The General Data Protection Regulation (GDPR) is highly current today when the law comes into force one month after our study is completed. The GDPR aims to create a unified regulation for people within the European Union's personal data. The uncertainty about what the GDPR will entail is high and there is a general concern in the corporate world about what happens on May 25, 2018. This has given us a unique opportunity to investigate how companies work to adapt to the GDPR and create a current situation analysis of it. Previous research on the GDPR is very limited and has focused primarily on what changes the law brings, as well as how it should be implemented. Research about the challenges that occurred during the implementation has not been done before. We conducted a case study where we interviewed two people in two different organizations. These people both work with the implementation of the GDPR. Using these interviews, we were able to find the primary challenges in implementing the requirements of GDPR in an organization's existing systems. We performed the work of the research abductively, which meant we worked iteratively with the information we found in our empirical evidence and earlier research. In conclusion, we found that there are mainly three major issues regarding the implementation of the GDPR; communication difficulties, resource-intensive work and that the change is extensive. There is no simple solution to these problems, but with previous research we have found a number of factors that can make it easier for companies to become compliant. In order to improve communication, we recommend introducing a communication plan. The communication plan creates order and gives both parties in the conversation a chance to think about what is important in the conversation, potential obstacles and how these can be prevented. We also concluded that a prioritization of the work is to be recommended as well as a project plan. By prioritizing and implementing a project plan, it will create a system and structure of the work. It clarifies what needs to be done, when it is to be performed and how. As our study has shown, the work to reach compliance with GDPR is both extensive and resource-intensive which is why we believe that companies have much to earn by following the recomendations our study has produced. / General Data protection Regulation (GDPR) är högaktuellt idag då lagen träder i kraft en månad efter att vår studie är färdigställd. GDPR har antagits för att skapa ett enhetligt skydd för personuppgifter inom Europeiska Unionen. Osäkerheten kring vad GDPR innebär är dock hög och det finns en allmän oro i företagsvärlden kring vad som sker den 25 maj 2018. Detta har gett oss en unik chans att undersöka hur företag arbetar för att anpassa sin organisation efter GDPR och skapa en nulägesanalys av det. Tidigare forskning kring GDPR är väldigt begränsad och har främst fokuserat på vad lagen innebär för förändringar, samt hur den ska implementeras. Någon undersökning kring utmaningar som sker vid förändringsarbetet inför GDPR har inte tidigare gjorts. Vi utförde en fallstudie där vi intervjuade två personer i två olika organisationer. Dessa personer arbetar båda med implementation av GDPR och gav oss en inblick i hur företag arbetar med att nå upp till kompabilitet med GDPR. Vi utförde arbetet i undersökningen abduktivt, vilket innebar att vi arbetade iterativt med informationen vi fann i empirin och tidigare forskning. I slutsatsen kom vi fram till att det främst är tre stora problem kring införandet av GDPR; kommunikationssvårigheter, resurskrävande arbete samt omfattande förändringsarbete. Det finns inte en enkel lösning på dessa problem, men vi har med hjälp av tidigare forskning kommit fram till ett antal olika faktorer som kan underlätta för företag att bli kompatibla med GDPR. För att skapa en tydligare ordning vid kommunikation rekommenderar vi att införa en kommunikationsplan. Kommunikationsplanen skapar ordning gällande vilken information som ska kommuniceras, samtidigt som det ger båda parter i konversationen en chans att redan innan fundera över vad som är viktigt i konversationen, vilka potentiella hinder som finns samt hur dessa kan förebyggas. Vi kom även fram till att en prioritering av arbetet är att rekommendera samt en projektplan. Även dessa saker skapar en ordning och struktur i arbetet. Som vår studie har visat så är arbetet med att anpassa organisationen till att bli kompatibel med GDPR både omfattande och resurskrävande. Vi ser därför att företag har mycket att tjäna på att strukturera upp sitt arbete utefter de rekommendationer vår studie kommit fram till.

The human brain is sensitive to threat. Loss in Status, Certainty, Autonomy, Relatedness and Fairness – SCARF – is considered threatening. Threat creates a stress response and stress impairs cognitive functions as problem-solving, decision-making, learning and emotional control. The purpose was to identify differences between well-functioning and non-well-functioning change processes and their relation to SCARF. A total of 55 change processes were investigated. The result indicated a correlation between stress, productivity and quality. The result also showed that 20 out of 25 measured items had a significant mean value difference between “good” and “bad” processes. A multiple regressions analysis indicated that a high degree of Certainty predicts a high degree of Change Process Efficiency with 50 % of the variance possible to explain by the variance in Certainty. More research on SCARF factors and how to measure those in change processes is needed. The area is important since it can create more efficient change processes.

