Thesis (M.Ed.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 73-76). Also available in print.

Thesis advisor: Patrick Proctor / This study aimed to explore middle leadership from a single K-12 district. To accomplish this, an exploratory, embedded single case study (Yin, 2018) was utilized. The district was the case while one elementary, middle, and high school were embedded “sub-units” in the case. A principal, middle leader, and 2 middle leader colleagues further represented each school. This method was employed in order to illuminate how middle leadership was experienced through multiple perspectives and contexts but within the same district. This dissertation also took a narrative approach, beginning in understanding the conditions that led to the creation of middle leadership roles, to the selection, conceptualization, and evaluations of middle leaders. Then, middle leaders were asked about how the district can further support their roles. Results indicated that external (standardized tests, changes in standards or curriculum) and internal (desire for district consistency and cohesion) and factors influenced the creation of middle leadership positions. Middle leaders were selected based on their teaching and leadership experiences. However, conceptualization of middle leaders in the district extended beyond teaching. In addition to teaching, middle leaders were also conceptualized as strategic planners, people with good interpersonal and communication skills, managers, coaches, and evaluators. Evaluation of middle leaders were based on state-based evaluation frameworks for teachers or administrators that showcased a misalignment of responsibility and evaluation processes. To support their roles in the district, middle leaders suggested a combination of internal and external support. Internally, they suggested the creation of a within-district, middle leader-specific professional learning community in order to have opportunities to share best practices and collectively think about problems and solutions. Externally, they would also appreciate the district’s support in attending formal professional development such as courses or certification programs. These results indicate that there is a need for middle leadership-specific classes, programs, and evaluation frameworks and that middle leaders would also benefit greatly in the creation of mentorship programs or professional learning communities. / Thesis (PhD) — Boston College, 2020. / Submitted to: Boston College. Lynch School of Education. / Discipline: Teacher Education, Special Education, Curriculum and Instruction.

京都大学 / 0048 / 新制・課程博士 / 博士(経済学) / 甲第22717号 / 経博第620号 / 新制||経||294(附属図書館) / 京都大学大学院経済学研究科経済学専攻 / (主査)教授 関口 倫紀, 教授 若林 直樹, 教授 椙山 泰生 / 学位規則第4条第1項該当 / Doctor of Economics / Kyoto University / DGAM

