absenteeism and attrition, increase during times of organisational change. Despite this, nurses' views of healthcare reform are under-represented in the literature and little is known about the impact of organisational restructuring on perceived performance. This study investigated the perceived impact of organisational restructuring on a group of intensive care unit (ICU) nurses' workplace performance. It employed a qualitative approach to collect data from a purposive sample of clinical nurses. The primary method of data collection was semi-structured interviews. Content analysis generated three categories of data. Participants identified constant pressure, inadequate communication and organisational components of restructuring within the hospital as issues that had a significant impact on their workplace performance. They perceived organisational restructuring was poorly communicated, and this resulted in an environment of constant pressure. Organisational components of restructuring included the subcategories of specialised service provision and an alternative administrative structure that had both positive and negative ramifications for performance. To date, there has been little investigation of nurses' perceptions of organisational restructure or the impact this type of change has in the clinical domain. Participants in this study believed reorganisation was detrimental to quality care delivery in intensive care, as a result of fiscal constraint, inadequate communication and pressure that influenced their workplace performance.

Exploring the relationship between leadership and organisational culture / Kolisang L.O.

OpenAIRE

Kolisang, Lebamang Octavia

2011-01-01

This research explores the relationship between leadership and organisational culture in an organisation. Organisational culture is often an important factor influencing the competitive strength of an organisation. Leadership is also a critical component in the success of an organisation. It is important to understand how these two powerful determinants of organisational performance affect each other. Research determining that specific types of organisational culture favour particular styles ...

Developing organisational ethics in palliative care.

Science.gov (United States)

Sandman, Lars; Molander, Ulla; Benkel, Inger

2017-03-01

Palliative carers constantly face ethical problems. There is lack of organised support for the carers to handle these ethical problems in a consistent way. Within organisational ethics, we find models for moral deliberation and for developing organisational culture; however, they are not combined in a structured way to support carers' everyday work. The aim of this study was to describe ethical problems faced by palliative carers and develop an adapted organisational set of values to support the handling of these problems. Ethical problems were mapped out using focus groups and content analysis. The organisational culture were developed using normative analysis and focus group methodology within a participatory action research approach. Main participants and research context: A total of 15 registered nurses and 10 assistant nurses at a palliative unit (with 19 patient beds) at a major University Hospital in Sweden. Ethical considerations: The study followed standard ethics guidelines concerning informed consent and confidentiality. We found six categories of ethical problems (with the main focus on problems relating to the patient's loved ones) and five categories of organisational obstacles. Based on these findings, we developed a set of values in three levels: a general level, an explanatory level and a level of action strategies. The ethical problems found corresponded to problems in other studies with a notable exception, the large focus on patient loved ones. The three-level set of values is a way to handle risks of formulating abstract values not providing guidance in concrete care voiced in other studies. Developing a three-level set of values adapted to the specific ethical problems in a concrete care setting is a first step towards a better handling of ethical problems.

Developing maturity grids for assessing organisational capabilities

DEFF Research Database (Denmark)

Maier, Anja; Moultrie, James; Clarkson, P John

2009-01-01

Keyword: Maturity Model,Maturity Grid,Maturity Matrix,Organisational Capabilities,Benchmarking,New Product Development,Perfirmance Assessment......Keyword: Maturity Model,Maturity Grid,Maturity Matrix,Organisational Capabilities,Benchmarking,New Product Development,Perfirmance Assessment...

Organisational commitment in the era of the new psychological contract

Directory of Open Access Journals (Sweden)

Anthonie Theron

2011-08-01

Full Text Available The aim of this study was to investigate organisational commitment in an organisation that had recently experienced organisational restructuring (a merger. The psychological contract that exists between employees and organisations is brittle due to many organisational changes that stem from organisational restructuring.  When psychological contracts are breached, employees may experience reduced commitment to the organisation.  The target population for this study consisted of all employees working at three recently-merged higher education institutions in the Nelson Mandela Metropolis (n=100 and a self-administered questionnaire was distributed amongst staff.  The results indicated that an increase in the number of positive human resource management (HRM practices reported by respondents correlated with a decrease in violation and breach of the psychological contract, despite organisational restructuring.  It was further revealed that effective management of the psychological contract is crucial during organisational restructuring, in order to maintain the commitment and loyalty of employees.

Barndommens organisering

DEFF Research Database (Denmark)

Barndommens Organisering undersøger og diskuterer dansk barndom som et samfundsmæssigt fænomen. Det er bogens mål at pege på en mangfoldighed af organiseringsprocesser, der på forskellig vis bidrager til at skabe barndommens rum, både de symbolske og de materielle. Bogens artikler er skrevet af...

TEAM ORGANISERING

DEFF Research Database (Denmark)

Levisen, Vinie; Haugaard, Lena

2004-01-01

organisation som denne? Når teams i samtiden anses for at være en organisationsform, der fremmer organisatorisk læring, beror det på, at teamet antages at udgøre et ikke-hierarkisk arbejdsfællesskab, hvor erfaringer udveksles og problemer løses. Teamorganisering kan imidlertid udformes på mange forskellige...

Conflict management in school organisation in Nigeria | Oresajo ...

African Journals Online (AJOL)

Conflict is inevitable in any given organisation where there are human beings, which constitute the human resources of such organisation. However, organisation is a union of people with similar experiences that find themselves in one way or the other working together as a team for a purpose of achieving common goal ...

