W. Edwards Deming/s management philosophy of continuous improvement, TQM, has gained attention in the public and private sectors as a means of resolving the "crisis" in modern American organizations. TQM's effectiveness is dependent on its principled implementation. As an imbalanced perspective, the hyper-rational masculine conventional management wisdom has thwarted real organizational innovations by limiting methods, techniques, and actions to its frame of assumptions. A radically different set of assumptions or world view, the feminine perspective, is needed to provide balance and to create the possibility of true innovation that can lead to resolution of the crisis faced by American organizations. Jungian psychoanalytic understanding of psyche structure, development, and the dynamics of repression provide the theoretical framework for understanding the importance of a principled implementation of TQM. This principled implementation will avert an masculine warping of TQM and will provide a means of balance between the masculine and feminine principles. Critical analysis of documentation and literature reveals clear evidence of TQM's congruence with the feminine principle and its potential for radical change in organizations and society. / Ph. D.

Despite their continuing importance to the UK economy and their employment of significant numbers of workers from a range of professions, the utilities have received scant attention from critical scholars of work. This neglect represents a missed opportunity to examine the impact of nearly twenty years of privatisation and marketisation on workers, their jobs and their unions. This thesis aims to make a contribution to knowledge here by investigating, contextualising and explaining changes in the labour processes of a privatised utility in the United Kingdom. The research is informed by oral history methods and techniques, rarely adopted in industrial sociology, and here used alongside labour process theory to reconstruct past experiences of work. Drawing on qualitative data sets, from in-depth interviews with a cohort of employees who worked continuously over three decades at the research site, British Gas’s Granton House, and on extensive company and trade union documentary evidence the research demonstrates how British Gas responded to restrictive regulation and the need to deliver shareholder value by transforming pre-existing forms of work organisation through introducing call centres. The call centre provided the opportunity for management to regain control over the labour process, intensify work and reduce costs. In doing so, the study identifies the principal drivers of organisational change, documents the process of change evaluates the impact on workers’ experience. Thus, as a corrective to much recent labour process theory the research offers both an ‘objective’ and ‘subjective’ account of change over an extended time. The contrast between workers’ experience of working in the clerical departments and in the call centre could not be starker. Almost every element of work from which workers derived satisfaction and purpose was abruptly dismantled. In their place workers had to endure the restrictive and controlling nature of call centre work. The relative absence of resistance to such a transformation is shown to be a consequence of failures in collective organisation, rather than the totalisation of managerial control, as the postmodernists and Foucauldians would have it.

Thesis (Ph. D.)--Boston College, 1999. / Includes bibliographical references (p. 221-229) and index.

<p>This quantitative survey study explored relationships between a law enforcement supervisor's personal characteristics and the attitude a supervisor had towards the Critical Incident Stress Management (CISM) program. The study solicited law enforcement supervisors (<i>n</i> = 6635) who were graduates of the Federal Bureau of Investigation's National Academy (FBINA). A modified survey instrument assisted in the collection of demographic data and the assessment of attitudes towards the CISM program. Descriptive statistics and inferential statistics in the form of an analysis of variance (ANOVA) statistical test and a multiple regression analysis that used a backwards-stepwise format assisted in the examination of the collected data. The results indicated time away from the duties of a line-level patrol officer, investigator, or detective, and time in law enforcement shared a weak relationship with a supervisor's attitude towards the CISM program. More specifically, the longer the time span for each, the more positive the supervisor's attitude should be towards the program. Unfortunately, while these variables may have been deemed significant, the results are virtually meaningless since the model resulted in only two percent of the variance in attitude. Although the study's findings only indicated a weak link between a law enforcement supervisor's characteristics and the attitude a supervisor has towards the CISM program, it also showed supervisors within the study overwhelmingly supported the program. Knowing this support exists could still provide stress management program managers with invaluable insight, as processes are developed to mitigate critical incident stress in law enforcement. </p>

Thesis (Ph.D.) - Carleton University, 2005. / Includes bibliographical references (p. 301-313). Also available in electronic format on the Internet.

Thesis (Ph.D.)--University of Wollongong, 2008. / Typescript. Includes bibliographical references: leaf 160-164.

