Researchers claim that to improve business and really make an impact on the market it is critical to develop organizational capabilities and create organizational learning. Business Intelligence (BI) has during the latest years gained lots of attention among organizations for being a tool that can help improve the business. However, even though organizational learning is critical at the same time as BI has become a main tool to improve the business the linkage between these two concepts has not been a topic for research. This thesis is taking an Organizational Behaviour Management (OBM) perspective when analyzing whether BI-tools create the right conditions for learning. A case study was made at Skanska Sverige AB where their three largest BI-tools were analyzed. The study was made in three steps; by an individual analysis of the tools, a questionnaire sent to all operational managers who uses the tools and by interviews with nine of these managers. The analysis of the tools indicated that the BI-tools at Skanska Sverige AB do not currently create the right conditions for learning. Few actions are taken because of the information in the tools.

The purpose of this study was to investigate the relationship between achievement motivation and job satisfaction. The impact of demographic data (i.e. race, gender, age and tenure) on both achievement motivation and job satisfaction was also examined. For the purpose of this study a quantitative, non-probability convenience sampling design was used. Data was collected by means of a biographical questionnaire, The Achievement Motivation Questionnaire and Warr, Cook and Wall's Job Satisfaction Questionnaire. Questionnaires were administered to 63 employees of a retail organisation. The respondents comprised of managers, cashiers, clerks and general assistants. Results indicate that there is a positive relationship between the dimensions of job satisfaction and the dimensions of achievement motivation. Goal directedness is not significantly different between the categories of age, tenure and gender but shows a significance difference amongst race groups with Blacks having the lowest mean score. Personal excellence is not significantly different between the categories of age, tenure, race and gender. Achievement motivation is not significantly different between the categories of age, tenure and gender but shows a significance difference amongst race groups with Blacks having the lowest mean score. Overall job satisfaction is not significantly different between the categories of age, tenure, race and gender. Intrinsic job satisfaction is not significantly different between the categories of age, tenure and gender but shows a significance difference amongst race groups with Blacks having the lowest mean score. Extrinsic job satisfaction is not significantly different between the categories of age, tenure, race and gender. It is recommended that a proportionate stratified sample be utilised for future research. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2012.

The purpose of this study was to determine the Personal Values, Perceptions of Culture and Achievement Motivation levels of employees in an organisation. Employees were classified according to differences in job grade, race and gender. The influence of Length of Service, Educational Level and Age as biographical variables was also considered. Respondents were drawn from an organisation which provides a service at harbour terminals. Services include loading and off-loading ships and storing freight and bulk cargo. The co-operation of all managers employed in the organisation, classified into f lower, middle and senior categories, was solicited through the offices of the Human Resources Executive. Sets of questionnaires were distributed to the population of 430 managers in the organisation. From the returns, 169 usable sets of questionnaires were processed. Personal Values and Perceptions of Culture were assessed using instruments based on Graves' (1970) "Open System Theory of Values", while Achievement Motivation was measured using the Achievement Motivation Questionnaire (PMV). Analysis of the data was done descriptively as well as by using Pearson's product moment correlations, t-Tests and analysis of variances. Findings indicate there are significant relationships between some factors on the Personal Values Questionnaire and those on the Perceptions of CuIture Questionnaire. Absolutistic/Conformist Personal Values were held most strongly whilst Egoistic values were ranked lowest. The most strongly held perception was the organisation had a Passive Hierarchy culture and the weakest was that it had an Empire culture. Overall Achievement Motivation was at the average level for all managers. There are significant differences in the Personal Values, Perceptions of Culture and Achievement Motivation levels of managers classified by race and job grade. While Achievement Motivation levels were influenced by gender, Personal Values and Perceptions of Culture were not. Age appears to have an influence on Personal Values but not on Perceptions of CuIture and Achievement Motivation. Significant differences were found in Personal Values and Achievement Motivation levels but not in Perceptions of Culture among managers with varying lengths of service. Education level seems to influence managers' Personal Values and Achievement Motivation levels but not their Perceptions of Culture. Construct validity coefficients for the Personal Values and Perceptions of Culture Questionnaires were established and existing coefficients for the Achievement Motivation Questionnaire were analysed. Results of the current study must be regarded as tentative due to limitations in the sampling procedure, the possibility of changes in the meaning of the Achievement Motivation construct as measured on the PMV, as well as shifts in the meanings of the factors on the Personal Values and Perceptions of Culture Questionnaires (all three instruments were designed in the early 1980's). These . movements in. meanings could render existing reliability and validity coeffients suspect. / Thesis (Ph.D.)-University of Durban Westville, 1998.

