The purpose of this study is to explore the relationship between position-related sources of power and person-related sources of power in organizations. The subject is the power of an organizational sub-unit compared to other units. Theory on the structural sources of power is well established in the literature. The question in this study is whether the individual manager, the person, is another major source of power for the organizational unit. A major objective of the study is to fill this gap in the literature on power in organizations. A secondary objective of this study is to see if one can rank the individual position-related sources of power and person-related sources of power, identified through a literature review, within each group in terms of their relative importance. The type of this study is exploratory. It is a descriptive study explaining the "what is" about the relationship between position and person sources of power in a manufacturing company. Results indicate that there is a two-way relationship between manager power and department power, and that one can rank order the sources of power in terms of their contribution to a department's or manager's power. Power is defined in this study as the ability to get things done.

This study seeks to determine the institutional uses of the formula system in twenty-two public four-year institutions of higher education in Texas. The study is limited to the areas of faculty salaries and departmental operating expenses. Particular effort is made to determine whether the methods used by the various institutions in allocating funds to academic departments are based upon the number of semester hours taught by each department and therefore upon the amount of funds the departments produce under the state formula system.

Doctoral thesis is concerned with broad category of the secondary school system in conditions of floating exteriority and internal environment of high schools in the Karlovy Vary Region Authority. Thesis gives redress to development schools during working prominent factors that are totally objective in view schools' requirements of changes in school network and especially implementation optimalization's institutional concept structure of high schools including optimalization of kinds in education offer on the part of particular schools. Thesis of its content responds to The Concept of Education and the Development of the Education System in the Czech Republic, was launched by Resolution No. 564/1990 on 31 March 2002. Thesis is further based on next accessible documents and analyses checking up on the other Region Authority and on the whole Czech Republic. These include analyse of the The Czech Pedagogic Society, The Council of Higher Educations Institutions, National Programme for the Development of Education in the Czech Republic (White Paper), Council of higher Education Institutions, Institute for the Research and Development of Education of the Fakulty of Education of Charles University attitude and participation in OECD activities in the field of education will be focused especially on projects dealing with schoul education in the future. Authorities appreciate fast acting and it doesn't possible until becoming acute by reason of the demographic decline and untenable cost growth. But today we are missing general method purposeful resolution this challenge. The thesis afford make its ambition on elimination of this problem and at the same time become guideline to opimalization's concepts in network of schools and environments.

Historically, many higher education institutions have been structurally and culturally compartmentalised and subunits such as continuing education have been marginalised, merged or divested. In response to a variety of external phenomena, some higher education institutions are re-examining their internal and external relationships, including the relationship between their academic and continuing education units. This research examines the efforts of a higher education institution in the United Arab Emirates to improve its overall effectiveness by changing the nature of the relationship between its academic and continuing education units. A review of theory- and practice-based higher education, organisational culture and inter-/intra-organisational relationship literature revealed significant support for each partner's goals for the new relationship and was used to provide the parties with a series of recommendations for successful formulation, actualisation and governance. These results add to the literature and practice of higher education and continuing higher education, particularly in the area of relationship-building among organisational subunits and subcultures.

This dissertation encompasses three articles concerning Sawyer's (2007) theory of group flow in the context of higher education, including a literature review, and two interpretive studies. In the literature review and in the first interpretive research article, the results of the research illuminated the applicability of themes of group flow in collaborative settings in higher education in themes of vision, ownership and contribution, and communication. The final article provides a description of the roles of student lead and professor in this environment and the unique ways that they may have encouraged those themes in the studio. The context for this study was the BYU Animation Studio, using video footage of students working in the computer lab, in their Daily meetings, and video interviews with students and professors in the program. The footage focused on one year of the senior project, with a core group of students coordinating efforts to create an animated short. Students involved in the senior film were mostly juniors and seniors coming from different academic departments, including Fine Arts, Engineering, and Computer Science. In the descriptive article, we gained further insights into the experience of group flow in a higher education setting. Several of the themes from the data resonated with the literature on group flow. Students working on the project had both project and people-oriented goals. They took initiative to solve problems and work through personal conflicts with group decisions, and made efforts to share their knowledge with other students. As group members communicated, they often validated and built off of others' ideas, putting the interests of the group above personal interests. In the same context, using the same methods, we were able to observe ways that student leads and teachers tried to enhance the group experience. Student leads and teachers made different contributions in that respect. Student leads contributed the actual project vision, breaking up the project into tasks for which students could volunteer and take initiative. Student leads also promoted friendship and communication within the group. Professors taught collaboration skills, and supported student initiatives. Professors also provided opportunities for students to collaborate across departments, while practicing collaboration between faculty members.

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This research, based on literature discussion related to issues on intraorganizational power, aims to discover the critical factors affecting the power of HR department within a firm and measure their causal relation as well as correlation through questionnaires. The questionnaires, being sent to any possible representative firms within each industry on our lists, were distributed in a convenient way. They mainly contain two sets of items, one for the HR department manager, another three for the line department manager. In the HR manager one, the questionnaires has 10 questions on HR departmental power index as dependent variable in our study; in the line manager one, it has 15, 5 and 5 questions on HR effectiveness, Top Management Support and HR Innovativeness respectively as independent variable. Based on our findings after statistical analysis, we conclude the followings: 1. As the HR effectiveness increases, the power of HR department does in the same. 2. As the Top Management Support increases, the power of HR department does in the same. 3. As the HR Innovativeness increases, the power of HR department does in the same.

Thesis (Ed. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 132-142). Also available on the Internet.

Thesis (Ed. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 132-142). Also available on the Internet.

published_or_final_version / Education / Master / Master of Education