Abstract Background Occupational Burnout is one of the greatest challenges affecting the labour markets today. It is mainly caused by prolonged stress exposure due to the psychosocial work environment and is nowadays the fastest growing cause of long-term sick leave in Sweden. It therefor affects both the society, organisation and individual. It is thus a managerial concern to manage and structure the organisations in a sustainable way that maximises the use of human resources, rather than burning them out.    Purpose The aim of the thesis is to investigate the high level of sick-leave or burnout due to organisational and managerial factors in the Swedish educational sector, by focusing on the role leadership, organisational and psychosocial work environment plays in preventing/causing employees’ burnout. The authors attempt to contribute knowledge on why theory may not match reality in this case, as statistics of sickleave due to stressrelated illness remains high. Methods In this qualitative study principals, administrators, and teachers of four public compulsory schools in Jönköping and Öckerö are interviewed. Using semi-structured interviews, data is gathered, coded and analysed in relation to modern research literature on the topic of burnout as well as Swedish Work Environment Authority guidelines, to spot key elements of positive and negative factors which have affected the stress situations of the schools’ employees. Several factors from organizational and leadership perspective are examined to assist organizations to avoid or prevent burnout.   Results Prevalence of high burnout rates in schools in the cases studied, was associated with recent large reorganization of employees and administration; weak and inefficient leadership which did not strive to build relationships and open communication with teachers; low integration between sectors and working groups; lack of support and monitoring of stressed employees; low ability of employees to contribute to their workplace environments; the shortage of budgets issued by municipality.   Conclusions 1.The reason sick leave related to stress and burnout is high in the cases studied, is that implementation of research and policy guidelines is lacking behind in schools which suffer from employee stress related issues. As well as the current management model of the public sector may not benefit to prevent employee burnout.   2. It is possible to avoid employee burnout through adjusting the management and organizational structure, as adaptations toward dealing with employees’ stress are showing a positive sign on preventing the development of burnout.

Made available in DSpace on 2016-04-25T16:45:11Z (GMT). No. of bitstreams: 1 Vicente de Paula Martins.pdf: 2066057 bytes, checksum: 8d26d9f0a4980656fa3b216d302cdba1 (MD5) Previous issue date: 2008-11-12 / The implementation and expansion of the shared services has taken prominent place in the current strategy of many corporations. This demonstrates the value and the success of an organizational model which presents as main advantages the reduction of costs and improvements on services for support and administrative processes. This dissertation will describe the implementation process used by a focal company we based on to develop this case study, we also make an analysis of the most critical points identified on the implementation process / A implantação e expansão dos centros de serviços compartilhados ocupam lugar de destaque na atual estratégia de muitas empresas. Isto demonstra o valor e o sucesso de um modelo organizacional que apresenta como principais vantagens a redução dos custos e a melhoria da qualidade dos serviços para os processos administrativos e de suporte. Essa dissertação tem o objetivo descrever para este modelo organizacional, também conhecido como shared services , o seu processo de implantação através da análise dos principais pontos críticos vivenciados por uma empresa focal utilizada como estudo de caso

Thesis focuses on the theory and practice of process analysis. The main objective of this paper is describing the theory of process analysis and its application at the Prague City Hall, particularly processes related to procurement. Thesis describes these processes and suggests their improvements. Thesis will also design the processes that relate to the procurement of City Hall. The work is divided into two parts. The first part deals with a purely theoretical basis of process analysis and the second (analytical) part is focused on the specific application of this knowledge on process analysis of the Prague City Hall, specifically on the processes related to procurement.

Kvinnor på ledande positioner är få i svenskt arbetsliv. Det finns ett växande intresse för att förstå vad detta kan bero på. Vilken roll spelar kvinnornas inställning till karriär? Vilken roll spelar familjen? Direkt och indirekt diskriminering mot kvinnor beskrivs och diskuteras, liksom kvinnors upplevelser av fördelarna med att vara kvinna i arbetet. Kvinnor i mansdominerade yrken och miljöer utvecklar speciella strategier för att hantera kopplingen mellan sin egen identitet som kvinnor och det faktum att de befinner sig i en minoritetssituation. Denna avhandling grundar sig på en undersökning om kvinnliga civilekonomers och civilingenjörers karriärutveckling. I tolkningen av resultaten används feministisk teori på området organisation. Kvinnornas situation i karriären synliggörs. Boken riktar sig till alla som är intresserade av området "kvinnor och karriär", till exempel kvinnor och män i arbetslivet, liksom organisationsforskare och kvinnoforskare. / <p>Diss. Stockholm : Handelshögskolan, 1992. Spikblad saknas</p>