Motivation, job satisfaction and their links with productivity have been researched for decades, with many researchers producing contradictory findings. This topic has become especially important in recent times as companies struggle in a challenging economic environment. The organisation that successfully implements strategies which address these issues can gain a significant competitive advantage, as a sustainable increase in productivity from their staff will result in running costs being reduced. This study was carried out on the short-term insurance industry within South Africa and investigated the impact that motivation and job satisfaction have on productivity within the organisation. The study comprised a literature review, which includes the following concepts: a definition of motivation, motivational theories, driving forces of motivation, skills variety, task identity, task significance, autonomy, job feedback and organisational productivity. These topics provided insight into motivation, job satisfaction and productivity. A quantitative research methodology was used for this study to understand the relationship between job satisfaction, motivation and productivity. Due to the research being carried out on one insurance company, which the researcher had access to, a non-probability convenience sampling method was used. A key finding was that employees who were motivated or satisfied with their job were more productive. However, staff who were not motivated did not believe they were unproductive. The study also found that there was a relationship between motivation and job satisfaction. One of the recommendations of this study is that companies should empower staff to make decisions, as this is a key factor in them being motivated. Furthermore, job satisfaction is driven by one’s personal beliefs about whether or not their job is important to the organisation; therefore, companies should ensure that managers communicate with their staff regarding how their job affects the organisation. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

Climate change is a serious global issue that poses one of the greatest challenges facing human kind (Kazdin, 2009; Stern, 2011; Swim et al., 2011). Given that organizations are often cited as the largest contributors to climate change (Trudeau and Canada West Foundation, 2007), research needs to investigate how organizations can positively affect climate change. Accordingly, the purpose of this dissertation is to investigate how organizations can positively affect climate change through workplace pro-environmental behaviors. To this end, three studies were conducted. The first study investigated the influence of leaders’ environmentally-specific transformational leadership and their own workplace pro-environmental behaviors on employees’ workplace pro-environmental behaviors. The second study examined if environmentally-specific and general transformational leadership are empirically distinct but related, whether environmentally-specific transformational leadership evokes higher levels of workplace pro-environmental behaviors than general transformational leadership, and if so, examined through mediation why this is the case. The third and final study conceptualizes and defines workplace pro-environmental behaviors as a form of organizational citizenship behaviors that are targeted at benefiting the natural environment (OCBE), and subsequently, developed and refined a measure of OCBE and assessed the measure’s psychometric validity. This dissertation concludes with a general discussion and highlights areas for future research. / Thesis (Ph.D, Management) -- Queen's University, 2014-02-12 16:26:52.658

This thesis investigates the implementation of eleven strategic decisions in six organizations. The decisions concern the installation of new technology, the carrying out of various building programmes and the re-organization of organizational structures The organizations comprise a university, a water authority, two mail order companies and two chemical firms. The objective is to describe and explain implementation processes and outcomes. To this end, eleven independent variables and three dependent variables are distinguished. These conceptualise the success of implementation outcomes and define the factors which affect the level of success. Two groupings are isolated within the independent variables. The 'Enabler' group of variables is concerned with how familiar people are with what has to be implemented, the priority of implementation, having enough resources available, having a favourable organizational structure and maintaining a flexible approach during implementation. All these factors help to secure a moderate degree of success. However the second grouping of variables - the 'Realizers' - are required to achieve the highest level of success in implementation. These are to do with being clear about what has to be done and being able to evaluate what has been achieved, enjoying favourable conditions and support inside the organization, and having a little luck along the way. Conclusions are drawn about the levels of risk associated with implementing different topics and the steps which managers can take to reduce risk and enhance the chances of success.