Impact of social innovation on organisational performance and sickness absence

NARCIS (Netherlands)

Oeij, P.; Kraan, K.O.; Vaas, F.

2010-01-01

Social innovation is an organisational capability, defined as a strategic renewal in organising & organisational behaviour. This capability may consist of four resources: strategic orientation, product-market improvement, flexible work & organising smarter. Social innovation is theoretically rooted

How do NHS organisations plan research capacity development? Strategies, strengths, and opportunities for improvement.

Science.gov (United States)

Gee, Melanie; Cooke, Jo

2018-03-22

Research that is integral into a 'learning healthcare system' can promote cost effective services and knowledge creation. As such, research is defined as a 'core function' in UK health service organisations, and is often planned through research and development (R&D) strategies that aim to promote research activity and research capacity development (RCD). The discussion focuses around the content of ten R&D strategies for healthcare organisations in England and Scotland, with respect to RCD. These organisations were engaged with a research interest network called ACORN (Addressing Organisational Capacity to do Research Network) that included two Scottish Health Boards, four community and mental health trusts, two provincial district hospitals, and two teaching hospitals. We undertook a thematic documentary analysis of the R&D strategies which identified 11 'core activities' of RCD. The potential for building research capacity in these 'core activities' was established by reviewing them through the lens of a RCD framework. Core activities aimed to 'hard wire' RCD into health organisations. They demonstrated a complex interplay between developing a strong internal organisational infrastructure, and supporting individual career planning and skills development, in turn enabled by organisational processes. They also included activities to build stronger inter-organisational relationships and networks. Practitioner, manager and patient involvement was a cross cutting theme. The potential to demonstrate progress was included in plans through monitoring activity across all RCD principles. Strategies were primarily aimed at research production rather than research use. Developing 'actionable dissemination' was poorly addressed in the strategies, and represents an area for improvement. We describe strengths of RCD planning activities, and opportunities for improvement. We explore how national policy and research funders can influence health systems' engagement in research.

Measuring organisational readiness for patient engagement (MORE): an international online Delphi consensus study.

Science.gov (United States)

Oostendorp, Linda J M; Durand, Marie-Anne; Lloyd, Amy; Elwyn, Glyn

2015-02-14

Widespread implementation of patient engagement by organisations and clinical teams is not a reality yet. The aim of this study is to develop a measure of organisational readiness for patient engagement designed to monitor and facilitate a healthcare organisation's willingness and ability to effectively implement patient engagement in healthcare. The development of the MORE (Measuring Organisational Readiness for patient Engagement) scale was guided by Weiner's theory of organisational readiness for change. Weiner postulates that an organisation's readiness is determined by both the willingness and ability to implement the change (i.e. in this context: patient engagement). A first version of the scale was developed based on a literature search and evaluation of pre-existing tools. We invited multi-disciplinary stakeholders to participate in a two-round online Delphi survey. Respondents were asked to rate the importance of each proposed item, and to comment on the proposed domains and items. Second round participants received feedback from the first round and were asked to re-rate the importance of the revised, new and unchanged items, and to provide comments. The first version of the scale contained 51 items divided into three domains: (1) Respondents' characteristics; (2) the organisation's willingness to implement patient engagement; and (3) the organisation's ability to implement patient engagement. 131 respondents from 16 countries (health care managers, policy makers, clinicians, patients and patient representatives, researchers, and other stakeholders) completed the first survey, and 72 of them also completed the second survey. During the Delphi process, 34 items were reworded, 8 new items were added, 5 items were removed, and 18 were combined. The scale's instructions were revised. The final version of MORE totalled 38 items; 5 on stakeholders, 13 on an organisation's willingness to implement, and 20 on an organisation's ability to implement patient

An investigation of how design managers in organisations in Bahrain manage and evaluate visual communication design for strategic advantage

OpenAIRE

Hallak, Lilian Issa Anton

2015-01-01

The role of visual communication design continues to increase in importance around the world. In Bahrain, organisations are increasingly considering visual communication design as a means of accomplishing organisational goals. The research aims to understand the process by which design managers in organisations in Bahrain manage and evaluate visual communication designs to gain strategic advantage. Even though the management of visual communication design has not yet been recognised as a ...

The Toyota Production Systems fundamental nature at selected South African organisations A learning perspective

Directory of Open Access Journals (Sweden)

Nortje, F. D.

2013-05-01

Full Text Available The Toyota Production System (TPS has been cited as being the pinnacle of continuous improvement approaches in manufacturing organisations, and many models of the TPS are well known. However, some authors question the effectiveness of established approaches, and propose Batesons theory of learning [1] to be an effective way to explain phenomena like the TPS. This paper investigates the degree to which TPS elements are found in selected South African organisations. It constructs a model of the TPS using Bateson's theory of learning as a framework. The adoption of TPS elements is investigated through multiple qualitative case studies in seven organisations. The analysis follows a clustering and cross-case approach combined with pattern matching. While elements vary in their use, the selected organisations practise the TPS substantially less than the model advocates, with the model being least practised in low volume job/batch manufacturing. Product-process differences and higher levels of the TPS model may clarify peculiar outcomes.

