This purpose of the study was twofold: to create and assess factors affecting organizational preparation for change and to assist the USF College of Medicine's administrators in developing and implementing an initiative in order to comply with regulations of the accreditation board. Randomly selected program directors participated in three training modules between September and November 2002. The training was targeted toward the development and implementation of learning objectives for medical residents. A panel evaluated the learning objectives developed by both trained and control directors to see whether the training resulted in the development of superior objectives. Additionally, program directors, residents and faculty were surveyed to determine if there was any impact of changes in learning objectives. More specifically, the three groups were surveyed before and after the development of the learning objectives on perceptions of organizational readiness to change and satisfaction with the current resident evaluation system. Respondents included 20 program directors, 56 residents in training and approximately 52 faculty members in the various programs at the USF medical school. Three sets of analyses were conducted. The first of the analyses concerned the immediate outcome of the training. This analysis was based on an expert panel's judgments of the quality of learning objectives generated by the program directors. The second and third analyses concerned more distal outcomes of the training, and focused on (a) perceptions of organization readiness to change and attitudes about resident evaluation, and (b) perceptions of whether any change actually occurred. For both readiness to change and perceptions of resident evaluation, the design was a 2X2X2X3 mixed ANOVA design. A single factor (trials, pre and post intervention) was within participants. The two main factors of interest for the study were between participants; the first between factor was the training program (experimental vs. control group); the second between factor was time pressure (facing more time pressure vs. facing less). The last independent variable, position, was included in the analyses to reduce error from the individual's position with the organization (i.e., program director, faculty, resident). The dependent variables included attitudes concerning resident evaluation procedures and organization readiness for change. For the third analysis, perceptions of whether any changes actually occurred served as the dependent variable. Because such perceptions could only be taken meaningfully at posttest, the design was a 2X2 between participants analysis in which the independent variables were training (trained vs. control) and time pressure (more vs. less). Results indicated that there was no difference in the quality of learning objectives between trained and control groups and no difference in the changes that were reported by residents, faculty and program directors. The training intervention did not have the intended effect as attitudes toward resident evaluations and perceptions of readiness to change did not improve as a function of the treatment. Time pressure did have an effect on perceptions of readiness to change but in the opposite direction from what was hypothesized; programs under less pressure had more positive perceptions of readiness to change. There was a change from time 1 to time 2 based on position; residents perceptions of readiness to change improved over the course of the study while faculty perceptions became more negative and program directors remained the same.

Denna avhandling utgör en studie av företagsledares arbetsmetodik och möjligheterna att organisera arbetet inom en företagsledning. I boken presenteras ett antal nya aspekter på såväl effektiviteten i företagsledande arbete som möjligheterna för företagsledare att initiera och påverka företagsutvecklande processer. Boken bygger på en studie av arbetet i företagsledningen inom Facit AB, åren 1984 till 1989. Åren 1987, 1988 och 1989 följdes ledningsarbetet i detalj genom regelbundna djupintervjuer med hela företagsledningen. Under tiden för studien leddes företaget av Ulf Bergenudd, idag VD för Svenska Pressbyrån, och med tidigare VD-uppdrag inom bland annat Wang Scandinavia och Datema bakom sig. Studiens slutsatser faller inom ramen för tre huvudsakliga teman: I företagsteori dominerar föreställning att ansvar inte bara kan utan bör definieras och fördelas i så hög grad som möjligt. Denna föreställning är begränsat relevant och i viss utsträckning direkt effektivitetshämmande när det gäller företagsledande arbete. I företagsteori dominerar föreställningen att mål och strategier arbetas fram i särskilda och avgränsbara aktiviteter. Föreställningen baseras på vilseledande förenklingar av förutsättningarna för företagsledande arbete. I stället kan mål och strategier betraktas som det successiva resultatet av ständigt pågående inlärningsprocesser vilka har sina egna och specifika villkor för att vara effektiva. Företagsledare påverkar i lika hög grad händelseutvecklingen i ett företag genom att successivt definiera och organisera ledningens arbete – alltså genom att implementera aktiviteter – som genom att ta ställning i olika sakfrågor eller till hur olika problemkomplex skall hanteras, dvs genom beslutsfattande. / <p>Diss. Stockholm : Handelshögskolan, 1993</p>

This paper studies the use of Group Recreation Activity (G.R.A.) in the development of organization. G.R.A. is a skill usually used in an enterprise to improve interpersonal relationship, to relieve employees¡¦ working pressure, and to promote the morale of the employees so that the company will be more competitive. Besides literature review, the questionnaire investigation is applied before and after G.R.A. is implemented, in order to examine the effect of G.R.A. The study reveals that, at large, G.R.A. is helpful in raising the working efficiency. G.R.A. can promote workers¡¦ enthusiasm for their jobs, relieving employees from heavy pressure, improving the communicative ability of the group leader, fostering cooperation inside the company as well as strengthening the loyalty of the employees to the enterprise. The study also discloses a fact that G.R.A. cannot promote the employees¡¦ satisfaction for their salary. What employees care most is not G.R.A., but their income. In other words, the application of G.R.A. will work after the employees are satisfied with their wages, i.e., their basic need of living.

