The topic of this research is to explore to what extent innovation and new product development (NPD) are managed with formal and informal control mechanisms respectively and in combination in five international food industry companies. The topic deals with finding an understanding of controlling innovation processes which require freedom to some extent but at the same time are to be managed in order to keep track of the resources. Cases’ selection was designed to bring variation and catch the complexity of the phenomenon by studying one prime case and validating the results with four minor case companies’ results. The findings of the study indicate that first of all formal and informal control mechanisms coexist and interact and secondly that a more informal and personalized take is beneficial in R&D settings.

One of the contributing factors to the current nursing shortage is job dissatisfaction due to conflict in the workplace. In order to develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. This study tested a theoretical model linking antecedent variables (core self-evaluation, complexity of nursing care, unit size, interactional justice, managerial support, unit morale) to intragroup conflict, followed by conflict management, and ultimately, job stress and job satisfaction. A predictive, non-experimental design was used in a random sample of 277 acute care nurses in Ontario. Structural equation modeling techniques were used to analyze the hypothesized model. Final analysis revealed relatively good fit of data to the hypothesized model (Chi-square = 211.7, df = 80, CFI = .92, RMSEA=0.07). Lower core self-evaluation, higher complexity of nursing care, lower interactional justice, and poor unit morale resulted in higher intragroup relationship conflict, and ultimately a less ‘agreeable’ conflict management style, higher stress and job dissatisfaction. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress also had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. The study results suggest that conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. Nurses’ core self-evaluations, complexity of nursing care and relationships with managers and nursing colleagues influences the level of conflict they experience. How nurses manage conflict may not prevent the negative effects of conflict on job stress and job satisfaction, however learning to manage conflict using collaboration and accommodation may help nurses feel more satisfied with their jobs. In addition, education programs that contribute to an individual’s ability to feel more confident about their ability to manage conflict may help them cope more effectively with the stress generated by conflict.

One of the contributing factors to the current nursing shortage is job dissatisfaction due to conflict in the workplace. In order to develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. This study tested a theoretical model linking antecedent variables (core self-evaluation, complexity of nursing care, unit size, interactional justice, managerial support, unit morale) to intragroup conflict, followed by conflict management, and ultimately, job stress and job satisfaction. A predictive, non-experimental design was used in a random sample of 277 acute care nurses in Ontario. Structural equation modeling techniques were used to analyze the hypothesized model. Final analysis revealed relatively good fit of data to the hypothesized model (Chi-square = 211.7, df = 80, CFI = .92, RMSEA=0.07). Lower core self-evaluation, higher complexity of nursing care, lower interactional justice, and poor unit morale resulted in higher intragroup relationship conflict, and ultimately a less ‘agreeable’ conflict management style, higher stress and job dissatisfaction. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress also had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. The study results suggest that conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. Nurses’ core self-evaluations, complexity of nursing care and relationships with managers and nursing colleagues influences the level of conflict they experience. How nurses manage conflict may not prevent the negative effects of conflict on job stress and job satisfaction, however learning to manage conflict using collaboration and accommodation may help nurses feel more satisfied with their jobs. In addition, education programs that contribute to an individual’s ability to feel more confident about their ability to manage conflict may help them cope more effectively with the stress generated by conflict.

Šiame darbe buvo aptartas menkavertiškumo jausmas, jo kompensavimas bei svarba pedagoginiame kontekste. Taip pat aptartas pasitenkinimas darbu, pristatyti jį įtakojantys veiksniai bei pagrindinės teorijos. Darbe pristatyta streso samprata, pedagogų stresogeniniai įvykiai bei pagrindiniai modeliai. Be to pateiktas pedagoginio darbo specifiškumas, pedagogo darbo stiliaus samprata bei sąveikos su mokiniu ypatumai. Šio darbo pagrindinis tikslas yra atskleisti pedagogų lyginamojo menkavertiškumo jausmo svarbą pasitenkinimui darbu, stresogeninių įvykių patyrimui bei klasės valdymo stiliui remiantis individualiosios psichologijos principais. Atliktas tyrimas, kurio metu ištirta 103 pedagogai ( amžiaus vidurkis 43m., pedagoginio darbo stažo vidurkis 20m.). Iš jų 8 vyrai bei 94 moterys. Atlikus duomenų analizę paaiškėjo, jog pedagogų tarpe yra stebimas vidutinis arba žemas menkavertiškumo lygmuo. Tačiau pedagogų menkavertiškumo jausmas n��ra susijęs nei su amžiumi nei su jų pedagoginio darbo stažu. Taip pat pastebėta, jog menkavertiškumo jausmas demografinių rodiklių tokių kaip gimimo eiliškumas yra universalus, tai yra būdingas visoms grupėms. Pedagogų pasitenkinimas darbu nustatytas pakankamai aukštas bei pastebėta, jog pedagogai iki 12 metų augę kartu su abiem tėvais linkę jausti didesnį pasitenkinimą darbu. Taip pat nustatyta, jog pedagogai savo darbe patiria vidutinę stresogeninių įvykių įtampą, tačiau su demografiniais rodikliais sąsajų nepastebėta. Dominuojantis pedagogų... [toliau žr. visą tekstą] / There was analyzed inferiority feeling and it‘s compensation. Also there was a discussion about teacher‘s work satisfaction, it‘s elements and the main theories. Furthermore there was aded the conception of stress, teacher‘s stressful events and teacher‘s stress models either teacher‘s work realities, classrom management styles and teacher-child interaction were aded as well. The purpose of this work is to disclose the importance of teacher‘s inferiority feeling for their work satisfaction, intensity of stressful life events and classroom management style in the frame of individual psychology. Respondents were 103 teachers with 43 years average of age and 20 years of work experience. The sex distrubution was 8 males and 94 females. Results have shown that there is observable feeling of inferiority among teachers. However any correlations between inferiority feeling, age and work experience have been observed. There was noticed that inferiority feeling is universal with regard to demographic variables that is typical for all groups. Also results have shown that teachers are satisfied with their work and also teachers who have been living with their both parents till age of 12 are more satisfied with their work. Furthemore was noticed that intensity of teacher‘s stressfull events are at medium level. Classroom management style Understading is dominant among teachers. Whereas any differences in using classroom management styles with regard to demographic variables and... [to full text]