Diversos escrits consideren l’entorn com un element important en l’obtenció d’un acompliment organitzatiu superior i, en aquesta relació, hi inclouen la innovació organitzativa com una variable mediadora. Alguns autors sostenen que no hi ha prou evidències d’aquesta mediació i, per tant, no es pot comprovar (Tidd, 2005; Han, Kim i Srivastava, 1998). En aquest context, aquesta tesi presenta un model conceptual de la innovació organitzativa com a variable mediadora entre l’entorn i l’acompliment organitzatiu, i sosté les característiques organitzatives i les estratègies de negoci com a variables moderadores entre la innovació organitzativa i l’acompliment organitzatiu. L’estudi es va realitzar a partir d’una mostra d’empreses de serveis. Els resultats indiquen que hi ha evidències d’una mediació parcial de la innovació, i es comprova que la innovació tècnica influeix significativament en l’acompliment organitzatiu –però no en la innovació administrativa–, cosa que reforça el plantejament que les empreses han de millorar la baixa percepció que tenen de la importància de la innovació administrativa per aconseguir un acompliment organitzatiu superior. / Diversos escritos consideran al entorno como un elemento importante en la obtención de un desempeño organizacional superior, e incluyen en esta relación a la innovación organizacional como una variable mediadora. Algunos autores sostienen que no hay suficiente evidencia de esta mediación y, por tanto, que no puede ser comprobada (Tidd, 2005; Han, Kim & Srivastava, 1998). En este contexto, esta tesis presenta un modelo conceptual de la innovación organizacional como variable mediadora entre el entorno y el desempeño organizacional, e incluye a las características organizacionales y estrategias de negocio como variables moderadoras entre la innovación organizacional y el desempeño organizacional. El estudio se realizó a partir de una muestra de empresas de servicio. Los resultados indican que existen evidencias de una mediación parcial de la innovación; y se comprueba que la innovación técnica influye significativamente en el desempeño organizacional, pero no así la innovación administrativa, lo que refuerza el planteamiento de que las empresas deben mejorar la baja percepción de la importancia de la innovación administrativa para conseguir un desempeño organizacional superior. / A number of authors contend that the environment is a significant element in obtaining superior organizational performance and include organizational innovation as a mediating variable in this relation. Others assert that there is not enough evidence that this mediation exists and as such, the relation cannot be proven (Tidd, 2005; Han, Kim & Srivastava, 1998). In this context, this thesis presents a conceptual model of organizational innovation as a mediating variable between the environment and organizational performance and includes organizational characteristics and business strategies as moderating variables between organizational innovation and organizational performance. The study was based on a sample of service companies. The results indicate that there is evidence that innovation generates partial mediation and technical innovation significantly influences organizational performance. This, however, is not the case of administrative innovation, which strengthens the assertion that companies should improve the low perception of the importance of administrative innovation to achieve superior organizational performance.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

Human Systems Integration Capstone / Approved for public release;distribution is unlimited. / In the United States Air Force (USAF), a system is generally thought of in terms of technology; but there are other types of systems supporting our warfighters. A system is “a group of related parts that move or work together” (Merriam-Webster, 2014), suggesting that systems can also be a compilation of human activities and interactions. One such system is the Air Force Medical Service (AFMS). The AFMS has been charged with the delivery of healthcare for the USAF. It is an organization within which there are many workplaces, and these are prototypical of workplaces in the USAF. The USAF currently has no framework for developing organizations. This capstone project took an inside look into the organizational structure of the Keesler Air Force Base’s Base Operational Medicine Cell (BOMC). By conducting a macroergonomic analysis, I was able to make recommendations for an effective and fully harmonized organizational design. Human systems integration (HSI) played a pivotal role in the evaluation of the Keesler BOMC, as Manpower, Personnel, and Training (MPT) are key drivers in the development of organizations. The results of this analysis lead to the development of BOMC requirements and subsequently HSI requirements for organizations, or an HSI Framework for Organizations.