Darbo tikslas - įvertinti Kauno Raudonojo Kryžiaus slaugos ir palaikomojo gydymo ligoninės darbo organizavimo ypatumus ir jo gerinimo galimybes. Tyrimo metodika. Kauno Raudonojo Kryžiaus slaugos ir palaikomojo gydymo ligoninės 2005-2007 metų veiklos statistinių rodiklių analizė, anketinė pacientų (n = 102) ir personalo (n = 82) apklausa, bei jų vertinimų palyginimas. Duomenų analizė atlikta naudojant statistinę programą SPSS for Windows 12,0. Rezultatai. Palaikomojo gydymo ir slaugos ligoninių poreikis auga: 2007 metais Raudonojo Kryžiaus slaugos ir palaikomojo gydymo ligoninėje gydyta 18 proc. pacientų daugiau nei 2005 metais. Ligoninėje slaugomų ligonių daugumą sudaro asmenys sergantys širdies ir smegenų kraujotakos sutrikimais (70 proc.), po traumų (11 proc.) ir sergantys onkologiniais susirgimais (8 proc.). Lovos funkcionavimo rodiklis ir vidutinė ligonio gulėjimo ligoninėje trukmė aukšti (364,9 ir 74,9 dienos), lyginant su kitomis Lietuvos slaugos ligoninėmis (atitinkamai 345,2 ir 51,7), galimai dėl nemažo skaičiaus savivaldybės finansuojamų ligonių, laukiančių eilėje į globos įstaigas (2007 m. 1,2 proc. gydytų ligonių pateko į globos namus, 2008 m.sausio 1 d. - 34 laukiantys eilėje). Patekti į ligoninę galima greitai – 70 proc. pacientų pateko iš karto arba laukė eilėje iki 7 d. Didelė problema ligoninėje yra slaugos personalo kaita: per tris metus įsidarbino 82, o atleista 57 slaugytojų padėjėjos, priimta 11 ir atleista 8 bendrosios praktikos slaugytojos. Tiriant... [toliau žr. visą tekstą] / Aim of the study – to evaluate the management and potential for improvement at Kaunas Red Cross long-term care hospital. Material and methods. The study included analysis of statistical performance indicators at hospital setting during 2005–2007, the questionnaires for patients (n = 102) and staff (n = 82). Data analysis was conducted using statistical package „SPSS for Windows 12.0“. Results. The demand of long-term care institutions is increasing: in 2007 the number of patients was increased by more then 18% compare to 2005. The majority of patients had cardiovascular disorders (70%), post-traumatic conditions (11%), or cancer (8%). The bed occupancy and average length of stay were relatively high (364.9 and 74.9 days, respectively), compared to other hospital care settings in Lithuania (345.2 and 51.7, respectively), probably due to high number of patients waiting for municipality-financed nursing homes (in 2007 only 1.2% of patients got to nursing home, while on 1st January 2008 the waiting list contained 34 persons). On the other hand, the acceptance to long-term care is quite fast – 70% of patients were hospitalized immediately or were on the waiting list up to 7 days. However, a significant issue is the changing of staff: during 3 years, 82 nurse assistants were employed and 57 dismissed, while general practice nurses 11 and 8, respectively. Analysis of quality of care revealed, that lowest scores were for hospital signalization system (average scores 3.0 by staff and... [to full text]

The importance of knowledge in organizations has been steadily growing. Traditional economies focused on land, labour, and capital as their main production factors, and saw knowledge as external to the economic process. Over the last few decades, economists have started discussing the role of knowledge and technology in economic growth. The Resource-Based View of the firm explains the contribution of resources and capabilities of the firm to accomplish sustainable competitive advantage. As an extension of this view, the Knowledge-Based View of the firm suggests that knowledge is the basic economic resource, which explains an organization's sustainable competitive advantage. This view argues that in the knowledge-based economy, management of productivity of the knowledge-worker is the crucial challenge for growth and development. Organizational Capabilities are important for enhancing the competitive advantage and performance of the firms. However, the relationship between Organizational Capabilities and Knowledge-Worker Productivity have not previously been empirically examined. The current research, through Knowledge-Based View of the firm, examines the issue of effective knowledge integration from the perspective of Organizational Capabilities. This perspective suggests that effective knowledge integration improves the capabilities of an organization, which enhances the factors influencing the productivity of the knowledge-worker. Knowledge Integration Mechanisms were studied using four variables: Rules and Directives, Sequencing, Routines, and Group Problem-Solving. All these four variables were hypothesized to positively influence the three forms of Organizational Capabilities, namely Local Capability, Architectural Capability, and Process Capability. Then, the effect of these Capabilities on the Factors of Knowledge-Worker Productivity was examined. These factors were identified as Task Clarity, Autonomy, Innovation, Learning, Quality, and Value Addition. Through analysis of surveys collected from over three hundred knowledge professionals, this research empirically models and uncovers key aspects of these constructs. The results provide a basis for understanding the knowledge-based theory of the firm, which postulates that knowledge integration is the primary role of the firm. The data was analyzed using Partial Least Squares Structural Equation Modeling. This method was chosen because it allows the analysis of all the relationships simultaneously. From the analysis of data collected, results of this research suggests that Process Capability has got maximum influence on the Factors of Knowledge-Worker Productivity; and Group Problem-Solving, as a Knowledge Integration Mechanisms, was found to be most significant in the development of Organizational Capabilities. These results conform to those reported in the literature, that is improved Factors of Knowledge-Worker Productivity is dependent on Organizational Capabilities, which are enhanced by effective Knowledge Integration Mechanisms. Overall, this thesis expands the Knowledge-Based View of the firm by integrating the above mentioned three constructs. This integrated view provides insights on the significance of knowledge integration and illustrates how firms develop a set of capabilities that can improve the Factors of Knowledge-Worker Productivity. The findings from this research can be used to develop sound strategies for effective leverage of Knowledge Management, ensuring organizational development.