Magistro baigiamajame darbe išanalizuotas naujų darbuotojų socializacijos procesas privačioje ir viešojo sektoriaus organizacijose. Darbe nagrinėjama socializacijos samprata, vertinami socializacijos procesai organizacijoje ir socializacijos etapai bei aplinkos veiksniai, turinys įtakos naujų darbuotojų socializacijos procesui: kolektyvinio valdymo ir organizacinės kultūros formavimo svarba, mentoriaus įtaka, valdymo stiliaus reikšmė. Aptariamos socializacijos taktikų organizacijoje naudojimo galimybės. Tiriamojoje dalyje įvertintas socializacijos proceso sėkmingumas bei jo tobulinimo poreikis dviejose organizacijose, iškeltos socializacijos proceso organizavimo problemos bei pateikiamos rekomendacijos, kaip tokias problemas galima išspręsti. Pagrindiniai žodžiai: Organizacinė kultūra, valdymo stilius, išankstinė socializacija, adaptacija, integracija. / Socialization process of new employees in private and public sector organizations are analyzed in this master’s work. The paper examines the concept of socialization, socialization processes in organization, socialization stages and environmental factors affecting the socialization process for new employees: the importance of collective management and organizational culture developing, impact of mentor and management style values. Socialization tactics and its development opportunities are discussed in this work. The process of socialization success and its need for improvement in organizations are evaluated in exploratory part. Also there are initiated problems of the process of socialization in organizations and recommendations on how such problems can be resolved are provided. Key words: Organizational culture, management style, anticipatory socialization, adaptation, integration.

This study aims to analyze the perception of the active UFSM servers in relation to QVT through the actions developed by the Coordination of Health and Quality of Life Server - CQVS. It has been observed that over the years the Institution is investing in QVT for it servers, therefore demanding an extensive review of these actions from the point of view of the servers. Within this context, this study presents a quantitative and qualitative descriptive approach to the problem. As technical procedure is based on the study of case of the study unit Federal University of Santa Maria, a Federal Education Institution multicampus, located in the cities of Santa Maria (campus office), Frederico Westphalen, Palmeira das Missões, Silveira Martins and most recently Cachoeira do Sul, reaching a population of teachers and Technical Administrative servers in Education - TAE 4,686 servers. Data collection was through document analysis, participant observation and questionnaire consisting of three parts: the first for the socio-demographic profile of respondents, followed by closed questions according to the QVT model Walton (1973) and the third part with specific issues related to actions undertaken by CQVS. The processing and analysis of data were first reviewed and coded numerically and introduced in Windows Excel software and later analyzed with the help of Statistical Package for Social Sciences - SPSS. Also statistics and frequency analysis related to variables surveyed were held. With the results an action plan was proposed containing activities related to quality of working life in order to contribute to the improvement of activities in compliance with the demands of servers. It stands out in this plan a periodic disclosure on CQVS and dissemination of their actions in the UFSM and Progep sites, create a visitation committee at UFSM, conduct periodic QVT surveys in the institution and create manual regarding the duties and offered services to servers by the Coordination, among other actions presented in this study. / O presente estudo objetiva analisar a percepção dos servidores ativos da UFSM em relação à QVT por meio das ações desenvolvidas pela Coordenadoria de Saúde e Qualidade de Vida do Servidor CQVS. Tem-se observado que ao longo dos anos a Instituição tem investido em QVT para os servidores, sendo necessária uma avaliação ampla dessas ações do ponto de vista dos servidores. Inserido neste contexto, o presente estudo de caráter descritivo apresenta uma abordagem quantitativa e qualitativa do problema. Como procedimento técnico baseia-se no estudo de caso como unidade de estudo a Universidade Federal de Santa Maria, uma Instituição Federal de Ensino multicampus, situados nas cidades de Santa Maria (campus sede), Frederico Westphalen, Palmeira das Missões, Silveira Martins e recentemente Cachoeira do Sul, atingindo uma população de servidores docentes e Técnico-Administrativos em Educação TAE de 4.686 servidores. A coleta de dados se deu por meio de análise documental, observação participante e questionário composto de três partes: a primeira para o perfil sóciodemográfico dos respondentes, seguida de questões fechadas de acordo com o modelo de QVT de Walton (1973) e a terceira parte com questões específicas relativas às ações desenvolvidas pela CQVS. O tratamento e análise dos dados, inicialmente foram revisados e codificados numericamente e lançados no software Windows Excel e posteriormente analisados com o auxílio do programa Statistical Package for the Social Sciences SPSS. Também foram realizadas análises estatísticas e de frequência relacionadas às variáveis pesquisadas. Com os resultados obtidos foi proposto um plano de ação contendo atividades voltadas a qualidade de vida no trabalho com o intuito de contribuir com o aperfeiçoamento das atividades desenvolvidas em atendimento as demandas dos Servidores. Destaca-se neste plano a divulgação periódica sobre a CQVS e a divulgação das suas ações nos sites da UFSM e PROGEP, criar uma comissão de visitação na UFSM, realizar pesquisas periódicas sobre QVT na Instituição e criar manual sobre as atribuições e serviços oportunizados aos servidores pela Coordenadoria, além de outras ações apresentadas neste estudo.

