El surgimiento del emprendimiento en las organizaciones va más allá de una estrategia empresarial, de una disposición de la alta dirección o de la asignación de recursos humanos y financieros. Por el contrario, se requiere de una estructura organizacional que sea lo suficientemente flexible y permita gestionar la creatividad y fomentar el emprendimiento. El objetivo de este documento es describir el vínculo causal que existe entre la división del trabajo que determina ciertas estructuras organizacionales y el proceso de emprendimiento, especialmente en pequeñas y medianas empresas de países de América Latina en comparación con Estados Unidos y algunos países de Europa y Asia. La pregunta de investigación es ¿en qué medida la estructura organizacional derivada de la división del trabajo determina el éxito para emprender en las organizaciones? En este trabajo se resume algunas de las características de las estructuras organizacionales y cómo afectan al emprendimiento dentro de las organizaciones. La metodología utilizada es la revisión de literatura de algunos textos, de investigaciones publicadas y otros artículos que se encuentran bien ubicados en Scimago. Finalmente, este trabajo pretende contribuir con las investigaciones que en la actualidad existen sobre el tema y desea despertar el interés de otros para que continúe siendo un tema vigente. / The emergence of entrepreneurship in organizations goes beyond a business strategy, a provision of top management or the allocation of human and financial resources. On the contrary, it requires an organizational structure that is flexible enough to manage creativity and promote entrepreneurship. The objective of this article is to describe the causal link that exists between the division of labor that determines certain organizational structures and the process of entrepreneurship, especially in small and medium-sized companies in Latin American countries compared to the United States and some countries in Europe and Asia. . The research question is: to what extent does the organizational structure derived from the division of labor determine the success to undertake in organizations? This article summarizes some of the characteristics of organizational structures and how they affect entrepreneurship within organizations. The methodology used is the literature review of some texts, published research and other articles that are well located in Scimago. Finally, this article aims to contribute to the research that currently exists on the subject and wishes to awaken the interest of others so that it continues to be a current topic. / Trabajo de Suficiencia Profesional

Title: Functioning of Czech youth tennis development from the parent's viewpoint Objectives: The main goal of this work is to obtain feedback from parents regarding the quality and evaluation of satisfaction with the current functioning of development in tennis in youth categories. Another goal was to receive answers to why decide to lose tennis players when switching between individual youth categories. Methods: A quantitative method of questionnaire survey was used to obtain answers from respondents. Respondents were interviewed electronically through the contacted contact persons of selected tennis clubs dedicated to organizing tournaments for racing players in the youth categories in the past year. Another method of data collection in the framework of qualitative research was conducted through informal interviews with parents to obtain a comprehensive picture of the researched issues. Results: The survey found the satisfaction of the target group with selected aspects of tennis training that affect the functioning of the youth tennis system. The target group identified quality tennis coaches as the main factor influencing the quality of system care. However, the education of coaches, their continuous education by the Czech Tennis Association, and their self-education in the field of the latest...

