The thesis deals with the organization structure of the Diocese Charity in České Budějovice (DCH ČB) as viewed through the eyes of social workers who are involved in the projects which DCH ČB arches over. In the introductory part of the thesis there is a description of the contemporary state of social work and the position of social workers in our post-modern society where social workers prefer to work in smaller communities where they can more easily adapt and co-form the rules for the organization and share ideas with people who have similar attitude to social work and how to control and carry it out the best. In connection with the outcome of the study there is a more detailed description of the organization structure of the DCH ČB which was set up according to Scheiner's formation of organization structures. In accordance with the organization structure there is a contemplation whether the DCH ČB does not have a tendency to incline towards ideological management without a possibility for the social workers to co-form the rules and have some autonomy in the projects of the DCH ČB, while the DCH ČB is in a position of an Ideological Hegemon.

Destination of my diploma work was "Roll of organization architecture in area of competition ability in selected subject" was analysis of examined state subject and suggestion of optimum organization structure for selected subject.

The thesis which is about the "Analysis of the organizational structure of tourism in Canada", reviews in details the institutions and the management of the travel sector in Canada and puts it into prospective with the Czech one. By utilizing the secondary data, this document locates the Canadian tourism market within the global one and also includes information that feeds the Canadian satellite account. After treating the marketing and the management of destinations, this work covers Canadian institutions and their activities influencing the tourism sector. Equally, it describes the situation in Czech Republic. To conclude it gives matter of comparison between two countries' models, together with financial data.

The organizational structure is unquestionably a very important managerial tool for firms. Based on the purpose of the structure, it has a large influence on how the operation of the firm is performed, which can create incentives for picking the most suitable one. According to the contingency theory, there is no best option, the most suitable structure is dependent on contextual factors in each individual case. Contrary, previous studies have shown that organizational structure has significant influence on the performance and even certain types of structures.There is currently a research gap regarding if certain types of structures could lead to better financial performances. This quantitative study was conducted using a positivistic paradigm, with a deductive approach. 216 companies were analyzed and two-sample t- tests were conducted to test the data. The divisional, functional, hierarchical, horizontal, and matrix organizational structures have been used and the financial performance measures Return on Assets, Return on Equity, and Return on Invested Capital. Industry and country have been used as descriptive variables.By conducting a MANOVA test the first research question was answered, “Does the organizational structure influence the firm’s financial performance?”, the results were insignificant, the organizational structure does not influence the firm’s financial performance. This question provided an aggregated view of the influence of structures while the second question was aimed to provide a decomposed view by looking closer at the influence of the structures against each other.To answer the second research question, “Is there a certain organizational structure that has a higher influence on the firm’s financial performance?”, several two-sample t-tests were conducted. The results from the two-sample t-tests show that there is a significant difference in the Return on Assets when using a divisional structure rather than a matrix structure and that there is a significant difference on the Return on Equity when using a functional structure rather than a divisional structure and when using a hierarchical structure rather than a divisional structure. To summarize, the result of this study aligns with the contingency theory, the best structure is very much a personal choice for each organization and should not be chosen by financial interests.

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<p>Abstract</p><p>Organizational structures are surrounding the entire businesses and are essential for the functionality of an organization. The importance of a structure that satisfies and encourages the staff in the success of the organization to do a god job reflects on the organization’s success.</p><p>There are many different kinds of people and behaviours in the world, which makes the world we live in very complex and diversified. The perceptions of one human being, living in Europe, most likely aren’t the same as the perceptions of one person living on the other side of the globe. This difference between people all over the world also diversifies the organizations, which consists of these people. Different behaviour and organization structures are preferred by different organizations. This fact makes it difficult to operate an organization that is expanding to operate between national boarders.</p><p>The difficulties in moving to new nations and meeting new cultures leads to many problems. How will an organization that operates over national boarders adopt to the different countries involved? This thesis will examine the difficulties for these kinds of problems and how they should minimize possible problems that might occur through internationalization. The main question in this thesis will look at exactly how the transformation to go from one organizational structure to another in a Multinational corporations.</p><p>For a further analyse of the problem, one organization in an expanding situation will be examined. The organization that will be analysed is LG Electronics, which is a Multinational Enterprise organization that operates in several countries. The LG Electronics is an organization from South Korea which in Sweden has an IT-division that has worked as an experiment, in an attempt to minimize the problems that might occur when different organization cultures starts to work with each other.</p><p>The thesis will be strengthened mainly through background and organizational preferences information about differences between nations and the nations that act as the host and the home country for the organization, the two different structures involved and a list of different types of Multinational organizations. To examine the situation in LG Electronics interviews with two different purposes will be done, one with investigational purpose and one with informational purpose.</p><p>Keywords</p><p>Culture, Organization structure, Multinational Enterprises, Matrix structure, Hierarchical structure, Organizational change, Transformation, Host country, Home country</p>