Theory of social organisations as the methodological basis of economic management of an enterprise

Directory of Open Access Journals (Sweden)

Ligonenko Larysa O.

2013-03-01

Full Text Available The article provides the author’s interpretation of the “economic management of an enterprise” notion, which is offered to be considered as an integrating and co-ordinating type of management, the main goal of which is ensuring long-term viability of an enterprise. The article considers genesis of organisational theories with respect to necessity, principles, rules, recommendations and procedures of managerial activity. It justifies expediency of formation of the methodological base of economic management of an enterprise on the basis of use of the problem theory of social organisations of V. I. Franchuk. The article describes the author’s concept of the essential characteristics and the process of organisation of economic management of an enterprise. It justifies a necessity of replenishment of classical management functions with three new functions: problem management, development and economic security (risk tolerance. It characterises principles and organisation of functioning of the “social mechanism”, which should be envisaged in the system of economic management of an enterprise.

Knowledge Organisations and High-Tech Regional Innovation Systems in Developing Countries: Evidence from Argentina

Directory of Open Access Journals (Sweden)

Carolina Pasciaroni

2016-06-01

Full Text Available In the globally and knowledge based economy, the universities and other knowledge organisations are valued for their ability to contribute to the regional innovation processes. This is particularly relevant for the developing countries in South America since their R&D spending is highly concentrated on the public knowledge infrastructure. However, there are few studies examining the role of knowledge organizations at regional level in Latin America. The proposed study aims to analyse the role played by knowledge organisations in the formation of a high-tech Regional Innovation Systems in Argentina. This country has a number of attractive features relative to the positive evolution of its R&D spending and the recent implementation of a policy that promotes cooperation between firms and knowledge organisations among high-tech sectors. As evidenced in developed regions, the organisations under study play a key role in the promotion of a high-tech Regional Innovation Systems. However, this prominent role is not based on those local factors identified in the literature, such as organisational and institutional local assets, but on national science and technology policies and individual initiatives conducted by the faculties involved.

Organising a manuscript reporting quality improvement or patient safety research.

Science.gov (United States)

Holzmueller, Christine G; Pronovost, Peter J

2013-09-01

Peer-reviewed publication plays important roles in disseminating research findings, developing generalisable knowledge and garnering recognition for authors and institutions. Nonetheless, many bemoan the whole manuscript writing process, intimidated by the arbitrary and somewhat opaque conventions. This paper offers practical advice about organising and writing a manuscript reporting quality improvement or patient safety research for submission to a peer-reviewed journal. Each section of the paper discusses a specific manuscript component-from title, abstract and each section of the manuscript body, through to reference list and tables and figures-explaining key principles, offering content organisation tips and providing an example of how this section may read. The paper also offers a checklist of common mistakes to avoid in a manuscript.

A Review of IT Service Management and Organisational Changes

DEFF Research Database (Denmark)

Kræmmergaard, Pernille; Lynge, Bjarne Christoffer; Schou, Christoffer Dalby

The interest in Information technology service management (ITSM) is increasing in practice and also in research we will argue. The aim of implementation of ITSM in IT organisations is to increase the service towards the IT organisations´ customers, businesses and users, and that requires changes...... in the way many IT organisations operate and organize themselves around IT. We set out to identify the organisational changes in relation to the implementation of ITSM in organisational setting using Leavitt's diamond model and a literature study in more than 100 IS journals. One of the findings reported...... here is that not much has been published on organisational changes associated with the implementation of ITSM. Thus more research in this area is needed, and it confirms the argument that ITSM is a growing field of interest....

Expatriate academics and perceptions of organisational support

DEFF Research Database (Denmark)

Trembath, Jodie-Lee; Herbert-Hansen, Zaza Nadja Lee

2017-01-01

retention of its expatriate academics. By analysing qualitative responses to a written questionnaire, this paper explores the perceptions of organisational support held by 163 expatriate academics employed at a large international Danish university, and compares these perceptions to the support......Research on Perceived Organisational Support (POS) rarely focuses on the potential gap between employee perceptions versus the support the organisation purports to offer. An understanding of this may provide greater insight into the interventions a university should be making if it hopes to improve...... the university claims to offer. Our study reveals that, in the case of expatriate academics, even extensive offerings of organisational support can be insufficient if the existence and specific benefits of the support are not adequately communicated, and if the academics do not trust the source of the support...

Expatriate academics and perceptions of organisational support

DEFF Research Database (Denmark)

Trembath, Jodie-Lee; Herbert-Hansen, Zaza Nadja Lee

2017-01-01

Research on Perceived Organisational Support (POS) rarely focuses on the potential gap between employee perceptions versus the support the organisation purports to offer. An understanding of this may provide greater insight into the interventions a university should be making if it hopes to improve...... retention of its expatriate academics. By analysing qualitative responses to a written questionnaire, this paper explores the perceptions of organisational support held by 163 expatriate academics employed at a large international Danish university, and compares these perceptions to the support...... the university claims to offer. Our study reveals that, in the case of expatriate academics, even extensive offerings of organisational support can be insufficient if the existence and specific benefits of the support are not adequately communicated, and if the academics do not trust the source of the support...

Enabling knowledge processes in innovative environments

NARCIS (Netherlands)

Pavesi, S.