The study aims to research factors that impact organizational structure, communication, performance, and if the management system has any significant ability to improve the outcome. The study is a case study of an organization where twenty-five employees were invited to participate in the survey and express how they perceive the management system. Interview with a CEO of the organization and access to the intranet and management system gave another set of data analyzed and researched with the help of theories. The results show that the organizational structure, communication, and performance cannot function without each other. Structure impacts the communication and performance of the organization. Simultaneously, successful communication is a vital ingredient for the structure to function and increase performance. The management system is the center for organizational structure and performance. Successful integration of the management system improves the information flow, increasing efficiency, performance, and profitability in the organization. A functioning and collaborative management system is the key to increased quality in every area of the organization. It fulfills the social demand for sustainability and quality vital for surviving the competitive market and being prepared for unexpected future events such as Covid-19. Available various technological and digital tools for quality improvement and communication have been the savior for many businesses worldwide. / Studien syftar till att undersöka faktorer som påverkar organisationsstruktur, kommunikation, prestanda och om ledningssystemet har någon betydande förmåga att förbättra resultatet. Studien är en fallstudie av en organisation där tjugofem anställda var inbjudna att delta i undersökningen och uttrycka hur de uppfattar ledningssystemet. Intervju med en VD för organisationen och tillgång till intranätet och ledningssystemet gav ytterligare en uppsättning data som analyserades och forskades med hjälp av teorier. Resultaten visar att organisationsstruktur, kommunikation och prestanda inte kan fungera utan varandra. Struktur påverkar organisationens kommunikation och prestanda. Samtidigt är framgångsrik kommunikation en viktig ingrediens för att strukturen ska fungera och öka prestanda. Ledningssystemet är centrum för organisationsstruktur och prestanda. Framgångsrik integration av ledningssystemet förbättrar informationsflödet, ökar effektiviteten, prestanda och lönsamhet i organisationen. Ett fungerande och samverkande ledningssystem är nyckeln till ökad kvalitet inom alla områden i organisationen. Det uppfyller den sociala efterfrågan på hållbarhet och kvalitet som är avgörande för att överleva den konkurrensutsatta marknaden och vara beredd på oväntade framtida händelser som Covid-19. Tillgängliga olika tekniska och digitala verktyg för kvalitetsförbättring och kommunikation har varit en undsättare för många företag världen över.

The work is focused on the analysis of operational risks in a construction company, which are associated with the implementation of constructions. In the individual chapters, I focused on the definition of operational risks and counter-risk measures. I defined the project, types of projects, project management and principles of project management. I described the construction company, its organizational structure and operational activities. I analyzed the risks in the construction company, risk management and risk control. Finally, I listed the criteria and options for achieving the goals and success of the construction company. The output of the work are recommendations of procedures to eliminate risks and achieve business goals. The benefit is an increase in the company's competitiveness.

The thesis covers a research into the relationship between the Czech organizations and employees and modern information and communication technologies (abbreviated as ICT). From the perspective of organizations, the research focuses on the specific technologies that have been implemented in recent years. How have the technologies been proved and whether they managed to influence an organizational structure of companies. The research is also interested in the impact of these technologies on employees, especially on their productivity. The research, carried out between foreign articles, showed that in countries such as China or USA people suffered from a technostress. The technostess could be described as a stress induced by these technologies. Then, the technostress has a negative impact to the mentioned labor productivity. The introductory part of the text contains secondary research, which focuses on two basic topics. The first part concerns the description of an organization. It indicates what that organization is, and yet the historical opinions on the organizations are also described here. Furthermore, there is described the term like an organizational behavior and its integration into the functioning of the organization. Followed by a section, which defines the position of the individual within the organization. The next section contains a description of the organizational structures. The second basic topic within the secondary research describes ICT. But there is not described a technical specification, there is a description of their importance to the organization, including the relationship of employees of organizations to these technologies. The second half of this dissertation thesis contains two primary researches that are built on the previous theoretical part. Its objectives are: 1) the creation of a model which would includes ICT and also shows the ICT’s impact on a company; 2) to develop a methodology for determining the benefits of ICT to the company and to set them on the basis of the results of the research carried out in this thesis; 3) to identify the latest trends in the implementation of ICT in organizations in the ICT sector in the Czech Republic; 4) to determine whether the current organizational structures of the examined companies are affected by ICT; 5) to ascertain whether the modern ICT affect Czech employees in a negative way, so that caused their lower productivity; and 6) make some recommendations regarding the implementation of ICT for other companies in the Czech Republic. The result of the thesis is the synthesis of knowledge acquired on the basis of the analytical part. During the data collection the inductive and deductive methods were used and the both studies yielded the following conclusions. The employees who use these technologies, do not mostly suffer from the technostress, despite the fact that there was proved a weak dependence between the technostress and a lower labor productivity by the statistical test. The research into the organization also showed that larger Czech companies from the ICT sector tend to focus on the short-term benefits within acquisition of the new ICT. The examined link between the ICT and organizational structures of companies was not demonstrated. The further evaluation showed that the companies mostly acquired software, which was specially developed for them. Finally, it can be considered as a trend in the acquisition of the new ICT to the Czech organizations.