Thesis (M. Admin. (Labour relations))-University of Pretoria, 2004. / Summary in English. Includes bibliographical references. Available on the Internet via the World Wide Web.

M.A. / Through experience and interviews held with industrial social workers and because of changes in the environment, it was found that the industrial social worker is unsure of what is expected of him/her and of the direction in which the profession is going. The future and priorities are vague and there is uncertainty regarding how to prepare for it. The aim of this study is to define the role and function of the industrial social worker as it currently exists in the industrial environment and to provide a future scenario for industrial social work ...

Die vorliegende Arbeit greift ein im bibliotheks- und IuK-wissenschaftlichen sowie im fachprofessionellen Diskurs bisher weitgehend vernachlässigtes, aber immer bedeutsameres Thema auf: das vertikale soziale Geschehen in der Arbeitsorganisation ?wissenschaftliche Bibliothek". Die Absicht der Untersuchung lag darin, einen Zusammenhang zwischen dem Interaktionsverhalten der Leitungspersonen einerseits und der Mobilisierung von Leistungs- und Innovationspotentialen bei den Mitarbeiterinnen und Mitarbeitern andererseits auszumachen. Es geht damit genaugenommen um die Funktionsfähigkeit dieses Typs von Informationseinrichtung vor dem Hintergrund eines zunehmenden Wandlungs- und Innovationsdrucks, der gespeist wird durch Reduzierung bei den Zuwendungen und Ressourcen, durch wachsende Kundenansprüche an Leistungsfähigkeit und Dienstleistungsqualität und nicht zuletzt durch den rasanten technologischen Wandel (Stichworte: Digitalisierung und Vernetzung). Wandlung und Innovation werden hier nicht nur als technologische Modernisierung verstanden und auf technische oder lediglich formal-organisatorische Maßnahmen reduziert. In den Blick genommen werden vielmehr die Akteure, deren Umgang und Einstellungen, Verhalten und Wahrnehmungen. Die Nutzung von Forschungsergebnissen aus verschiedenen Fachdisziplinen (voran Betriebs- und Organisationssoziologie, Managementlehre, Arbeitspsychologie und Kommunikationswissenschaften) lieferte den theoretisch-systematischen Zugang zur Deskription und Analyse des innerorganisatorischen Sozialgeschehens. Als dessen Basiskonstituenten konnten für die wissenschaftlichen Bibliotheken Kommunikation, Partizipation, Autonomie, Konflikt sowie Motivation und Kooperation identifiziert werden. Das Betriebsklima bildete - theoretisch wie empirisch hergeleitet - den geeigneten Indikator für die sozio-emotionale Qualität der Interaktionen und den Zusammenhang zwischen Leitungsverhalten, sozialem Geschehen und Erreichen des Organisationszwecks. Eine historische Betrachtung der Fachwissenschaft und -kommunikation ergab: Lediglich einige weitsichtige Vertreter der Profession wie Joachim Stoltzenburg hatten wesentliche Komponenten und Konsequenzen der Entwicklung für das Bibliothekswesen frühzeitig erkannt und aufgegriffen und deren soziale und soziologische Dimension gegen den vorherrschenden Konsens und Zeitgeist in der Fachprofession artikuliert. Ansonsten blendet(e) die - ohnehin spärliche - "Reform"-Diskussion die Interaktionsebene in der Arbeitsorganisation Bibliothek bis heute weitgehend aus. In der empirischen Untersuchung selbst kam ein Methodenmix zum Einsatz, der mehrere Qualitätskriterien sicherstellen sollte: Das gemischt qualitativ-quantitative Erhebungsinstrument diente der breiten Absicherung der Ergebnisse und deren fundierter Interpretation. Das Prinzip von Wahrnehmung und Gegenwahrnehmung in Form der Selbsteinschätzung der Leitungspersonen und deren Fremdeinschätzung seitens der Mitarbeiterschaft zielte auf größtmögliche Wirklichkeitsnähe und Konkretion. Mit dem regionalen Bezugsfeld und dem genau definierten Gegenstandsbereich der Untersuchung wurde nahezu eine repräsentative Vollerhebung für diesen Typus von Bibliotheken im Raum Berlin möglich. Die Einteilung in verschiedene Betriebsklima-Klassen erlaubte schließlich weitreichende komparative Schlüsse. Auf höchstaggregierter Ebene der Datenanalyse zeigte sich eine deutliche Trennlinie zwischen zwei (Arbeits-)Welten: der in den Bibliotheken mit gutem und jener in den Einrichtungen mit durchschnittlichem oder schlechtem Betriebsklima. Für die zentrale Frage, welches Leitungsprofil die Leistungs- und Innovationspotentiale der Beteiligten bestmöglich zu mobilisieren imstande ist, ergab sich: Transparentes, kommunikativ-partizipatives Verhalten der Leitungspersonen,deren fachliche Egalisierungs- und Kooperationsfähigkeit,deren Einhalten der formalen Positionsmacht,deren explizit leistungs- und innovationsorientiertes Verhalten mit entsprechenden Zielvorgaben sowiederen Konfliktsensibilität und -fähigkeit bedingen in hohem Maße das Engagement der Mitarbeiterinnen und Mitarbeiter, ebenso deren Identifikation mit und innovationsorientierte Einstellung gegenüber ?ihrer" Einrichtung. Allgemein - und unabhängig von diesen Befunden mit Bezug zum Betriebsklima - gilt für die Mehrheit aller Mitarbeiterinnen und Mitarbeiter: Ihr Tätigkeitsprofil ist strukturell durch hochgradig segmentierte Werkstückbearbeitung und Innendienstorientierung geprägt. Sie verfügen über ausgesprochen liberale Arbeitsbedingungen, hohe Gestaltungsautonomie innerhalb ihres (eingegrenzten) Arbeitsbereichs und geringe Aufstiegs- oder materielle Gratifikationsmöglichkeiten als Leistungsanreize. Entsprechend hoch ist ihre intrinsische Motivation zu bewerten. Für die Leiter und Leiterinnen gilt unabhängig vom Betriebsklima, daß ihren Handlungsspielräumen strukturell (Stichworte: starre Arbeitsorganisation, öffentlicher Dienst) und budgetär (Stichwort: geringe Investitionsmittel) enge Grenzen gesetzt sind. Im Ergebnis plädiert die Untersuchung für einen Paradigmenwechsel im (Selbst-)Verständnis zeitgemäßer funktionaler Leitungstätigkeit