The thesis is focused on strategic management in the company providing services. The target of thesis is analyze the current situation in the company and propose possible improvements. The main target is divide into intermediate target. The first target is chose suitable model of strategic management, the second target is use strategic methods to find inner and outer company´s surroundings. The third target is apply selected model of strategic management to company. The proposed strategy, require much work within the framework of its implementation, so the schedule of strategic operations, both in content and also in terms of the time orientation.

Submitted by Carlos Frederico Liberato Lopes (cfliberato@gmail.com) on 2014-08-15T18:47:50Z No. of bitstreams: 1 20140318 - Dissertação - VERSÃO BMHS.pdf: 1670724 bytes, checksum: 0054c487051753399c852faa412382fc (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2014-08-22T12:26:54Z (GMT) No. of bitstreams: 1 20140318 - Dissertação - VERSÃO BMHS.pdf: 1670724 bytes, checksum: 0054c487051753399c852faa412382fc (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2014-08-28T14:14:45Z (GMT) No. of bitstreams: 1 20140318 - Dissertação - VERSÃO BMHS.pdf: 1670724 bytes, checksum: 0054c487051753399c852faa412382fc (MD5) / Made available in DSpace on 2014-08-28T14:17:18Z (GMT). No. of bitstreams: 1 20140318 - Dissertação - VERSÃO BMHS.pdf: 1670724 bytes, checksum: 0054c487051753399c852faa412382fc (MD5) Previous issue date: 2014-02-28 / Na realização deste trabalho foi utilizado o método de estudo de caso para estudar uma grande instituição financeira pública brasileira que decidiu substituir a estrutura organizacional funcional de projetos por outra que pudesse ser compartilhada por outras unidades organizacionais. Esta pesquisa analisa o desempenho desta unidade compartilhada de projetos, uma organização matricial de projetos, criada como um centro de serviços compartilhado. A concentração dos projetos neste centro buscou dentre os benefícios esperados em outros centros de serviço compartilhado a melhoria de desempenho dos projetos, quanto a maior pontualidade, melhor planejamento, controle dos atrasos e maior dedicação aos projetos. Porém não havia indicadores para verificação da melhoria após a implantação deste novo arranjo organizacional e, portanto, não era possível afirmar que seu desempenho havia melhorado conforme esperado. Foram então utilizados novos indicadores que permitiram efetuar o diagnóstico do desempenho dos projetos antes e depois da mudança organizacional. Para isto foram utilizadas as informações dos relatórios de acompanhamento do Escritório de Projetos do período de 2009 a 2013 para obtenção de indicadores de eficiência, eficácia e efetividade. Estes indicadores permitem afirmar que esta unidade compartilhada de projetos é mais eficiente, mais eficaz e mais efetiva que a estrutura organizacional funcional anterior quanto a maior pontualidade, melhor planejamento, menores atrasos e maior dedicação aos projetos. / In this work we used the case study method to study a large Brazilian public financial institution decided to replace the functional organizational structure for other that could be shared by other organizational units. This research analyzes the performance of this shared unit designs, a matrix organization of projects, created as a shared service center. The concentration of projects in this center sought expected among other shared service centers to improve project performance, as the greatest punctuality, better planning, control delays and greater dedication to project benefits. But there were no indicators for verification of improvement after the implementation of the new organizational arrangement and therefore it was not possible to say that their performance had improved as expected. New indicators were then used to make the diagnosis allowed the performance of projects before and after organizational change. For this information in the monitoring reports of the Project Office for the period 2009-2013 to obtain indicators of efficiency, efficacy and effectiveness were used. These indicators allow us to affirm that this shared drive projects is more efficient, more effective and more effective than previous functional organizational structure and the more timely, better planning, reduced delays and greater dedication to projects.