Syftet med denna studien är att undersöka hur organisationsstrukturen påverkar arbetsmiljön för de anställda inom olika boenden och hur detta i sin tur påverkar kvaliteten på arbetet utifrån de anställdas perspektiv. Detta genomfördes utifrån ett socialpsykologiskt perspektiv och analyserades med hjälp av begrepp som organisationsstruktur och arbetsmiljö. 10 semistrukturerade intervjuer utfördes med stödassistenter som arbetat i minst två år. Resultatet av studien indikerar att stödassistenter upplever en god arbetsmiljö i den fysiska bemärkelsen, vilket innebär att de är nöjda med de fysiska förhållandena på arbetsplatsen, såsom arbetsutrustning och arbetsplatsens säkerhet. Däremot visar studien att det finns utmaningar inom den psykosociala arbetsmiljön för stöd assistenterna. Trots att de var nöjda och tillfredsställda med själva arbetet, upplevde de att de inte alltid kände sig hörda och hade begränsat inflytande över sina arbetssituationer och beslut. En annan faktor som påverkade stödassistenternas upplevelse av arbetsmiljön var ledarskapet. De var inte nöjda med den form av ledarskap som fanns inom de olika enheterna och ansåg att cheferna inte tog tillräckligt ansvar. / The purpose of this study was to investigate how the organizational structure affects the work environment for employees in different care homes and how this, in turn, affects the quality of work from the employees' perspective. The study was conducted from a social psychological perspective and analyzed using concepts such as organizational structure and work environment. Ten semi-structured interviews were conducted with support assistants who had worked for at least two years. The results of the study indicate that support assistants experience a good physical work environment, meaning they are satisfied with the physical conditions in the workplace, such as work equipment and workplace safety. However, the study shows that there are challenges within the psychosocial work environment for support assistants. Although they were satisfied and content with the work itself, they felt that they were not always heard and had limited influence over their work situations and decisions. Another factor that affected the support assistants' experience of the work environment was leadership. They were not satisfied with the type of leadership that existed within the different units and believed that the managers did not take enough responsibility.