2003-01-01

The concept of organisational knowledge as a valuable strategic asset has become quite popular recently. Increased competition, globalisation and the emergence of new organisational models built on process-based organisational structures require organisations to create, capture, share and apply

Is the Learning Organisation Still Alive?

Science.gov (United States)

Pedler, Mike; Burgoyne, John G.

2017-01-01

Purpose: It has recently been suggested that the learning organisation (LO) is dead (Pedler, 2013). The authors make the case here that it is still alive. This paper provides a brief history of LO and organisational learning, follows this with some survey findings, a discussion and an exploration of some related contemporary issues and concludes…

Modes of governance in inter-organisational data collaborations : Complete Research

NARCIS (Netherlands)

Broek, T. van den; Veenstra, A-F. van

2015-01-01

Big data and data-driven innovation are drivers for economic growth. To capture this growth, data often need to be shared among organisations. However, many challenges to sharing data among organisations exist. This paper investigates how governance is organised in inter-organisational data

Droit des organisations internationales

CERN Document Server

Sorel, Jean-Marc; Ndior, Valère

2013-01-01

Cet ouvrage collectif offre aux enseignants et chercheurs en droit international, aux praticiens et aux étudiants, une analyse actualisée du droit des organisations internationales. Il dresse en cinq parties un tableau, illustré par des exemples variés, des problématiques que soulève le phénomène polymorphe d institutionnalisation de la société internationale. La première partie est consacrée au phénomène des « organisations internationales », sous l angle à la fois de l institutionnalisation progressive des relations internationales et de la difficulté à cerner une catégorie unifiée. La deuxième partie rend compte de la création, de la disparition et des mutations des organisations internationales, ici envisagées comme systèmes institutionnels et ordres juridiques dérivés. La troisième partie analyse l autonomie que l acquisition de la personnalité juridique et de privilèges et immunités, un organe administratif intégré, un personnel ou un budget propres confèrent aux organi...

Understanding Societal Impact in Research and Technology Organisations using Productive Interactions

NARCIS (Netherlands)

van Dorp, Aad; Löwik, Sandor; de Weerd-Nederhof, Petra

2017-01-01

Research organisations receiving at least partly public funding are increasingly required to show their societal impact. Assessing societal impact is a complex task, because it involves very different aspects, is prone to bias from the assessor and even may be contradictory. Using the process and

The Organisation of Multibusiness Corporations: Four Roles of the Corporate Office

OpenAIRE

David J. Collis

1998-01-01

This paper derives four archetypal roles for the corporate office in diversified companies and a set of hypotheses about the organisation structure, systems and processes of each from an analysis of the resources which justify the existence of the corporation as a multibusiness entity.

Creating objectives-based knowledge to resolve organisational change dysfunctionality

OpenAIRE

Mendy, John

2017-01-01

Lewin’s (1947) tripartite approach seems forgotten and hence to be considered of no value when organisational structures are initiated. Proposals for organisational structures, architectures and staff interactions as the panacea to organisational problems appear to have had limited success (Zack, 2000; Massini, Lewin and Pettigrew, 2001; Feher, 2004 and Garezzi and Terzi, 2005). This raises the question what types of organisational knowledge are wealth-producing. It seems advisable to search ...

Carbon footprinting. An introduction for organisations

International Nuclear Information System (INIS)

2007-08-01

To some degree or other, every person and every organisation, either directly or indirectly, is responsible for producing carbon dioxide gas which finds its way into the atmosphere and therefore contributes to the greenhouse effect. The amount of carbon dioxide produced by a person, an organisation, a company, an industry, an event, or even a population can be quantified in what is now described as a carbon footprint. Gases other than carbon dioxide are also released to the atmosphere through man's activities and these can also be evaluated in terms of the carbon footprint. This document explains the meaning of the expression 'carbon footprint' and aims to assist businesses and organisations to determine collective and individual carbon footprints

The Industrial Organisation of the Dance Industry in the Netherlands: a Transaction Cost Perspective on Hybrid Forms of Organisation

OpenAIRE

Frank A.G. den Butter; Jelle Joustra

2014-01-01

The organization of Electronic Dance Music (EDM) events has become a major export product in the Netherlands. In order to respond quickly to the new trends and needs, innovative forms of cooperation between producers are to be set up for the organization of exciting new events. A case study on how these EDM events are actually organised in the Netherlands shows that the best way to do it is through hybrid forms of organisation, which combine horizontal forms of organisation through the market...

Organisational IT Strategy Development using GDSS

DEFF Research Database (Denmark)

Sørensen, Lene

1999-01-01

development. This paper discusses the features of GDSSs in terms of a broad definition, and a focus on how it supports and makes impact on group decision making. For illustrating reasons, an existing GDSS is presented: the Strategic ADvisor, STRAD. STRAD is presented and it is showed how this GDSs can be used......IT strategy development in organisations is a complex task for which there is an immediate need for methodological support to be able to make satisfying decisions. Group Decision Support Systems (GDSS) is one line of supporting the process of group decision making and supporting IT strategy...