Industry 4.0 and the smart factory concept are both relevant for academia and companies. Many are talking about it but few understand the challenges that exist before, during, and after an implementation. The thesis aim is to map out the largest challenges with an implementation and also dive deeper into the question of which competence that will be required in a smarter production. To address these questions a qualitative study with thirteen interviews has been conducted, ten of which with practitioners and three with experts in the area. From the interviews the following findings and conclusions could be drawn. Firstly, the largest challenges with implementing industry 4.0 and smart factories will be, large CAPEX (Capital Expenditure) investments, organisational change management, and cyber threats. Secondly, Industry 4.0 is not going to be a revolution it is more going to be an evolution. Thirdly, implementing the smart factory concept is linked to a lot of uncertainty and especially uncertainty related to which competences that will be required. No one can with certainty define exactly what competences that are required but an education in IT and statistics with an analytical mindset will be key elements. There is also a model for how companies are recommended to think when filling vacancies created in the transition to a smarter production in the analysis chapter.

Purpose - The purpose of the study was to determine the drivers of employee engagement in a lean manufacturing environment during a period of change. It also highlighted the importance of employee engagement with regards to the improvement of organisational performance especially in a lean manufacturing environment during the change. Design/methodology/approach – The most frequently mentioned drivers of employee engagement in relation to change and a lean environment were identified through a literature study. The potential drivers that emerged were vision, leadership, communication, immediate supervisory behaviour, team collaboration and training/career development. An empirical study was then carried out to study the impact of these factors on affective commitment, volunteerism and sportsmanship, the latter two are components of organisational citizenship behaviour. A survey with a questionnaire was conducted amongst 86 employees in a lean manufacturing organisation, which was undergoing change. The data analyses included descriptive statistics, correlations and multiple regression analysis. Findings – It was observed that all the six identified drivers of employee engagement namely: Vision, Leadership, Communication, Immediate Supervisor Behaviour, Team Collaboration and Training and Career Development explained 61.2 per cent of the variance in the employee engagement. However, the variables that had the biggest impact on employee engagement were the articulation of the organisational change Vision, Team Collaboration and Immediate Supervisor Behaviour. Practical implications – The results of the study emphasise that special focus and effort must be placed on factors affecting Vision, Team Collaboration and Immediate Supervisor Behaviour as they have shown significantly higher influence on employee engagement in a lean manufacturing environment during a period of change.

No description available.

O foco da pesquisa consiste em identificar oportunidades e propor projetos no âmbito das organizações sociais. A partir da revisão literária, foi possível estabelecer uma metodologia contemplando elementos identificados no contexto social. Através da aplicação da metodologia em uma organização comunitária, foi feita a revisão e o aprimoramento da proposta. A proposta está estruturada em dez etapas, agrupadas em quatro macro-etapas: (i) planejamento das etapas, (ii) coleta de informações, (iii) identificação de oportunidades e ( iv) concepção de projetos. O estudo aplicado contemplou a utilização de instrumentos de coleta de informações como questionários, entrevistas em profundidade e grupos focados. As informações coletadas originaram oportunidades de projetos que foram priorizadas e, por sua vez, geraram seis propostas de projetos. As conclusões revelaram que a metodologia apresentada oferece uma visão mais completa dos elementos a serem considerados na concepção de projetos voltados a organizações sociais e viabiliza o envolvimento maciço dos membros destas organizações. / The focus of this research consists of identifying opportunities into projects of development in the scope of social organizations. From a literature review, it was possible to establish a methodology considering elements identified in the social context. The revision and improvement of the proposal was performed through the application of the methodology in a communitarian organization. The proposal is structuralized in ten stages, grouped at four macro-stages: (i) planning of the stages, (ii) collection of information, (iii) identification of opportunities and (iv) conception of projects. The applied study was conducted using instruments of data collection of information, such as questionnaires, individual interviews and focus groups. The collected information originated project opportunit ies that were prioritized and, in turn, generated six proposals of projects. The conclusions disclosed that the presented methodology offers a more complete vision of the elements to be considered in the conception of projects orientated to social organizations and makes possible the massive involvement of the members of these organizations.