Författare: Agnes Asp & Johanna Müller Datum: 2023-05-23 Nivå: Kandidatuppsats, företagsekonomi & organisation, 15 HP Handledare: Annika Schilling Examinator: Mikael Lundgren  Titel: Ansvarsförvirringen - Vem bär ansvaret för arbetet med employer branding? - En kvalitativ studie som belyser organisationers ansvarsfördelning i arbetet med employer branding och att attrahera rätt kandidater. Syfte: Syftet med studien är att bidra med förståelse för hur ansvarsfördelningen görs i organisationer när det kommer till employer branding (EB) och vilken roll fördelningen har i de utmaningar som uppkommer kring att skapa en attraktion hos de rätta kandidaterna för att vilja bli anställda hos en organisation. Metod: Studien behandlar fenomenet ansvarsfördelning i employer branding-arbetet och tog avstamp i en kvalitativ strategi med abduktiv forskningsansats. Studien har även tillämpat en tvärsnittsdesign, med semistrukturerade intervjuer som datainsamlingsmetod.  Slutsats: Resultatet av studien visar på att ansvaret i organisationer i arbetet med employer branding kan fördelas i ett strategiskt respektive operativt ansvar.  HR-funktionen har ett strategiskt ansvar, medan övriga involverade funktioner som marknadsförings-, ekonomi-, marknads-, och PR-funktionen ansvarar över det operativa och praktiska arbetet med EB. Resultatet visar vidare att det inte finns någon enskild befattning eller funktion som besitter huvudansvaret för EB-arbetet, utan de involverade funktionerna har ett gemensamt ansvar för EB-arbetet. Vi kan med det som utgångspunkt fastställa att det finns en ansvarsfördelning, men ingen som besitter det yttersta ansvaret. Studiens resultat indikerar vidare att organisationer idag upplever utmaningar med att hitta och attrahera rätt kandidater och att ansvarsfördelningen potentiellt kan ha en avgörande och problematisk roll i det.  Nyckelord: Employer branding, rekrytering, ansvarsfördelning, organisationsstruktur / Authors: Agnes Asp & Johanna Müller Date: 2023-05-23 Level: Bachelor thesis, Business administration & Organization, 15 credits Advisor: Annika Schilling Examiner: Mikael Lundgren Title: The responsibility confusion - Who is responsible for the work with employer branding? - A qualitative study that emphasizes organizations' division of responsibilities in the work with employer branding and attracting the right candidates. Purpose: The purpose of the study is to contribute with an understanding of how responsibility is distributed in organizations when it comes to employer branding (EB) and what role the distribution has in the challenges that arise around creating an attraction for right candidates to want to be employed by an organization. Method: The study addresses the phenomenon of the distribution of responsibility in the employer branding work and was based on a qualitative strategy with an abductive research approach. The study has also applied a cross-sectional design, with semi-structured interviews as the data collection method. Conclusion: The result of the study shows that the responsibility in organizations in the work with employer branding can be divided into strategic and operational responsibility. The HR function has a strategic responsibility, while other involved functions such as the marketing, finance, market and PR function are responsible for the operational and practical work with EB. The result further shows that there is no single position or function that has the main responsibility for the EB work, the functions involved have a shared responsibility for the EB work. Based on that we can establish that there is a division of responsibility, but no one has the main responsibility. The result of the study further indicates that organizations today experience challenges in finding and attracting the right candidates and that the distribution of responsibilities can potentially play a crucial and problematic role in this. Keywords: Employer branding, recruitment, division of responsibility, organizational structure

The purpose of this study is to investigate both individual and structural factors in predicting workplace deviance. Deviant workplace behavior is a prevailing and costly phenomenon in organizations. It includes a wide range of negative acts conducted by employees to harm the organization and its members. In the first section, I conducted a comprehensive literature review. In the review, I first review the current state of research on the relationship between organizational justice and workplace deviance by presenting the various theoretical frameworks, as well as empirical findings. Next, I summarize existing research patterns and identify research challenges that must be overcome in order to advance our understanding of this topic. Finally, I offer future directions researchers should undertake in justice-deviance research. Specifically, I suggest the development of more comprehensive models that include potential moderators and mediators that may better explain how and why justice judgments can lead to deviant behaviors and when the negative effect is most damaging. In the second section, I developed a theoretical model that proposes the relationship between organizational justice, organizational structure (centralization and organicity), employee perceived powerlessness, information salience about each type of justice, and workplace deviance. In the third section, I tested the model and presented the findings. Results of HLM analysis show that (1) organizational justice, perceived powerlessness, and centralization exert direct effects on workplace deviance, (2) organicity exerts direct effects on justice information salience; (3) perceived powerlessness partially mediates the relationship between centralization and organizational deviance; (4) information salience of procedural justice strengthens the effects of procedural justice on interpersonal deviance. Conclusions are drawn from the theory and findings, highlighting implications for future workplace deviance and organizational behavior research.