im wissenschaftlichen Bibliothekswesen und verwandten/angrenzenden Dienstleistungsbereichen: Leitungskompetenz ist unabdingbar als eine Mischung aus Fach-, Management- und Sozialkompetenz zu begreifen. Hieraus folgen Konsequenzen für Wissenschaft und Praxis: Professionelle Qualifizierung der sozialen Kompetenzen und Fertigkeiten zur Wahrnehmung und Ausfüllung der Leitungsfunktion ist systematisch zu entwickeln, in die Aus- und Weiterbildung zu implementieren und in der Praxis der Einrichtungen sicherzustellen. / Management and Cooperation in Research Libraries of Berlin The present work addresses an increasingly important-but hitherto largely neglected-topic in library science, in the field of information and communication, and among professional librarians: vertical social interaction in the research library as a work system. The intention behind this study was to find out in what way interaction between managers and their subordinates is linked to the latter group's job performance and innovativeness. With pressure to change and innovate being steadily increased by reduced subsidies, dwindling resources, growing customer demands for efficiency and quality service, and headlong technological change such as digitalization and networking, this dissertation presents an inquiry into the ability of this type of informational facility to function. Change and innovation are not understood in this analysis only as technological modernization and are not reduced to technical or merely formal organizational measures. Instead, the focus is on the actors and their attitudes, social behavior on the job, and perceptions. Research results from a variety of disciplines (especially industrial and organizational sociology, management theory, human-factors engineering, and communication sciences) provided the systematic, theoretical basis for describing and analyzing the social interaction that takes place within an organization. Communication, participation, autonomy, conflict, motivation, and cooperation were identified as the basic constituents of those dynamics in research libraries. Theoretically and empirically, the work climate served as the appropriate indicator of the socioemotional quality of interaction and was the link between managers' behavior, social interaction, and achievement of the organization's purpose. A historical review of library science and communication shows that only a few far-sighted librarians, such as Joachim Stoltzenburg, quickly recognized and discussed key components of development and their implications for library management. Articulating the social and sociological dimension of these facets, such thinkers argued against the Zeitgeist and prevailing consensus of their contemporaries in the profession. Apart from such efforts, however, social interaction in the library as a work system has continued to be a subject largely ignored in discussions of "reform" in this area, an exchange that has been meager in other respects as well. For reasons of quality control, a number of methods were used in the empirical part of the study. The survey itself consisted of both qualitative and quantitative elements in order to lay a broad, solid basis for generating and interpreting results. To ensure that the data was as realistic and well-founded as possible, the principle of comparing subjective and objective perception was observed by having managers assess themselves in addition to having them assessed by their colleagues. The study's regional scope and sharply defined subject of investigation made it possible to conduct a representative survey that included nearly every library of this type in the federal state of Berlin, Germany. At the highest level of aggregation, data analysis showed a distinct demarcation between two worlds of work: one in libraries with an agreeable working atmosphere, the other in libraries with an average or poor working atmosphere. In answer to the central question of which management style is best able to enhance the job performance and innovativeness of the participants, it was found that their commitment to, identification with, and innovativeness on behalf of "their" organization was greatly conditioned by the managers' transparent, communicative, participatory behavior,ability to interact and cooperate as equals with their subordinates in professional matters,observance of their formal authority,explicit meritocratic and innovation-minded behavior when accompanied by appropriate targets, andsensitivity to and ability to deal with conflict. Irrespective of these findings on work climate, it was generally true that most of the nonmanagerial employees in the study performed activities characterized by very segmented processing of materials and an orientation to office work. They had decidedly liberal working conditions and wide latitude to organize their own, albeit narrowly circumscribed, sphere of work, but they had little opportunity for advancement or material gratification. Nevertheless, their intrinsic motivation was high. Regardless of work climate, the scope for action by the managers in the study was severely restricted by structural factors (rigid work systems, public service) and budgetary constraints (low level of investment). Ultimately, the study is a call to change the paradigm of the way in which contemporary functional management activity is understood in the field of research libraries and related service areas. It is essential for managerial competence to be grasped as a blend of technical, managerial, and social expertise. The implications for both research management and practice in libraries in general are that social competencies and skills for perceiving and performing managerial functions should be systematically developed in a professional manner, made part of basic and advanced training, and routinely practiced in research libraries.