Deutsche Universitäten unterliegen starken organisationalen Veränderungen, die in die gesellschaftspolitischen Entwicklungen hin zu einer Wissensgesellschaft sowie dem Marktparadigma einzuordnen sind. Universitäten handeln zudem zunehmend strategisch, um im politisch forcierten Wettbewerb zu agieren. Die dafür notwendigen Veränderungen, z.b. im Rahmen der New Public Management-Reformen, stehen jedoch in einem Spannungsverhältnis zum tradierten kulturellen Selbstverständnis der Universitäten. Daraus ergeben sich besondere Herausforderungen für strategische Veränderungsprozesse an Iniversitäten. Der Beitrag zeigt auf, welche Rolle Universitätskultur in strategischen Veränderungsprozessen einnimmt und wie sie positiv in diese integriert werden kann.

The Internet-of-Things (IoT) brings machine-to-machine communication to a global scale together with new business scenarios and inter-relationships. If compared to previous communication technologies, IoT transforms the traditional value chain and creates a different business ecosystem. In this scenario, incumbent telecom companies are taking the role of technology enablers to enter the market. These companies are trying to find ways to generate new value propositions and to position themselves along the IoT-specific value chain. To do that, incumbents need to overcome a number of external and internal challenges. The purpose of this research is to investigate those challenges from the perspective of an incumbent telecom company via a case study carried out at Ericsson. This Thesis is built on the theoretical foundations of innovation management and business model innovation. The research behind is based on academic literature, opinions from industry experts, market analyses, and qualitative data collected from several interviews and online resources. The outcome from this study remarks some major external and internal challenges faced by incumbents. From the internal perspective, the challenges are related to enable the structures within the company to make possible the development of IoT as a radically new business area. On the external side, the main challenges shift from entering the market and position themselves in the new IoT value chain, to the development of unprecedented relationships, innovative value propositions and a new business paradigm. In order to do that, companies need to understand the unexplored IoT ecosystem, find needs and opportunities via partnerships and develop joint business models. This work provides specific data to complement the scarce literature around the topic of IoT business models and challenges for incumbent companies. It offers practical help to guide managers to understand the nascent IoT market, to define adoption strategies and to find their way through the emerging ecosystems.

