The research problem of this thesis is an examination of inter-bureau power relations. A modification of Max Weber’s classical ideal type bureaucracy is the conceptual model to which sociological analysis is made. An empirical examination of the variance between the conceptual model and data collected in the field is analyzed in order to illustrate inter-bureau power relations. The analysis of the conceptual model is based upon three assertions. They are: (1) inter-bureau power relations are based upon coercion and not cooperation; (2) normative standards that are established by the administrators of the bureaucracy are differentially enforced; and (3) goals that are established by the administrators of the bureaucracy are subject to distortion. Participant-observation and casual interviewing techniques were the methods employed to collect data pertaining to the nature of inter-bureau power relations over a nine month period. The research problem lent itself to a qualitative approach in that the data were largely subjective and required recording over a period of time. The data collected were primarily a result of participant-observation conducted while an employee of the bureaucracy studies. Additional information was collected and analyzed from documents related to the functioning of the bureaucracy. Permission was sought and received, from the bureaucracy and related organizations studies, to use the data collected. This study found that the Weberian styled conceptual model, representing the authority hierarchy of the bureaucracy studied, was theoretically based upon cooperation, rationality, logic and equalitarian principles. Maintaining the Weberian styled authority hierarch had become ideology to the administrators of the bureaucracy. The existence and operation of this particular hierarchy was made to matter of public record, thus satisfying the political aspects of public accountability. However, it was found that there were other organizational hierarchies that the administrators of the bureaucracy utilized in performing the operation functions of the bureaucracy. For the purposes of this thesis the “other” authority hierarchies were known as working models. The authority hierarchies of the working models seems to be operationally based upon the concepts of coercion, differential enforcement of normative standards, and distortion of administrators’ goals. A unique characteristic of the working models was that they were quasi-secret, and virtually no public records were kept of their existence of operation.

A study of the social and cultural aspects of day care in Denmark. The thesis hypothesizes that experiences in the development of Danish day care are relevant to the future development of day care in the United States. Interest in Danish day care was stimulated by the reports of Drs. Marsden and Mary Wagner (1970) which found Danish day care provided an intimate and innovative standard of care for young children. Twenty centers of widely varied types were visited in Denmark. Information was gathered largely through unstructured interviews with child care staff and non-participant observation. Special attention was paid to the child care workers’ relationship with the children and their families. Attention was focused on the influence of cultural factors in the provision of child care. It was found that cultural attitudes in Denmark toward children encouraged the development of a casual, intimate style of care. It was noted that caution should be exercised in presuming that successful Danish programs would be equally successful if carried out in the United States. It was learned that empirical evidence has convinced the Danes that the provision of an acceptable level of care is costly and that national and local subsidy is essential. Further, the coordinated system of education child caring staff was found to provide staff capable of developing a stimulating relationship with children. Current direction in Danish day care with other social service programs and the integration of age groups within centers with the attention of recreating the “family group”.

No description available.

The Book of Mormon and the Book of Moses, sacred scripture of The Church of Jesus Christ of Latter-day Saints have woven into their pages a brief history of secret combinations on the "American" continent. Secret combinations have caused the destruction of three previous civilizations that have existed on this continent. The prophet Moroni warned the Latter-day American inhabitants that "This secret combination... shall be among you..." (Ether 8:24). The evidence summarized in this study leads one to the conclusion that the American Mafia Organization (Cosa Nostra) is the same organization warned against in sacred scripture.

This study seeks to determine through survey research what characteristics film production crews possess that makes them so successful as an organization. The factors of age, gender, years of professional experience and education level were tested for their significance on how the respondents view their culture. Hofstede's six dimensions of organizational culture survey questions were rewritten to be applicable to the freelance film crew sample. The presentation of findings focuses on the resultant organizational profile of a film production crew, the workplace values of this group and the influence that the education level of the participants had on responses. The data presented here are valuable for organizational culture scholars, management scholars and those interested in applying the successful techniques of the film production crew to other business organizations.

No description available.

The present study was conducted to capture the collective voice of expert organizational development consultants. Until now, very few studies have been conducted that take into account the collective voices of organizational development consultants. More specifically, the purpose of the present study is to explore and gain a deeper understanding of the approaches expert organizational development consultants use throughout their engagement with their clients in an attempt to add value to and enhance organizational capacity. To understand the process used by this distinct group of leaders, phenomenological qualitative inquiry was the methodology used to conduct this study. Data were collected through in-depth, face-to-face interviews with seven practicing expert consultants in the Jacksonville, Florida area. Seven themes emerged through careful analysis of the data, supported with relevant concepts from the professional literature. The study has meaningful implications for the study of organization development consulting. It concludes with recommendations for consultants and researchers in the field of organizational development and change.