Approaches to Maintaining and Building Organisational Knowledge

International Nuclear Information System (INIS)

Juurmaa, Tellervo

2014-01-01

Conclusions: • Involvement of people is one of the most important enablers of successful KM; • KM focuses on organisational knowledge that is needed for achieving business goals; • Working culture and KM activities embedded in the ways of working are essential for management of organisational knowledge; • Formal KM approach is needed as well, and one of its objectives is to support informal KM activities; • For a successful management of organisational knowledge, KM related functions need to be identified and understood as one entity

Organisational IT managed from the shop floor

DEFF Research Database (Denmark)

Bolmsten, Johan; Dittrich, Yvonne

2015-01-01

Modern organisations need to be able to adjust to changes in the environment, changes which are ever more rapid, and in doing so capitalise on the creativity and innovations of their employees. As suggested by Boulus-Rødje and Bjørn (Chap. 14), information technology (IT) applications today...... are likely to take the form of complex, integrated infrastructures, supporting collaboration within and across organisations. This places requirements on the IT infrastructure. As the work practices within an organisation change, the supporting infrastructure also needs to evolve....

The greening of organisational IT: what makes a difference?

Directory of Open Access Journals (Sweden)

Ben Kuo

2010-01-01

Full Text Available The trend towards green information technology (IT over the last few years is a result of an acknowledgement of both the environmental impact of IT and the role IT plays as a potential source of solutions to environmental concerns. As organisations are under increasing pressures to act sustainably, environmental considerations are taking greater importance for organisations and the organisations’ information systems (IS and IT. This paper introduces a model proposing competitive pressures, legitimation pressures, social responsibility pressures, organisational factors and technological constraints as factors which influence the extent of green IT in organisations. An online survey was developed and tested with IT practitioners. Regression analysis revealed that the extent of green IT in organisations is influenced by a combination of these factors. Foremost of the factors is the capability of the organisation to adapt. Other factors which account for differences in the extent of green IT in organisations include legitimation and social responsibility pressures. The regression indicated a good fit for the developed model, providing a basis for further research.

Upgrading across Organisational and Geographical Configurations : Analysis of the Chinese Automotive Industry

NARCIS (Netherlands)

E. van Tuijl (Erwin)

2015-01-01

markdownabstract__Abstract__ This thesis deals with upgrading: a process of learning and knowledge sourcing in order to generate value added. We analyse how upgrading takes place across various organisational configurations: formal collaboration, clusters, projects, and events. Moreover, we

What practice can learn from theory: The potential impact of disposition decision factors on organisational performance

Directory of Open Access Journals (Sweden)

Amanda Badenhorst

2018-02-01

Full Text Available Background: Effective disposition decisions can lead to a number of value-adding benefits including economic, environmental and marketing benefits. Despite this, many organisations are not aware of the importance of disposition decisions and the impact they can have on organisational performance. Objectives: The aim of this study was to demonstrate the potential impact of disposition decision factors on organisational performance. Method: This study made use of a qualitative content analysis method on previously published scientific articles on reverse logistics. The sample included 67 published scientific articles between 2006 and 2016. ATLAS.ti software was used to assist with the data analysis process. Findings: The findings showed a number of factors for disposition decision-making resulting in a number of value-adding benefits, which can improve organisational performance. From the findings, a conceptual framework was developed linking the disposition decision factors with the value-adding benefits and areas of organisational performance improvements. Conclusion: The framework developed in this article contributes to new insights and can help organisations to identify different performance improvement areas associated with certain disposition decision factors.

A Knowledge Management Technology Architecture for Educational Research Organisations: Scaffolding Research Projects and Workflow Processing

Science.gov (United States)

Muthukumar; Hedberg, John G.

2005-01-01

There is growing recognition that the economic climate of the world is shifting towards a knowledge-based economy where knowledge will be cherished as the most prized asset. In this regard, technology can be leveraged as a useful tool in effectually managing the knowledge capital of an organisation. Although several research studies have advanced…

The Impact of Trust on Job Performance in Organisations

OpenAIRE

Ana Nešić; Danijela Lalić

2016-01-01

In circumstances governed by consistent change in all aspects of business, trust represents a significant factor in the behavioural patterns of organisations. Of great importance for a successful communication in organisations is understanding the levels of trust among staff, employees and their management, and trust in the organisation itself. Trust is a cohesive and motivating factor in work groups. Also, based on trust are identification and commitment to the organisation, as well as the r...

The Concept of Embodied Knowledge for Understanding Organisational Knowledge Creation

Science.gov (United States)

Matsudaira, Yoshito; Fujinami, Tsutomu

Our goal in this paper is to understand, in the light of intuition and emotion, the problem-finding and value judgments by organisational members that are part of organisational knowledge creation. In doing so, we emphasise the importance of embodied knowledge of organisations as an explanatory concept. We propose ways of approaching intuition and sense of value as these are posited as objects of research. Approaches from the first, second, and third-person viewpoints result in a deeper grasp of embodied knowledge of organisations. Important in organisational knowledge creation is embodied knowledge of organisations, which has a bearing on problem-finding before any problem-solving or decision making takes place, and on value judgments about the importance of problems that have been found. This article proposes the concept of embodied knowledge, and, by introducing it, gives a profound understanding of that facet of organisational knowledge creation characterised by tacit knowledge held by organisational individuals.