Through the centuries, institutions of higher education, and the people who labor in those institutions, have helped countless millions to learn--to stretch their boundaries, to think creatively, to find joy in discovery, and to create new knowledge that benefits the world in a myriad of ways. Yet while the knowledge produced through our educational process has transformed the world, the process of teaching and learning within these institutions has remained largely unexplored and unchanged over the centuries (Bass, 2009; Duderstadt, Atkins, & Van Houweling, 2002; Woolsey, 2008). In recent years, the advent and rapid development of information technology has provided us with a previously unimaginable opportunity to rethink how teaching and learning take place in higher education. In order to make the most of potential gains in teaching and learning, academic technology initiatives require both technological and pedagogical expertise. However, while the need for effective collaborations between the groups responsible for these two areas, the Offices of Academic Computing and Centers for Teaching at institutions of higher education has been articulated (Albright & Nworie, 2008; Allison & DeBlois, 2008; Woolsey, 2008), the mechanisms for developing and maintaining such collaborations are not clearly understood (Albright & Nworie, 2008; Ives & Steinbrenner, 2005). In an effort to fill this gap in knowledge, this study focuses on generating a portrait of successful collaborative efforts between academic technology professionals and pedagogical specialists. Using multiple case studies as a methodological approach, this study examines the characteristics of collaboration at three universities, including their history; factors that lead to the successful establishment of collaborations; challenges and barriers and how these are approached; and whether there is evidence that collaborations result in better outcomes in the implementation of academic technology. The study is particularly timely given that information technology is playing an increasingly central role in every aspect of higher education. A better understanding of the characteristics of inter-group collaborations around academic technology, including the barriers to creating effective collaborative relationships, will help institutions respond to the challenge of harnessing technology's potential to positively transform the process of teaching and learning in contemporary higher education.

There are two themes in this dissertation, that is, the effect of universal demand law change on corporate risk-taking in the U.S. property & casualty insurance industry, and the application of hidden Markov model to auto telematics data. The first chapter presents my study in the first theme and the rest two chapters present the other theme. In Chapter 1, "Does Shareholder Litigation Affect Corporate Risk-Taking? Evidence from the Property-Casualty Insurance Industry", I explore whether shareholder litigation affects corporate risk-taking differently depending on distinct organizational structures. I use a law change, called Universal Demand (UD) Law, as an exogenous shock and develop three risk-taking measures that are unique in the U.S. property-casualty insurance industry: leverage risk, asset risk, and underwriting risk. The insurance industry provides an interesting opportunity for the study as shareholders in mutual insurers are an ambiguous concept in the legal world, as opposed to the common argument in the insurance literature. The results show that along with UD law adoption, insurers increase their risk-taking. After taking organizational structures into account, the impact of the law change differentiates. Stock insurers increase all three risk-taking measures while mutual insurers decrease their Leverage Risk and increase Asset Risk measures. For different time windows, stock insurers respond faster with respect to their Asset Risk compared to mutual insurers. In addition, I proceed to examine the main economic channel for the impact and find that the free cash flow argument is not the main channel. Chapters 2 and 3 present the study in auto telematics data using a proprietary data source. Both studies are based on the application of hidden Markov model (HMM). Specifically, Chapter 2, "Auto Insurance Pricing Using Telematics Data: Application of a Hidden Markov Model", develops an HMM-based clustering framework to predict auto insurance losses using driving characteristics extracted from telematics data. Through a simulation experiment based on a proprietary telematics data set, I show that HMM can effectively classify driving trips using model-implied hidden states, and HMM-based pricing methods provide better predictive power measured by both deviance statistics and mean squared error. Importantly, the proposed framework not only enables us to price usage-based insurances at a granular level, but it is also viable for estimating long-term insurance losses utilizing the limiting properties of HMM. Chapter 3, "Theoretical Framework of a 3-Layer Hidden Markov Model for Auto Insurance Pricing", is a theoretical extension of the second chapter to improve the framework at a more granular level. I develop a 3-layer HMM for risk classification, which links driving behavior characteristics with risk classes and loss estimation. The proposed model presents a direct structure among all variables and utilizes time series data without aggregation. Furthermore, this study provides a theoretical framework to estimate the 3-layer HMM using the Expectation-Maximization (EM) algorithm. The parameters of Bernoulli distributed loss count (per unit of time) and Gamma distributed loss severity can be solved at least numerically, and the negative definite Hessian matrix indicates that the solution of the first-order condition of the log-likelihood function achieves its local maximum. / Business Administration/Risk Management and Insurance