Child and family nonprofit organizations are essential for the implementation of United States public policy in their role as service providers. Human service nonprofit organizations held approximately 20,000 government contracts, totaling more than $100 billion in 2009 (Boris, deLeon, Roeger, & Nikolva, 2010). Almost 33,000 human service nonprofit organizations contract with the government to deliver services (Boris, et al., 2010). The services provided by these organizations are critical to the lives of vulnerable American citizens. These organizations depend on committed employees to serve this group, carry out the mission, and reach organizational goals. Employees are nonprofit organizations’ greatest resource, investment, and also expense (Rutowski, Guiler, & Schimmel, 2009), thus turnover is considered a critical problem facing the nonprofit sector (Salamon, 2012). Retaining highly committed employees in this important work has been of interest to those studying the nonprofit sector because it is a significant problem particularly in the area of human services (Mor Barak, Levin, Nissly, & Lane, 2006). This study asks if leadership and organizational culture have an impact on nonprofit employees’ commitment to their workplace. This quantitative research uses a quota sample of 103 nonprofit employees to understand the relationships between their perceptions of their managers’ transformational leadership, their perceptions of their organizations’ culture types (clan, adhocracy, hierarchy, market) and two important and distinct employee outcomes, affective commitment and turnover intention. The findings indicate that perceived transformational leadership matters to nonprofit employees as it positively predicts their affective commitment and negatively predicts their turnover intentions. The majority of respondents reported that they perceived their organizations as clan cultures, which are known to be friendly, personal places where belonging and connectedness is high. The findings also reveal that hierarchical cultures play a role in this predictive relationship, having a moderating effect on the relationship between transformational leadership and affective commitment. In contrast, the findings reveal that compared to clan cultures, hierarchical and market cultures may be problematic in that they positively predict employees’ turnover intentions. Further, perceived hierarchical cultures negatively predict the employees’ affective commitment.

The following study examines the impact that perceptions of organizational continuity (POC) have on organizational identification (OI) and organizational outcomes, including organizational citizenship behaviors (OCBs) and turnover intentions. It was proposed that POC would be an important factor in determining OI, OCBs, and turnover intentions. In order to test this proposition, a scale was developed that measured an individual’s POC within their organization with regards to the organization’s culture and history. A survey was distributed among working individuals that contained the new measure of POC and other established measures of an organization’s culture and values. The sample consisted of 394 participants. The results showed that the construct of POC consisted of perceiving the organization’s culture and values as continuous over time. Additionally, the measure predicted OCBs and turnover intentions. POC did not, however, predict these outcomes over and above OI. Mediation analyses showed that OI mediated the relationship between POC and OCBs/turnover, thus, providing evidence to show that POC is a contributing factor in the development of an individual’s identification with an organization. This investigation extends research in the area of OI from the social identity perspective by providing the basis for understanding and measuring one of the components that leads to identification with an organization.

Raktiniai žodžiai: sporto sistema, valdymas ir organizavimas, tobulinimas, Prienų rajonas, Jonavos rajonas. Darbo objektas. Sporto organizacinės ir valdymo sistemos tobulinimo galimybės Prienų ir Jonavos rajonuose. Darbo problema: kokios yra galimos sporto sistemos valdymo ir organizavimo tobulinimo galimybės lyginant Prienų ir Jonavos rajonų sporto sistemas? Darbo tikslas: ištirti sporto organizacinės ir valdymo sistemos tobulinimo galimybes ir jas palyginti Prienų ir Jonavos rajonuose. Darbo uždaviniai: 1. Atlikti sporto sistemos pasaulyje ir Lietuvoje formavimosi, administravimo ir tobulinimo teorinę analizę. 2. Atlikti sporto sistemos valdymo ir organizavimo tobulinimo galimybių analizę Prienų rajone. 3. Atlikti sporto sistemos valdymo ir organizavimo tobulinimo galimybių analizę Jonavos rajone. 4. Palyginti sporto sistemų valdymo ir organizavimo tobulinimo galimybes Prienų ir Jonavos rajonuose. Darbo metodai: 1. Mokslo literatūros analizė. 2. Lyginamoji analizė. 3. Interviu. Išvados. 1. Sporto sistema yra reikšminga kiekvienos valstybės veiklos sritis, įtakojanti visuomenės kūno kultūrą, skatinanti ekonominių ir socialinių veiksnių vystymąsi. Sporto sistema turi būti administruojama taip, kad teiktų ne tik teorinę, bet ir praktinę naudą. Lietuvos Respublikos vykdoma kūno kultūros ir sporto sistemos politika bei strategija atitinka jai keliamus reikalavimus, tačiau joje visuomet galimi ir reikalingi pokyčiai, kurie užtikrintų visapusišką sporto sistemos... [toliau žr. visą tekstą] / Opportunities of sports systems management and organizational development in Prienai and Jonava regions Key words: sports system, management and organization development, opportunities, Prienai, Jonava. Object of this Paper: Opportunities of sports system management and organization development in Prienai and Jonava districts. Problem of this Paper: what are possible opportunities of sports systems management and organizational development in Prienai and Jonava districts? Aim of this Paper: to investigate opportunities of management and organization development of sports systems and to compare them within Prienai and Jonava districts. Tasks of this Paper: 1st – to perform theoretical analysis about essence of Lithuanian and world sport systems formation, administration and improvement, sport systems influence to society and its improvement needs. 2nd – to perform opportunities of sport system management and organization development in Prienai district. 3rd - to perform opportunities of sport system management and organization development in Jonava district. 4th – to compare opportunities of sport system management and organization development in Prienai and Jonava districts. Working methods: 1. Analytical Review of Literature 2. Comparative analysis. 3. Interview. Conclusions. 1. Sport system is important sphere in each state activities affecting physical culture of society, promoting development of economic and social factors. Sports system must be managed in the... [to full text]