Valdymas – tai organizacijos narių pastangų planavimo, organizavimo, vadovavimo ir kontrolės procesų visuma, organizacijos išteklių panaudojimas siekiant organizacijos užsibrėžtų tikslų. Kadangi vadovas yra atsakingas ne tik už organizacijos funkcionavimą, bet ir už sąlygų, būtinų organizacijai ugdyti ir darbuotojų saviugdai lavinti, sudarymą, o čia išryškėja besimokančios organizacijos ypatumai organizacijos valdyme. Tyrimo tikslas – atskleisti „Kėdainių sporto mokyklos“ sporto organizacijos valdymą, išskiriant sporto organizacijos valdymo ypatumus, ir pateikti „Kėdainių sporto mokyklos“ sporto organizacijos tobulinimo kryptis. Tyrime dalyvavo 35 respondentai, iš kurių 71,4 % sudarė vyrai ir 28,6 % moterys. Tyrimo metu naudotas apklausos (raštu) metodas, naudotas klausimynas, kurį sudarė bendra informacija (socialiniai – demografiniai kintamieji) apie tiriamąjį, ir klausimai, susiję su sporto organizacijos valdymu besimokančios organizacijos valdymo kontekste. Tyrimo rezultatai parodė, jog „Kėdainių sporto mokyklos“ sporto organizacijos darbuotojų imtis nėra patenkinti dabartiniu organizacijos valdymu, kadangi vadovas nekritikuoja už padarytas klaidas, neturi kritinio mąstymo, nevyksta darbuotojų poreikių aiškinimosi iš vadovo pusės, todėl santykiai tarp vadovų ir pavaldinių nėra šilti ir geri. Tyrimo rezultatai atskleidė, jog sporto organizacija nesirūpina presonalo ugdymu, joje nėra sudarytų sąlygų darbuotojų savirealizacijai, nėra galimybės... [toliau žr. visą tekstą] / Management - it is planning, organizating, managing and controling process of the organiation members effort and the using of resources of the organization to reach organization goals. However, the manager is responsible not only for the functioning of the organization, but also for the conditions, which are necessary for organization development and training of the staff self-development, formation, and here apparent features of the learning organization in the organization management. The aim of this study - to reveal “Kėdainiai sport school” management of the sport organization, highlighting the features of the sport organization management and submit the direction of improvement of "Kedainiai sport school” sport organization. The study included 35 respondents, of whom 71.4% were male and 28.6% female. The study was based on these methods: questionnaire survey, questionnaire, which consisted of general information (social - demographic variables) about the respondent, and issues related to the management of sport organization in the management of the learning organization. The results showed that “Kėdainiai sport school” sports organization's staff is not satisfied with the current organization management, because that the manager does not criticize for mistakes, has no critical thinking, there is no interpretation of the needs of employees from the manager side, so the relationship aren’t warm and good between manager and his subordinates. The... [to full text]

Der vorliegende Bericht enthält die Ergebnisse einer Befragung von 648 deutschen Unternehmen, die im Sommer 2014 an einer Onlinestudie zum Umgang mit dem demografischer Wandel teilgenommen haben. Im Fokus der Studie stehen die Fragen, wie Unternehmen die demografische Entwicklung wahrnehmen und welche demografiespezifischen Instrumente des Personal- und Organisationsmanagements sie nutzen. Unsere Ergebnisse zeigen, dass der demografische Wandel und seine Folgen (Fachkräftemangel und der Alterung der Belegschaft) von den Befragten als große Herausforderung bewertet werden. Die Unternehmen nutzen auch bereits Instrumente und Methoden des Demografiemanagements, insbesondere aus dem Bereich der beruflichen Qualifizierung/Personalentwicklung sowie Personal- und Altersstrukturanalyse. Weit weniger häufig kommen Instrumente aus dem Bereich Wissensmanagement sowie alterns- und altersgerechter Arbeitsgestaltung in den Unternehmen zur Anwendung. Des Weiteren zeigt sich, dass diejenigen Unternehmen besonders intensiv Instrumente des Demografiemanagements nutzen sowie die eigene Bewältigungsfähigkeit des demografischen Wandels als gut einschätzen, deren Personalmanagement strategisch ausgerichtet und reflexiv ist. Insgesamt besteht bei den Unternehmen deutliches Potenzial in der Etablierung eines demografieadäquaten Personal- und Organisationsmanagement. Der Bericht beschreibt Hintergrund und Ablauf der Studie und stellt ausführlich die Ergebnisse der deskriptiven Datenanalyse dar. Darüber hinaus werden Handlungsempfehlungen für die betriebliche Praxis abgeleitet. / This paper presents the results of a survey of 648 German companies that participated in an online survey in summer 2014. The study focuses on how companies perceive demographic trends, how they react on it and which specific HRM-instruments are used to deal with it. Our results show that demographic change and its consequences (lack of skilled labor and workforce aging) are perceived by respondents as a major challenge. Most companies already use some common instruments and methods for managing demographic change, especially in the field of apprenticeship, training and human resource development and the analysis of personnel and age structure of the companies. Instruments in the field of knowledge management as well as methods regarding age-friendly job design are far less used. Furthermore, we can show that the more strategic and reflexive companies´ HRM practices are; the more intensive is the use of tools dealing with demographic changes. Overall, the companies do have sufficient potential in establishing HRM practices that meet demographic challenges. This paper describes the background and process of the study and presents in detail the results of the descriptive data analysis. In addition, recommendations for companies are derived.