Organisation of a laboratory of photographic dosimetry

International Nuclear Information System (INIS)

Soudain, Georges

1961-01-01

After a recall of the main properties of photographic dosimetry, the author describes the principle of this method, and comments the issue of chromatic sensitivity of photographic emulsions. He discusses the calibration process for gamma radiation, X rays, and thermal neutrons. He describes how fast neutron dosimetry is performed. In the next part, he describes the organisation of the photometry laboratory which has to prepare and distribute dosimeters, to collect and exploit them, and to prepare a publication of results. These different missions and tasks are described

Training organisation

International Nuclear Information System (INIS)

Andrlova, Z.

2012-01-01

Slovenske elektrarne considers a specific training and education of experienced experts to be a key issue. The company gradually undergoes quite demanding change in the field of education and training of the nuclear power plants staff. We have an ambitious vision - to create one of the best training organisations in Europe by the means of systematic approach to the training. (author)

Cross-organisational workflow management and co-ordination: WACC'99 workshop report

NARCIS (Netherlands)

Ludwig, Heiko; Bussler, Christoph; Shan, Ming-Chien; Grefen, P.W.P.J.

The increasing deployment of Workflow Management Systems (WfMSs) and other co-ordination and process support systems on the one hand and the proliferation of cheap networking, namely the Internet, on the other hand raises the issue of how to connect these systems across organisational boundaries.

Organisational Communication and Its Relationships with Job Satisfaction and Organisational Commitment of Primary School Staff in Western Australia

Science.gov (United States)

De Nobile, John

2017-01-01

The aim of this study was to investigate the relationships between aspects of organisational communication and dimensions of job satisfaction and general organisational commitment. Participants were 358 staff members from 35 government primary schools in the state of Western Australia, who completed a survey comprising the Organisational…

How does a retail organisation such as Asda compete/use innovation to gain competitive advantage?

OpenAIRE

chouhan, Anand

2012-01-01

Innovation is regarded to be a highly important component in the retail sector due to the significant growth of online home shopping. In recent years as technology has advanced retail organisations have used innovation to create and develop new concepts, ideas and processes. Increasingly online shopping concepts have developed in the retail sector and organisations are continuously exploring ways of maintaining a competitive advantage within online shopping. The purpose of the dissertatio...

The role of the organisational psychologist in disasters and emergency situations.

Science.gov (United States)

San Juan Guillén, César

2011-04-01

Interventions in extreme situations, such as natural or technological disasters, terrorist attacks or emergencies in general, take place in settings of great uncertainty and are always accompanied by extraordinary circumstances. For this reason, there are various processes related to implementing intervention protocols that must be carefully examined, including an evaluation of work scenarios, personnel selection, within-group relationships in work teams, decision-making processes, or certain peculiarities of burnout among emergency personnel. In the view of this author, an ad hoc review of the role of the organisational psychologist can highlight interesting analysis and performance possibilities that could make work in emergency and disasters contexts more effective. The aim of this paper is to provide an overview of the role of the organisational psychologist pre-and post-disaster. Furthermore, it supports the idea that professional profiles must be designed that take into account specific knowledge and skills, as well as certain aptitudes and values. © 2011 The Author(s). Disasters © Overseas Development Institute, 2011.

Relating structure and dynamics in organisation models

NARCIS (Netherlands)

Jonkers, C.M.; Treur, J.

2002-01-01

To understand how an organisational structure relates to dynamics is an interesting fundamental challenge in the area of social modelling. Specifications of organisational structure usually have a diagrammatic form that abstracts from more detailed dynamics. Dynamic properties of agent systems,

Relating structure and dynamics in organisation models

NARCIS (Netherlands)

Jonker, C.M.; Treur, J.

2003-01-01

To understand how an organisational structure relates to dynamics is an interesting fundamental challenge in the area of social modelling. Specifications of organisational structure usually have a diagrammatic form that abstracts from more detailed dynamics. Dynamic properties of agent systems, on

Organisational culture: an important concept for pharmacy practice research.

Science.gov (United States)

Scahill, Shane; Harrison, Jeff; Carswell, Peter; Babar, Zaheer-Ud-Din

2009-10-01

Throughout the developed world, community pharmacy is under considerable pressure to play a greater part in delivering effective primary health care. The requirement to adopt new roles continues to challenge community pharmacy and drive change. The factors that determine the ability of community pharmacy to effectively deliver services for health gain are complex and include; policy, professional, financial and structural elements. There is also evidence to suggest that organisational culture may influence the effectiveness of an organisation. In order to address this there is a need to understand the dimensions of organisational culture that lead to successful implementation of the change necessary for community pharmacy to become a more effective primary health care organisation. In this commentary, we introduce the concept of organisational culture, outline two frameworks for studying culture, and argue the benefits of pursuing an organisational culture research agenda for the evolution of pharmacy practice and research.

Modelling of safety barriers including human and organisational factors to improve process safety

DEFF Research Database (Denmark)

Markert, Frank; Duijm, Nijs Jan; Thommesen, Jacob

2013-01-01

It is believed that traditional safety management needs to be improved on the aspect of preparedness for coping with expected and unexpected deviations, avoiding an overly optimistic reliance on safety systems. Remembering recent major accidents, such as the Deep Water Horizon, the Texas City....... A valuable approach is the inclusion of human and organisational factors into the simulation of the reliability of the technical system using event trees and fault trees and the concept of safety barriers. This has been demonstrated e.g. in the former European research project ARAMIS (Accidental Risk...