Submitted by ORLANDO MARTELLO JUNIOR (orlandomj@uol.com.br) on 2016-10-05T01:47:24Z No. of bitstreams: 1 Dissertação.pdf: 1588971 bytes, checksum: 4949e14c1abe176979f453c6cefe240c (MD5) / Rejected by Fabiana da Silva Segura (fabiana.segura@fgv.br), reason: Boa Tarde, Orlando O trabalho só poderá ser submetido após e-mail da Professora Cibele informando o novo titulo,(conforme informado no e-mail que enviei da versão final) sem e -mail não posso aprovar a submissão on 2016-10-05T17:39:56Z (GMT) / Submitted by ORLANDO MARTELLO JUNIOR (orlandomj@uol.com.br) on 2016-10-05T21:54:09Z No. of bitstreams: 1 Dissertação.pdf: 1588971 bytes, checksum: 4949e14c1abe176979f453c6cefe240c (MD5) / Approved for entry into archive by Fabiana da Silva Segura (fabiana.segura@fgv.br) on 2016-10-05T21:57:20Z (GMT) No. of bitstreams: 1 Dissertação.pdf: 1588971 bytes, checksum: 4949e14c1abe176979f453c6cefe240c (MD5) / Made available in DSpace on 2016-10-06T11:16:58Z (GMT). No. of bitstreams: 1 Dissertação.pdf: 1588971 bytes, checksum: 4949e14c1abe176979f453c6cefe240c (MD5) Previous issue date: 2016-09-13 / The initial objective of this thesis was to analyze the organizational structure conceived for the implementation of Results-Based Management by the city of Osasco, in particular in its sectoral units (called 'Local Offices'), which is the main communicative link between the municipal departments and the Department of Planning and Management (SEPLAG) on issues relating to strategic management. It was further noticed that there existed a need to expand the scope of this research, since the sectional units were not sufficiently implemented, a broader discussion of the relationship and the dialogue between SEPLAG and the sectoral bodies was recognized as being indispensable. As a method, a qualitative study of case was used, combining theoretical analysis with empirical investigation. Semi-structured interviews with employees of the Departments of Planning and Management, Works and Services and Health were conducted. After reviewing the bibliography and further literature, the current stage of the debate on the New Public Management and human resources management in the public sector was revealed, especially in the contexts of Results Oriented Management. As a reference of innovative experiments, two case studies were used, one national, the 'Minas Gerais Management Shock', and the other international, the 'Unit of the Prime Minister's Delivery' of the United Kingdom. The diagnosis was built based on a problems tree analysis, which pointed out the main factors contributing to the central problem, which was found to be the low implementation and institutionalization of the management system for results in the sectoral units. In the end, proposals to overcome the central problem were drawn up as well as the presentation of suggestions about the appropriate profiles for the components of the sectoral units were revealed. / O objetivo inicial desta dissertação foi analisar a estrutura organizacional idealizada para favorecer a implementação da Gestão por Resultados (GpR) na Prefeitura Municipal de Osasco, em especial a estrutura dos órgãos setoriais (denominados 'Escritórios Locais'), principal elo de interlocução das secretarias-fins com a Secretaria de Planejamento e Gestão (SEPLAG) em temas relativos à gestão estratégica. Posteriormente, verificou-se a necessidade de ampliação do escopo da pesquisa, em virtude da constatação de que os Escritórios Locais não estavam suficientemente implementados, sendo imprescindível uma discussão mais ampla sobre a relação e a interlocução da SEPLAG com os órgãos setoriais. O método utilizado foi o estudo de caso qualitativo, que permite conjugar análise teórica com investigação empírica. Foram realizadas entrevistas semiestruturadas com servidores da SEPLAG, da Secretaria de Serviços e Obras e da Secretaria de Saúde. A revisão bibliográfica revelou o atual estágio do debate em torno da Nova Gestão Pública e da gestão de pessoas no setor público, especialmente em contextos de GpR. Como referências de experiências inovadoras, utilizaram-se dois estudos de caso: um nacional, o 'Choque de Gestão de Minas Gerais', e um internacional, a 'Unidade de Entrega do Primeiro-Ministro' do Reino Unido. Elaborou-se o diagnóstico com base em uma árvore de problemas, que indicou os principais fatores que concorriam para o problema central, a baixa implementação e institucionalização do sistema de GpR nos órgãos setoriais. Ao final, formularam-se propostas para a superação do problema central, bem como apresentaram-se sugestões sobre os perfis adequados para os componentes das estruturas organizacionais setoriais.