The objective of the diploma paper "Organizational Behaviour and Corporate Culture" is to evaluate the current level of the organizational behaviour and the corporate culture in the allowance organization Centrum služeb pro silniční dopravu, that is managed by the Traffic Department of the Czech Republic. The partial aims are finding imperfections by means of questionnaires and the draft of measures, which would improve the present condition. The theoretical part refers to the account of conceptions of the organizational behaviour and the corporate culture. In the practical part the organization Centrum služeb pro silniční dopravu is described. This part is focused on activities, that have in light of organizational behaviour and corporate culture connection with the aims of this diploma paper. Furthermore in this part there are charactered results from the questionnaire research.

Theories of organizational behaviour mostly originated in North America. In testing their applicability elsewhere, attention must be given to differences in local environments and in the values of local employees. Within Latin America, the prevalence of high collectivism and power distance are particularly important. Employees’ attachment to their organization has been shown to differ within collectivistic cultures. The argument is illustrated by two Latin American studies. Firstly, the ways in which managers handle work events within Mexico, Colombia, Brazil, Chile and Argentina are compared. Secondly, cross-national work problems of employees from these countries are surveyed. The results emphasize the need to take account of variability within the region, and the need to use measures that capture locally important issues. / Las teorías del comportamiento organizacional se han originado principalmente en América del Norte. Al probar su aplicabilidad en otras regiones culturales, debe prestarse atención a las diferencias en los ambientes y en los valores de los empleados locales. Dentro de Latinoamérica, la prevalencia de altos niveles de colectivismo y distancia al poder es particularmente importante. En ese sentido, se ha demostrado que el apego de los empleados hacia su organización difiere dentro de las culturas colectivistas. El argumento se ilustra por dos estudios latinoamericanos. En el primero, se compara la forma en que los gerentes manejan los eventos laborales dentro de México, Colombia, Brasil, Chile y Argentina. En el segundo, se examinan los problemas laborales transnacionales de los empleados de estos países. Los resultados enfatizan la necesidad de utilizar medidas que capturen aspectos localmente importantes.

Theoretic part of my Master's thesis treat about company culture and effectiveness work of employees. Practical part attend to recommendation how improve company culture and propose rise of effectivity work in company, where I will process my recommendation.

<p>  </p> <p>Prior research assumes that employees have positive attitudes toward corporate social responsibility (CSR) and are affected positively by their organization’s CSR practices. However, given the sometimes controversial and paradoxical nature of CSR, assuming purely positive attitudes may be overly simplistic. To challenge this assumption, I examine CSR attitudes to illuminate various views employees may hold toward CSR. To do so, I first develop measures of CSR Attitudes that includes four subscales to assess the extent to which employees hold positive, negative, ambivalent, or indifferent attitudes toward CSR. Next, drawing on social information processing theory, I examine subjective (ethical climate perceptions and CSR attributions) and objective (CSR messages) social information antecedents to employee CSR attitudes. Further, I examine behavioral (physical withdrawal, in-role and extra-role CSR performance, and helping behaviors) and cognitive (psychological withdrawal, volunteering intent, and perspective taking) responses to CSR attitudes. I also consider two relevant individual differences that affect these pathways. To test my hypotheses, I conducted an experimental vignette study to test the relationship between subjective and objective social information antecedents and the full range of CSR attitudes. Additionally, I conducted a field study to test the full model presented in this dissertation. Results demonstrate mixed support for hypotheses. However, strong support was found for the positive effect of values-driven CSR attributions on employee positive CSR attitudes. Further, positive CSR attitudes were found to relate to the prosocial behaviors of extra-role CSR behaviors and volunteering intent. Lastly, CSR ambivalence related to both positive and negative employee outcomes, demonstrating that CSR ambivalence may be more complicated than extant ambivalence research would suggest.</p>