O planejamento de mudanças é um elemento-chave para a gerência e a operação de infraestruturas de redes e serviços. Ele compreende desde a especificação, em alto nível, de requisições e planos preliminares de mudança (por um operador da mudança) até a geração, possivelmente automatizada, de planos detalhados que, se executados, concretizarão as mudanças solicitadas (por exemplo, alteração da configuração de dispositivos de rede e implantação de novos serviços). Por limitação das soluções de refinamento existentes, um problema fundamental é que, embora corretos, tais planos de mudança podem não necessariamente estar alinhados com os propósitos definidos em nível de negócio (ex: minimização do tempo de indisponibilidade de um dado serviço). Outro problema encontrado no planejamento de mudanças de TI é a ausência de modelos e algoritmos para realizar a especificação adequada da associação de humanos a tarefas. A correta especificação pode impactar em resultados mais otimizados (menor custo de execução) e com maior qualidade (conformidade com as habilidades/experiências, requeridas pelas atividades, e adquiridas pelos recursos humanos). Para abordar estes problemas, nesta dissertação propõe-se uma solução para alinhar o planejamento de mudanças em infraestruturas de TI a objetivos/restrições de negócio, utilizando estratégias inovadoras de alocação de humanos a atividades. A solução proposta é avaliada experimentalmente por meio da implementação prototípica de um sistema de suporte à decisão denominado CHANGEADVISOR, o qual auxilia os gerentes de TI a entender o "compromisso" entre planos de mudança alternativos e a efetuar escolhas mais adequadas aos propósitos de negócio. / Change planning represents a key element for the operation and management of Information Technology infrastructures and services. Its scope ranges from the high level design of change requests and change plans (by an operator) to the generation, possibly automated, of detailed plans that, if executed, will perform the requested changes (e.g., modification of network device settings and deployment of new services). A fundamental problem - considering the limitations of existing refinement solutions - is that, although correct, these refined change plans can not necessarily be aligned with the purposes defined in the business level (eg, minimizing the downtime of a particular service). Another problem encountered in the IT change planning is the absence of models and algorithms to achieve the correct association of human to tasks. These correct association can impact in results more optimized (lower cost of deployment) and with higher quality (according to the skills/experience required for the activities and acquired by human resources). To overcome this problem, in this thesis we propose a solution for the alignment of change plans with business objectives/constraints using novel strategies for the human assignments to activities. The proposed solution is experimentally evaluated through a prototypical implementation of a decision support system called CHANGEADVISOR, which helps IT managers to understand the trade-offs between alternative change designs and to choose change plans more aligned to the business purposes.