Sustainable building organisation

NARCIS (Netherlands)

Schmid, P.

1998-01-01

Sustainable Development and Sustainable Building is mainly a question of (human) environmentally-conscious Organisation and Management Criteria are needed in order to capture the best practices in the field. Therefore we developed modells and methods, which help to choose the most adequate

CSNI technical opinion papers no.10. The role of human and organisational factors in nuclear power plant modifications

International Nuclear Information System (INIS)

2009-01-01

Nuclear power plant modifications may be needed for a number of different reasons. These include physical ageing of plant systems, structures and components; obsolescence in hardware and software; feedback from operating experience; and opportunities for improved plant safety, reliability or capability. However, experience has also shown that weaknesses in the design and/or implementation of modifications can present significant challenges to plant safety. They can also have a considerable impact on the commercial performance of the plant. It is therefore important that the plant modification process reflect a recognition of the potential impact of human errors and that it incorporate suitable measures to minimise the potential for such errors. In this context, the NEA Committee on the Safety of Nuclear Installations (CSNI) and its Working Group on Human and Organisational Factors organised an international workshop in 2003 to discuss the role of human and organisational performance in the nuclear plant modification process. This technical opinion paper represents the consensus of specialists in human and organisational factors (HOF) in the NEA member countries on commendable practices and approaches to dealing with nuclear plant modifications. It considers factors that should be taken into account when developing a modification process and identifies some lessons learnt from application of the process. The paper should be of particular interest of nuclear safety regulators and nuclear power plant operators. (author)

Identification and assessment of organisational factors related to the safety of NPPs - State-of-the-Art Report

International Nuclear Information System (INIS)

Baumont, Genevieve; Bourrier, Mathilde; Frischknecht, Albert; Schoenfeld, Isabelle; Weber, Mike J.

1999-01-01

organisational culture, organisational knowledge, and organisational learning have a slightly different interpretation and will need further discussions to reach a common definition. Although the definitions of these factors may differ slightly for each country, it is important to emphasize that they were all considered to have an influence on plant safety performance. The SOAR also presents information about assessment approaches used in the three environments: - Two utilities detail their self assessment practices. - The regulatory bodies assessment approaches, as presented in the report, include a description of the context and framework of their assessment methods or approaches, and in some cases, more detailed information on their methodology. - The researcher information comes from two types of research: university-based research (as well as from public and private laboratories) and contractor-based research which may be sponsored by the regulatory body or the utility. This information is introduced by a brief background of current research trends. The assessment methods can be distinguished between two applications. The first application of the assessment method results from detection of organisational weaknesses in events or inspections, or from continuing deteriorating performance. The assessment tries to find root causes and contributing causes of the identified weaknesses in the organisation. This application is considered 'reactive'. The references for this approach are requirements of the regulatory body or utility commitments, or the legal framework. The second application assesses the organisational factors as leading indicators of performance problems. This application is considered 'proactive', integrating information on organisational factors in order to capture mechanisms which are very important for the reliability of the organisation. This could be the decision-making process, change process, coherence of the organisation with the policy, etc. Lastly, the

Identification and assessment of organisational factors related to the safety of NPPs - State-of-the-Art Report

International Nuclear Information System (INIS)

Baumont, Genevieve; Bourrier, Mathilde; Frischknecht, Albert; Schoenfeld, Isabelle; Weber, Mike J.

1999-09-01

applications. The first application of the assessment method results from detection of organisational weaknesses in events or inspections, or from continuing deteriorating performance. The assessment tries to find root causes and contributing causes of the identified weaknesses in the organisation. This application is considered 'reactive'. The references for this approach are requirements of the regulatory body or utility commitments, or the legal framework. The second application assesses the organisational factors as leading indicators of performance problems. This application is considered 'proactive', integrating information on organisational factors in order to capture mechanisms which are very important for the reliability of the organisation. This could be the decision-making process, change process, coherence of the organisation with the policy, etc. Lastly, the participants identified several research needs for the identification and assessment of organisational factors, including the importance of international co-operation: - assessing the impact of organisational factors on human safety performance; - transferring of knowledge and developing a common metric amongst Member countries for comparing methods and audit practices; - establishing a common understanding of specific organisational mechanisms, features and patterns; - exchanging operational performance data for analysing the risk significance of organisational factors; - exchanging information in two to three years to discuss progress in concepts; - establishing theories and methodology, identifying risk significance and quantifying organisational factors

Requisite leader behavioural competencies for sustainable organisational performance

Directory of Open Access Journals (Sweden)

Schalk W. Grobler

2016-08-01

Contribution: Organisations can benefit from an insight into understanding how the identified requisite leader behavioural competencies possibly can impact organisational performance in their respective environments.

Learning to listen to the organisational rhetoric of primary health and social care integration.