During the last two decades, managerial coaching has become increasingly popular in organizations. Despite its popularity, there is a paucity of empirical evidence in the study of managerial coaching outcomes. The purpose of this study was to examine the relationships between perceived managerial coaching behavior and employee self-reported affective and performance-related outcomes based on perceptions of selected organization employees. Three theories, path-goal leadership, career motivation, and organization support, were used to frame the hypothesized conceptual model of managerial coaching outcomes for the current study. The systematic review of relevant literature identified satisfaction with work, role ambiguity, satisfaction with manager, career commitment, job performance, and organization commitment for the potential outcomes of managerial coaching. A 36-item survey including seven existing instruments was utilized to collect data. An estimation of the readability level for the survey was Flesh-Kincaid Grade Level 7.1. The survey was sent electronically to all employees in the selected government organization. The sample included 431 respondents representing a population of 1,399 employees. Descriptive statistics, principal component analysis, Cronbach‘s alpha estimates for reliability, correlation analysis, two-step modeling techniques for structural equation modeling, and Sobel tests were the analysis methods used in the study. The results of the analyses indicated that the hypothesized conceptual model was adequately supported by the empirical data of the study sample (χ2/df = 3.53; CFI = .91; IFI = .91; RMSEA = .08). The further investigations suggested that managerial coaching had a direct impact on employee satisfaction with work and role clarity and an indirect impact on satisfaction with work, career commitment, job performance, and organization commitment. Role clarity, as a direct outcome of managerial coaching, influenced job performance—such mediation was consistent with the hypothesized model for the study. The hypothesized model had clear and comprehensive illustrations of how managerial coaching affects work and organization-related variables, satisfaction with work, role clarity, career commitment, job performance, and organization commitment. This study provides empirical support to the proposed benefits of managerial coaching in organizations, and enhances the selected theories by offering additional empirical support to them.

Diss. Linköping : Univ., 2003.

Outward Bound stands out amongst the rest of the wilderness organizations not only for its time-honored contribution to the field of wilderness education, but for its fundamental process and theories which contribute to its success. Academic attention in the field of wilderness programs largely overlooks the role of organizational culture. To fill the gap in our knowledge, this study synthesizes the academic conversation on Outward Bound programs and integrates it with the most consistent findings about organizational culture. Interviewing the participants and instructors of a 72-day long Outward Bound course conducted in 2015 provides clear insight into the role of organizational culture on Outward Bound, its formation, management, and impacts, as well as overall course outcomes for participants. My research finds that the culture within organizations that are built to dissolve can create meaningful and lasting cultural shifts in its members including increases in interpersonal dimensions such as open-mindedness, patience and improved relationships, as well as in intrapersonal dimensions such as independence, confidence and motivation. Drawing on participant responses, I further find that the role of subgroups, conflict, and exclusion can be contentious, contributing to instability and division in organizational culture. Conversely, shared values, familial themes, and compassion can coalesce to unify the culture so strongly that all participants reflect back on the culture as net positive and their experience with Outward Bound as one of growth and positive transformation.