This study examines the recovery process of businesses in Homestead, Florida after Hurricane Andrew in 1992. The goal of this study was to determine which organizational characteristics were useful in predicting the level of physical damage and the length of time to reopen for affected businesses. The organizational characteristics examined were age, size, pre-disaster gross sales, ownership of the business location, membership in the Chamber of Commerce, and property insurance. Three-hundred and fifty businesses in the area were surveyed. Because of the complexity of the recovery process, the disaster experiences of businesses were examined using three paradigms, organizational ecology, contingency theory, and configuration theory. Models were developed and tested for each paradigm. The models used the contextual variables to explain the outcome variables; level of physical damage and length of time to reopen. The SIC was modified so that it could form the framework for a taxonomic examination of the businesses. The organizations were examined at the level of division, class, subclass, and order. While the taxa and consistent levels of physical damage, the length of time needed to reopen varied greatly. The homogeneous level of damage within the groups is linked to similarity in assets and transformation processes. When examined using the contingency perspective, there were no significant relationships between the level of physical damage and the contextual variables. Only predisaster gross sales and level of physical damage had moderate strength associations with the length of time to reopen. The configuration perspective was applied by identifying clusters of organizations using the contextual variables. Clusters were identified and examined to determine if they had significantly different disaster experiences. The clusters varied significantly only by the length of time to reopen. The disaster experience of businesses is conceptualized as a process of accumulation-deaccumulation-reaccumulation. The level of physical damage is driven by selection while the lenght of time to reopen is determined by both adaptation and selection.