Science.gov (United States)

Warne, T; McAndrew, S; King, M; Holland, K

2007-11-01

The sustained modernisation of the UK primary health care service has resulted in individuals and organisations having to develop more integrated ways of working. This has resulted in changes to the structure and functioning of primary care organisations, changes to the traditional workforce, and an increase in scope of primary care practice. These changes have contributed to what for many staff has become a constantly turbulent organisational and practice environment. Data from a three-year project, commissioned by the North West Development Agency is used to explore how staff involved in these changes dealt with this turbulence. Three hundred and fifty staff working within primary care participated in the study. A multimethods approach was used which facilitated an iterative analysis and data collection process. Thematic analysis revealed a high degree of congruence between the perceptions of all staff groups with evidence of a generally well-articulated, but often rhetorical view of the organisational and professional factors involved in how these changes were experienced. This rhetoric was used by individuals as a way of containing both the good and bad elements of their experience. This paper discusses how these defense mechanisms need to be recognised and understood by managers so that a more supportive organisational culture is developed.

Effect of organisational change type and frequency on long-term sickness absence in hospitals.

Science.gov (United States)

Bernstrøm, Vilde H; Kjekshus, Lars Erik

2015-09-01

The present study was conducted to investigate how the frequency of structural change and patient care-related change is related to employees' long-term sickness absence. Although a growing body of research is investigating the potentially harmful effects of organisational change on employee health, most studies have focused on single episodes of organisational change and do not differentiate among the types and frequencies of change. National registry data were collected from 2005 and 2007. A total of 34 712 health professionals from 56 hospitals were included (76% nurses, 18% physicians and 6% other health professionals) and the data were analysed using multilevel logistic regression. The research findings reveal a significantly higher probability of long-term sickness absence among employees who experienced more frequent structural changes (OR = 1.03; CI: 1.00-1.06; P changes. A higher frequency of organisational change may lead to more sickness-related absence among employees, with the effect depending on the type of change. These findings highlight the need for managers who are contemplating or are in the process of implementing organisational change to become more aware of the potentially harmful effects of frequent organisational change on employee health. © 2014 John Wiley & Sons Ltd.

Research on the impact of LMX leadership theory on mutual trust and organisational commitment of employees in Bosnia and Herzegovina

Science.gov (United States)

Strukan, E.; Nikolić, M.

2017-05-01

The paper presents the theoretical foundations of leadership based on the LMX exchange leader-member theory which essentially involves leadership process where a continuous and creative interaction between leaders and followers is at the centre of attention, during which the leader, among other things, affects the degree of mutual trust and organisational commitment and the quality of relationships in his/her organisation, which actually has a direct impact on organisational performances, effectiveness of the organisation’s business and its market positioning. Also, the paper presents the results of research conducted in organisations in Bosnia and Herzegovina, which undoubtedly point to the fact that the dimensions of leadership based on the LMX exchange leader-member theory, is strongly correlated with the dimensions of mutual trust and organisational commitment, and to have a significant positive impact on them, and therefore on organisational performances and effectiveness of business organisations that were included in this study.

The bioethical relevance of the ethics of healthcare organisations ...

African Journals Online (AJOL)

Bioethics and organisational ethics* are applied ethics disciplines with different objects of investigation. Bioethics focuses on the moral aspects of caring for the health of individuals and populations, and organisational ethics on the moral aspects of organisations' strategies and operations. So these two disciplines converge ...

Assessing organisational governance maturity: A retail industry case study

Directory of Open Access Journals (Sweden)

Hendrik Marius Wessels

2016-05-01

Full Text Available For any business to operate effectively, a governance framework that operates at the relevant maturity level is required. An organisational governance maturity framework is a tool that leadership can use to determine governance maturity. This study aims to determine whether the organisational governance maturity framework (developed by Wilkinson can be applied to the selected retail industry organisation to assess the maturity of the organisation’s governance, limited to the ‘leadership’ attribute. Firstly, a high-level literature review on ethical leadership, ethical decision-making, ethical foundation and culture (‘tone at the top’, and organisational governance and maturity was conducted. Secondly, a Johannesburg Stock Exchange (JSE listed South African-based company was selected for the empirical part of the study using a single case study research design. The empirical results confirmed that the organisational governance maturity framework can be used to determine the maturity level of organisational governance for the selected attribute of ‘leadership’

The influence of personal and organisational factors on entrepreneurship intention: An application in the health care sector.

Science.gov (United States)

Marques, Carla S; Valente, Sandra; Lages, Marisa

2018-03-05

This study sought to contribute to research on entrepreneurial intention by identifying which constructs of the entrepreneurial profile and internal conditions of health care organisations support entrepreneurship and contribute to the entrepreneurial intention of these organisations' employees. In addition to psychological attributes, cognitive processes, motivations, sociodemographic and professional characteristics, and entrepreneurial skills, the literature indicates that internal conditions of organisations also contribute to explaining entrepreneurial intention. To evaluate this model empirically, the primary data were collected with questionnaires distributed to nurses in two public hospitals-the Trás-os-Montes and Alto Douro Hospital Center and the Local Health Unit of the Northeast. A total of 638 nurses filled out the questionnaire. The data were analysed using inferential and regression analyses. The results suggest that the dimensions related to personal attributes, namely, motivation and entrepreneurial skills, are the constructs that best explain the entrepreneurial intention of these professionals within their organisations. A broad discussion is needed about how to implement internal conditions that promote an intrapreneurial and innovative culture in health care organisations. Health care organisation administrators need to prioritise intrapreneurship while structuring their management strategies, thereby creating favourable internal conditions (e.g., support, autonomy, rewards, time availability and appropriate organisational procedures) that enhance their nurses' entrepreneurial intention. © 2018 John Wiley & Sons Ltd.