Orientador: Ruy de Quadros Carvalho / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Geociencias / Made available in DSpace on 2018-08-11T21:49:41Z (GMT). No. of bitstreams: 1 InacioJunior_Edmundo_D.pdf: 10079959 bytes, checksum: 90cba8de0a3732e50ee5fe343753c71d (MD5) Previous issue date: 2008 / Resumo: O tema/problema que deu início a esta tese foi o estudo da inovação e do desempenho organizacional. Para uni-los surgiu a idéia de estudar as pequenas e médias empresas industriais brasileiras, através da pesquisa intitulada Pesquisa de Inovação Tecnológica (PINTEC), realizada pelo Instituto Brasileiro de Geografia e Estatística (IBGE). O objetivo do trabalho tem dois componentes: o primeiro é o estabelecimento de padrões de inovações pela criação de uma taxonomia, tendo como insumos os indicadores de esforços e resultados inovativos dessas empresas; o segundo é analisar a relação existente entre a taxonomia desenvolvida e os resultados econômico-financeiros alcançados por elas. As justificativas para o estudo de padrões de inovação em pequenas empresas podem ser sintetizadas em duas vertentes: a teórica, que sofre da falta de estudos mais abrangentes e sistemáticos sobre o tema; e a econômica, que prega a relação existente entre crescimento econômico e atividade inovadora e o importante papel desempenhado pelas pequenas e médias empresas na estrutura industrial brasileira. A justificativa para o uso da PINTEC como principal fonte de dados deve-se ao fato que é a única pesquisa, de âmbito nacional, a cobrir um amplo espectro de questões relacionadas às atividades inovadoras das empresas. A metodologia compreendeu a criação de um conjunto de indicadores destinados a avaliar as dimensões dos esforços e resultados inovativos e do desempenho organizacional. Técnicas estatísticas multivariadas de análise fatorial e análise de agrupamentos foram empregadas como forma de se desenvolver a taxonomia de pequenas e médias empresas inovadoras. Testes de significância foram feitos pela aplicação da análise de variância, para acessar as diferenças entre as médias dos indicadores criados ao longo das categorias de empresas da taxonomia. Os resultados obtidos apontaram para a existência de cinco padrões de inovação distintos, com relação à natureza, fonte e direção da inovação. Esses padrões de inovação apresentaram relações diversas com os indicadores econômicos estudados, porém, de modo geral, a tendência verificada foi que as empresas mais inovadoras tendem a apresentam desempenho organizacional superior, principalmente os relacionados à dimensão produtiva e operacional. / Abstract: The leading questions that motivated this dissertation were the study of innovation and organizational performance. To connect these two subjects it has emerged the idea to study the small and medium Brazilian industrial enterprises using the research named Technological Innovation Research (PINTEC), conducted by the Instituto Brasileiro de Geografia e Estatística (IBGE). The objective of this dissertation has two components. The first one is the establishment of innovation patterns by the creation of taxonomy, using effort indexes and innovative outcomes from the companies in PINTEC. The second one is to analyze the existent relation between the taxonomy developed and the companies¿ economic and financial results. The relevance of this research on innovation patterns in small and medium enterprises can be summarized in two points: the theoretical one that suffers from the lack of more comprehensive and formal studies; and the economic one that highlights the existent relation between economic growth and innovative activity and the key role that small and medium companies have in the Brazilian industrial structure. To explain the using of PINTEC as the main data source is because this is the unique research, in a national context that spread a wide range of questions related to companies¿ innovative activities. The methodological proceedings consisted of the creation of a set of indexes to evaluate the dimensions of the innovative efforts and outcomes and the organizational performance. Multivariate analysis techniques such as factor and cluster analysis were used as a strategy to develop a taxonomy in small and medium innovative enterprises. Chi-square test of significance and analysis of variance was applied to access the differences between the means of the created indexes in the enterprises categories of the taxonomy. The outcomes appointed towards the existence of five distinctive innovation patterns related to the innovation nature, source and direction. These innovation patterns demonstrated different relations with the economic indexes studied. However, the verified tendency was that the most innovative companies tend to present superior organizational performance, especially those indexes related to productive and operational dimensions. / Doutorado / Doutor em Política Científica e Tecnológica

This thesis employs qualitative research with focus on corporate information technology strategy which is perceived as a tool used to build and maintain reputation in Slovak companies. The newly generated knowledge is then used to develop a new information technology strategy and implement it to a company using the best organization development and change practices.

The thesis describes the evolution of development co-operation in CR and Portugal, compares impacts of the membership in the EU on the development co-operation systems, answers the question if there is any convergence between development policies and territorial priorities. Further analyses position of NGOs in two countries and their possibility to influence development policy of the government.

Hög arbetsrelaterad self-efficacy har visat sig fördelaktigt inom organisationer, exempelvis bidrar det till mindre motstånd till förändring. Syftet med denna studie var att finna ledarskapsageranden vilka är av betydelse för arbetsrelaterad self-efficacy samt se ifall arbetsrelaterad self-efficacy i sin tur kan förklara variansen för motstånd till förändring. Studien genomfördes med två delstudier på ett större industriföretag. Kvalitativa intervjuer med 8 chefer genomfördes vilka sedan meningskoncentrerades. En kvantitativ enkät genomfördes med 101 respondenter på företaget. Enkäten inspirerades av skalorna för General Self-Efficacy, Occupational Self-Efficacy samt Resistance to Change. Materialet undersöktes med korrelation- och regressionsanalyser. Studiens resultat visade att då en ledare använder de framtagna ledarskapsagerandena riktade mot den anställde, har det betydelse för graden av arbetsrelaterad self-efficacy. Arbetsrelaterad self-efficacy i sin tur visade sig samvariera negativt med motstånd till förändring. Slutligen bidrog studien med förståelse över ledarskapets komplexitet att anpassa och agera efter såväl syfte, person och situation.