Produtos e serviços oferecidos pelas organizações modernas são geralmente projetados, implantados e mantidos por meio de infraestruturas de Tecnologia da Informação (TI) de grande escala. Além de obter o melhor desempenho dos produtos e serviços oferecidos, é essencial que essas organizações façam uso de práticas adequadas para o gerenciamento dos recursos que compõem as tais infraestruturas. Para esse m, foram propostos recentemente alguns padrões e bibliotecas de melhores práticas para o gerenciamento de infraestruturas e serviços de TI. Entre as mais amplamente aceitas, tanto da academia quanto na indústria, vale destacar o Information Technology Infrastructure Library (ITIL). Um ponto comum na maioria desses padrões e bibliotecas é a preocupação explícita com os riscos relacionados as atividades de TI. Lidar proativamente com eventos adversos e favoráveis que possam surgir durante as operações cotidianas pode evitar, por exemplo: atrasos na a implantação de serviços, extrapolação no custo de atividades, falhas previsíveis nos recursos manipulados, e consequentemente, desperdício de dinheiro. Apesar da sua importância, o gerenciamento de riscos em ambientes de TI, na prática, geralmente sofre pela falta de automação e padronização. Habitualmente, tal gerenciamento é realizado pelos participantes das atividades em entrevistas e brainstorms, o que geralmente acaba consumindo tempo/recursos de forma excessiva e sendo muito impreciso para guiar a tomada de decisão. Portanto, nesta dissertação, um framework para dar suporte a automação de algumas fases cruciais do gerenciamento de riscos é proposto com o objetivo de tornar tal gerenciamento mais simples, rápido e preciso. O framework proposto é direcionado para sistemas de gerenciamento baseados em work flow. A ideia básica é aprender a partir de problemas relatados em work flows executados no passado, além de estimar os riscos para execuções futuras. Além disso, são propostos relatórios de risco compreensivos e interativos com o objetivo de facilitar a análise dos mesmos pelos humanos envolvidos. O framework proposto teve sua aplicabilidade avaliada em dois estudos de caso em áreas relacionadas à TI, a saber: Gerenciamento de Mudanças e Gerenciamento de Projetos de TI. Os resultados demonstram como o framework pode ser útil não apenas para acelerar o processo de estimativa de riscos, mas também para auxiliar a tomada de decisão dos gerentes de projetos e operadores de TI, ao organizar as informações relacionadas aos riscos de forma detalhada e ao mesmo tempo compreensiva. Além disso, a abordagem modular empregada na concepção do framework proposto permite que este seja genérico o su ciente para ser utilizado em diferentes contextos (mudanças e projetos) e, ainda assim, personalizável para se adaptar às exigências mais específicas de cada contexto. / Products and services provided by modern organizations are usually designed, deployed, and supported by large-scale Information Technology (IT) infrastructures. In order to obtain the best performance out of provided products and services, it is essential that these organizations enforce rational practices for the management of resources that compose their infrastructures. For this purpose, in recent years a few standards and libraries of best practices for IT infrastructures and services management have been proposed. Among the most widely accepted proposals, in both academy and industry, is worth mentioning the Information Technology Infrastructure Library (ITIL). A common point in most of those standards and libraries is the explicit concern with the risks related to IT activities. Proactively dealing with adverse and favorable events that may arise during everyday operations might prevent, for example: delay on deployment of services, cost overrun in activities, predictable failures of handled resources, and, consequently waste of money. Although important, risk management in practice usually lacks in automation and standardization in IT environments. Generally, it is performed by stakeholders in interviews and brainstorms, which may be a very time/resource-consuming task and sometimes too imprecise to guide risk related decisions. Therefore, in this dissertation, a framework to support the automation of some key phases of risk management is proposed, aiming to make it simpler, faster, and more accurate. The proposed framework is targeted to work ow-based IT management systems. The main approach is to learn from problems reported in the history of previously conducted work ows in order to estimate risks for future executions. Furthermore, comprehensive and interactive risk reports are proposed aiming to ease the analysis of assessed risks by involved humans. The proposed framework had its applicability evaluated in two case studies both in IT related areas, namely: IT Change Management and IT Project Management. The results show how the framework is not only useful to speed up the risk assessment process, but also to assist the decision making of project managers and IT operators by organizing risk detailed information in a comprehensive way. In addition, the modular approach employed in the design of the proposed framework allows it to be generic enough to t in di erent contexts (changes and projects) and still customizable to adapt to more speci c requirements.