Made available in DSpace on 2016-08-02T21:42:21Z (GMT). No. of bitstreams: 1 ERICK DAWSON DE OLIVEIRA.pdf: 1040149 bytes, checksum: f77255436ed0de967003ff7158a59569 (MD5) Previous issue date: 2011-09-13 / The thematic about organization networks has taken up an important place in the field of social science applied to administration according to researchers interest to understand the phenomenon the cooptation in the markets and its relation among the actors in the economy. As such, the proposal of this research was to understand from network theory which had been the profits or conquests that the analysis object got. In this perspective, it searched to revisit in this research the social memory of CIS/AMUNPAR that is characterized as an intergovernmental cooperation network and it s being supported by Unified Health System (UHS) as integrant part of health public policies in the period of democratization and municipalization of Brazilian health sector. Intermunicipal Health Consortiums assumed the responsibility of attendance of services in the State left to be only a simple coadjuvant and start to be a main social actor in the rendering of health service inequalities in the country. From politics redemocratization process of the country, the consortiums were created with the objective to approach municipalities with the users of system SUS. Therefore, this study has qualitative, exploratory and descriptive approaches using history the document analysis. The procedures of analysis of data were based on the analytical generality and bibliography study. The data allowed understanding that CIS/AMUNPAR goes through fragmentation in the partnership established before in the network and that needs to join efforts to plan its action in set, as well as characterize an effective cooperative network. The research still disclosed that separately municipalities wouldn t get to offer all required and necessary assistance for the Union from decentralization health process and better strategy adjusted to Northwestern region of Paraná State would be in way of consortium of the 28 municipalities that understood this region. / A temática sobre redes organizacionais tem ocupado um lugar importante no campo de estudos da ciência social aplicada à administração dado o grau de interesse dos pesquisadores compreenderem o fenômeno da coopetição nos mercados e sua relação entre os atores na economia. A análise proposta neste estudo apresenta o sistema de consorciamento de municípios tendo como ponto central da rede o CIS/AMUNPAR em torno das políticas públicas de saúde. A proposta foi de entender quais foram os ganhos/conquistas que o consórcio obteve a partir dos conceitos da teoria de redes. Dado esse contexto, buscou-se revisitar nesta pesquisa a memória social do CIS/AMUNPAR caracterizado como uma rede de cooperação intergovernamental, sendo apoiada pelo SUS como parte integrante das políticas públicas de saúde no período de democratização e municipalização do setor de saúde no Brasil. Os Consórcios Intermunicipais de Saúde assumiram a responsabilidade de atendimento das especialidades no Estado, deixando de serem apenas um mero coadjuvante e passando a ser um ator social principal na prestação de serviços de saúde no país. A partir do processo de redemocratização política do país, os consórcios foram criados objetivando a aproximação dos municípios com os usuários do sistema SUS. Trata-se portanto, de uma pesquisa metodologicamente calcada na abordagem qualitativa, exploratória e descritiva, valendo-se da história oral e análise documental. Os procedimentos de análise dos dados foram baseados no modelo analítico geral e bibliografia fundamentada. Os dados permitiram compreender que o CIS/AMUNPAR passa por uma fragmentação na parceria estabelecida na rede em sua gênese e que precisa unir esforços para planejar suas ações em conjunto, assim como se caracteriza uma rede cooperativa efetiva. A pesquisa ainda revelou que isoladamente os municípios não conseguiriam oferecer toda a assistência necessária e requerida pela União a partir do processo de descentralização da saúde e que a estratégia mais adequada para a região do noroeste do Paraná seria na forma de consorciamento dos 28 municípios que compreendiam esta região.