本研究主要目的在探討：（1）國民中學組織結構對教師職業倦怠是否具 有影響力；（2）國民中學教師社會支持程度是否影響職業倦怠；（3）國 民中學組織結構與教師社會支持對職業倦怠的感受是否具有交互作用； （4）國民中學教師背景變項是否影響其職業倦怠感受；（5）國民中學組 織結構、教師社會支持、教師背景變項對職業倦怠感受是否具有預測功能 。為達到以上目的，自編「國民中學組織結構與教師工作感受調查問卷」 為研究工具，以臺灣地區南部臺南縣、臺南市、高雄縣、高雄市、屏東縣 五縣市之國民中學教師為研究對象，採分層隨機方式抽取1030位教師進行 問卷調查，蒐集資料。統計分析則主要使用多變項變異數分析、單因子變 異數分析、逐步迴歸與其他描述性統計。本研究主要發現如下：（一）國 民中學組織結構對教師職業倦怠具有影響力。 1.不同學校組織結構正式 化程度，在教師職業倦怠上具有顯著的差異。 2.不同學校組織結構集中 化程度，在教師職業倦怠上具有顯著的差異。 3.不同學校組織結構專門 化程度，在教師職業倦怠上具有顯著的差異。（二）國民中學教師社會支 持程度，對教師職業倦怠的感受具有顯著的差異。教師社會支持程度愈高 ，其職業倦怠感愈低；社會支持程度愈低，則其職業倦怠感愈高。 1.不 同的「校長及行政人員」社會支持程度，在教師職業倦怠感上具有顯著的 差異。 2.不同的「同事」社會支持程度，在教師職業倦怠感上具有顯著 的差異。 3.不同的「家人親友」社會支持程度，在教師職業倦怠感上具 有顯著的差異。（三）國民中學組織結構、教師社會支持對職業倦怠的感 受並無交互作用的影響，但其主要效果則具有顯著性的影響。（四）國民 中學教師因性別、任教年資、擔任職務、任教科目、學校地區之不同，在 職業倦怠各層面部分具有顯著性的差異，但就學校規模而言，教師職業倦 怠感並無顯著的差異。（五）國民中學組織結構、教師社會支持、教師背 景變項對職業倦怠的預測以整體性社會支持最具預測力。基於研究結果， 本研究在學校行政運作方面之建議如下：（一）使教師充分了解校務發展 計劃與執行程序（二）開放教師參與校務行政之管道（三）依教師之專長 分派職務（四）提供教師有效的社會支持（五）輔導新進教師協助專業成 長（六）鼓勵教師進修提升專業知能（七）協助教師從專業組織中拓展社 會支持網路（八）提供教師因應職業倦怠的策略協助自我調適

Vi undersöker i denna studie en organisation, Grameen Bank, och vill på så vis upplysa om ett problem i världen. Det finns många hjälporganisationer som hjälper fattiga och utsatta länder men för att en bättre infrastruktur ska kunna etableras i u-länder krävs även nya metoder så att nya entreprenörer kan etablera sig på marknaden. Muhammad Yunus är en entreprenör, han skapade Grameen Bank i Bangladesh för att hjälpa den fattiga befolkningen att utvecklas och förbättra levnadsstandarden genom att låta dem ta mikrolån. Studiens syfte:  Undersöka hur Grameen Bankens organisation fungerar  Ta reda på Grameen Bankens syfte, mål och vision  Undersöka faktorer som påverkar Grameen Bankens effektivitet och utveckling / The purpose of this study is to analyze an organisation, Grameen Bank, and illustrate a relevant problem in the world. There are plenty of aid organizations that help countries, but to enable the build-up of an infrastructure, new methods are required that help the establishment of new entrepreneurs. Muhammad Yunus founded Grameen Bank in Bangladesh to help the poor population to develop and enhance their living standards by lending them micro loans. The purpose of this study:  Investigate how the organisation of Grameen Bank works  Acquire the purpose, goal and vision of Grameen Bank  Investigate the factors that influence the efficiency and development of Grameen Bank

Abstract Organizational structures are surrounding the entire businesses and are essential for the functionality of an organization. The importance of a structure that satisfies and encourages the staff in the success of the organization to do a god job reflects on the organization’s success. There are many different kinds of people and behaviours in the world, which makes the world we live in very complex and diversified. The perceptions of one human being, living in Europe, most likely aren’t the same as the perceptions of one person living on the other side of the globe. This difference between people all over the world also diversifies the organizations, which consists of these people. Different behaviour and organization structures are preferred by different organizations. This fact makes it difficult to operate an organization that is expanding to operate between national boarders. The difficulties in moving to new nations and meeting new cultures leads to many problems. How will an organization that operates over national boarders adopt to the different countries involved? This thesis will examine the difficulties for these kinds of problems and how they should minimize possible problems that might occur through internationalization. The main question in this thesis will look at exactly how the transformation to go from one organizational structure to another in a Multinational corporations. For a further analyse of the problem, one organization in an expanding situation will be examined. The organization that will be analysed is LG Electronics, which is a Multinational Enterprise organization that operates in several countries. The LG Electronics is an organization from South Korea which in Sweden has an IT-division that has worked as an experiment, in an attempt to minimize the problems that might occur when different organization cultures starts to work with each other. The thesis will be strengthened mainly through background and organizational preferences information about differences between nations and the nations that act as the host and the home country for the organization, the two different structures involved and a list of different types of Multinational organizations. To examine the situation in LG Electronics interviews with two different purposes will be done, one with investigational purpose and one with informational purpose. Keywords Culture, Organization structure, Multinational Enterprises, Matrix structure, Hierarchical structure, Organizational change, Transformation, Host country, Home country

Since last year 2008, the economy has started going down and the unemployment rate has risen uncontrollably. Our government promised to take the citizens out of this bad condition. To improve the citizen satisfaction, the government should lead the whole government team to progress. And before doing so, understanding the attitude of civil servants is very important, because the higher satisfaction the civil servants have, the harder they will work. However, the issue about employment satisfaction is widely researched by many scholars. As a result, this research will focus on the six HRM practice practices , which are selecting , training and development, performance appraisal, organization structure and process , communication and rewards. In this study, the main research intends to understand the difference between the perception of the civil servants on the current stage and their perception of the ideal condition. And the personal characteristics impact on the employment satisfaction. This study concluded the main results as follows: 1. There appears significant difference in HRM practices between civil servant¡¦s actual and ideal perception. 2. Person characteristics will affect the satisfaction of civil servants in different HRM practice dimensions.