Atualmente, o ambiente extremamente dinâmico e altamente competitivo, no qual as organizações estão inseridas, aumentou expressivamente a importância da Tecnologia da Informação (TI). Aliada a isto, a crescente complexidade das infraestruturas de redes e serviços, também conhecidas como infraestruturas de TI, tornaram a Gerência de Serviços de Tecnologia da Informação indispensável a qualquer organização. Nesse cenário, coletâneas de boas práticas e processos foram desenvolvidas visando a obter o melhor desempenho dos produtos e serviços oferecidos. Entre as coletâneas amplamente aceitas, tanto na academia quanto na indústria, vale destacar a Biblioteca de Infraestrutura de Tecnologia da Informação (i.e., Information Technology Infrastructure Library, ITIL). Dentre os processos descritos na ITIL, o Gerenciamento de Mudanças é de suma importância para as organizações. Tal processo é responsável por padronizar o planejamento, o agendamento, a implementação e a avaliação de mudanças no ambiente de TI. Ainda que a adoção das boas práticas proporcione significativas melhorias, a ocorrência de falhas em procedimentos de mudanças não pode ser negligenciada. Para tratar eventuais falhas é proposto o processo de Gerenciamento de Problemas, o qual é responsável por gerir o ciclo de vida de problemas. Nesse contexto, o reúso do conhecimento e da experiência do operador, sobre os processos de TI, é de fundamental importância, pois possibilita a simplificação de procedimentos para a detecção da causa raiz de falhas e, consequentemente, minimiza perdas financeiras e custos de manutenção. Apesar disso, nas soluções existentes o processo de diagnóstico é realizado de uma forma estática e ad hoc, o que dificulta reutilizar o conhecimento em falhas recorrentes ou similares. Diante do exposto, nesta dissertação é proposta uma solução para a identificação interativa da causa raiz de problemas detectados em mudanças. Em contraste com as soluções existentes, o foco desta dissertação é o reúso de traços históricos de diagnósticos e da experiência do operador. A solução proposta teve sua aplicabilidade avaliada em dois estudos de casos. Os cenários utilizados são baseados em situações reais, bem como consideram falhas recorrentes em mudanças sobre as infraestruturas de redes e serviços. Os resultados demonstram a capacidade da solução em reutilizar o conhecimento adquirido com experiências anteriores, bem como, na adaptabilidade do diagnóstico gerado, tanto na infraestrutura de TI na qual a falha ocorre, quanto nas respostas fornecidas pelo operador. A estrutura modular da solução desenvolvida permite dividir a complexidade do processo de identificação em problemas menores que podem ser resolvidos individualmente. Assim, as organizações podem personalizar partes da solução para melhor refletirem as necessidades específicas do seu ambiente de TI. / Presently, the extremely dynamic and highly competitive environment, in which organizations are inserted, significantly increased the importance of Information Technology (IT). In addition, the increasing complexity of network infrastructures and services, also known as IT infrastructures, turned the Information Technology Service Management essential to any organization. In this context, guides of best practices and processes were developed to obtain a best performance out of provided products and services. Among the most widely accepted proposals, in both academy and industry, it is worth mentioning the ITIL (Information Technology Infrastructure Library). From the processes described in ITIL, Change Management is indispensable for organizations. This process defines how changes should be planned, scheduled, implemented, and evaluated in IT environments. Despite the significant improvements that the adoption of ITIL’s best practices can provide, the occurrence of failures cannot be neglected. To address possible failures, the process of Problem Management is proposed. Such process is responsible for managing the life cycle of problems. Thus, the reuse of operator’s knowledge and experience, on IT processes, has fundamental importance for allowing to simplify the procedures of detecting failures’ root cause and, therefore, minimizes financial losses and maintenance costs. Nevertheless, the diagnostic process, in the existing solutions, is performed in a static and ad hoc fashion, which complicates the reuse of knowledge in recurrent failures or similar. Based on the previous considerations, in this dissertation, we propose a solution for interactive identification of the root cause of problems detected in IT changes. In contrast to existing solutions, the focus of this solution is the reuse of the operator’s experience and the knowledge from cases that have already been completed. The proposed solution had its applicability evaluated in two case studies. The scenarios used are based on real situations, taking into account recurrent failures in changes on IT infrastructures. The results show not only the ability of the solution to reuse the knowledge acquired from previous experiences, but also the adaptability of diagnosis generated in both the IT infrastructure, where failure occurs, and the responses provided by operator. The modular structure of the developed solution allows to divide the complexity of the identification process into smaller problems that can be solved individually. Thus, organizations can customize parts of the solution to better reflect the specific requirements of your IT environment.

A implementação de Sistemas de Produção Enxuta (SPE) é reconhecidamente essencial em empresas que desejam obter alto nível de competitividade. Há disponíveis na literatura diversos exemplos de roadmaps de implementação enxuta, os quais possibilitam guiar as empresas em seu processo de mudança enxuta. Contudo, uma vez que esses roadmaps priorizam os fatores técnicos da mudança enxuta, os fatores sócio-culturais do processo de mudança tendem a ser negligenciados, o que dificulta a construção de um comportamento e sustentabilidade da mudança. Esta tese tem por objetivo apresentar uma metodologia de identificação e avaliação dos fatores sócio-culturais em uma empresa em implementação enxuta. Esta metodologia agrega práticas e conceitos de gestão de mudança aos roadmaps de implementação enxuta e possibilita a análise de maturidade da empresa quanto aos fatores sócio-culturais da mudança em diferentes níveis de contextualização. A aplicação do método é ilustrada em uma empresa do ramo automotivo, a qual se encontra em processo de implementação enxuta há mais de nove anos e possui dificuldades na sustentação do SPE. / The implementation of Lean Production Systems is essential for companies aiming at high competition levels. Many examples of lean implementation roadmaps are available in the literature guiding companies in their lean change process. However, most of these roadmaps prioritize technical factors in the lean change process, while the socio-cultural factors tend to be neglected, making the behavior construction and change sustainability more difficult. This thesis has as objective to present an identification and evaluation methodology that approaches the socio-cultural factors implied in the transition to a lean production system in companies. The model merges change management practices and concepts with lean implementation roadmaps, and allows the company’s maturity analysis regarding sociocultural factors of the change in different contextualization levels. In addition to that, the model is validated in an automotive company that has been in the lean implementation journey for more than nine years and presents difficulties in sustaining the change.