Diplomová práce se zaměřuje na zefektivnění procesu řízení ve vývoji softwaru, a to integrováním agilní metodiky Scrum do projektu. Navrhnuté řešení obsahuje stěžejní principy a součásti metodologie a jejich konkrétní doporučenou aplikaci v projekte ABC v soulade s jeho specifikami.

Purpose: The purpose of this study was to explore the way(s) in which family management of childhood asthma is affected by contextual influences as described in the Family Management Style Framework (FMSF) and to explore additional factors that affect family asthma management. Specific Aims: The specific aims of this study were 1) to describe the everyday experiences of childhood asthma management within families, 2) to explore the way(s) in which family management of childhood asthma is affected by contextual influences (social network, care providers & systems and resources) as described in the FMSF, and 3) to explore additional sociocultural factors (supported by the literature but not currently described in the FMSF) that affect asthma management in families. Framework: The Family Management Style Framework guided this study. Design: A qualitative descriptive design was used to gather data from a purposive sample of female primary caregivers. Demographic data were collected, and individual interviews were conducted using a flexible interview guide. Results: The findings support the contextual influences as described in the FMSF. An additional three contextual themes were identified: environment, emerging threats to health and work-life conditions. The themes are interrelated demonstrating the complexity of asthma management. Conclusion: Family management of asthma is challenging and complex. The findings move towards understanding the connection between family asthma management and the social determinants of health. Nurses can support families managing childhood asthma by considering each of the contextual influences when planning interventions and working on policy initiatives that support the health of children with asthma.

Previous research has analyzed the relationship of several fund characteristics to fund return, whether a higher fund fee results in a higher fund and if fund characteristics such as active management style, fund risk and fund size are contributing factors to a higher fund return. As previous empirical research has reported mixed results and has mainly studied the American fund market. Therefore, this study aimed to investigate whether there was a statical and significant relationship between the fund's return, annual fee, risk, size and management style for equity funds in Sweden, Norway, Finland, and Denmark over a five and ten-year period. The study is based on a quantitative method with a deductive approach which involves the collection of numeric and secondary data from Morningstar's database. The data has then been processed in a correlation- and regression analysis to analyze the relationship between fund return and the fund characteristics. Based on the results the study found a statistically significant relationship between the fund's return and funds risk for five years, the fund's size,the annual fee for five and ten years. The fund's risk for five years was insignificant as was the management style for five and ten years.

The purpose of this study was to examine the relationship between perceived availability of opportunities for promotion, training, career progression, existing management style and voluntary staff turnover intention among the nurses working in Mengo Hospital. A quantitative, descriptive correlational design was used. Data collection was done using structured questionnaires. Full time staff nurses (N= 235) were surveyed. The findings revealed that all the four variables were significantly and negatively correlated to the intention to leave and predicted 16.8 percent of the variance in intention to leave scores. Management style was the strongest predictor of intent to leave (14.5%). Nurses perceiving their managers as participatory had lower intention to leave. To retain qualified personnel, hospital administrators should focus on participative management style and career development programs that address the needs of the staff and the hospital / Public Health / M.A. (Public Health)